GS Mgt Development Design and Delivery Trainer

Job summary

GS Mgt Development Design and Delivery Trainer

£48,000 per annum

Bedford

Fixed Term Contract – 23 Months

Hybrid Working

Ready to make a real difference? Join us at the Money and Pensions Service (MaPS) as our GS Mgt Development Design and Delivery Trainer. This is your chance to play a meaningful role in helping people across the UK build stronger financial futures and to do it as part of a supportive, energetic team.

Why This Role Matters

As our Guidance Services Management Development Design and Delivery Trainer you will support in the operationalising of leadership skills and learning through the design, delivery, and continuous improvement learning interventions across the operational leadership team, to build confident, values‑led operational managers, strengthening the leadership pipeline, and improving team performance.

The role operationalises our 70–20–10 approach to learning, ensures programmes are inclusive and evidence‑based, and translates strategic priorities into measurable behavioural change across our leaders and frontline.

Job description

You will be responsible for the supporting the operationalisation of management development across our MaPS Guidance services leadership teams.

Strategy & Design

• Lead the leadership development roadmap aligned to organisational strategy, values, and behaviours, integrating 70–20–10 and the Management & Leadership offer.
• Conduct leadership capability diagnostics (e.g., 360‑degree feedback, engagement data, performance trends) to define priorities and cohorts.
• Support in the creation and ongoing development of pathway based curriculum (Foundations → Essentials → Advanced) with clear outcomes, assessment points, and transfer-of-learning plans.
• Work with MaPS Learning to support design and development of interventions.

Programme Delivery & Facilitation

• Oversee end‑to‑end programme management: scheduling, facilitator readiness, learner communications, accessibility and learning support.
• Facilitate high‑impact workshops, coaching circles, action‑learning sets and insights; curate social learning and stretch assignments to embed skills on the job.
• Introduce and utilise mentoring frameworks and peer feedback mechanisms; maintain high standards of psychological safety.

Leadership Coaching, Feedback & Mentor

• Establish and govern a coaching offer for managers; enable 360‑degree feedback cycles and development planning; train leaders in coaching and motivational strategie
• Act as a mentor for best in class operational leadership and management

Successioipeline

• Partner with Senior Leadership/WFM to define management levels, success profiles, and bench‑strength metrics; support succession planning and readiness assessments.
• Support with the design, build and implementation of a career pathing and succession opportunities including identification through assessment centres, curriculum and sign off/

Culture,ValuesInclusiveLeaderhip

• Build content and support interventions that embrace our MaPS behavioural framework of Delivering, Improving, Aspiring, Communicating and Collaborating
• Embed Caring ,Connecting and Transforming behaviours in all programmes; ensure content advances inclusion, allyship, and equitable progr
• Collaborate on culture and values training with the wider organisation and ensure its in line with board and change initiati

StakeholderManagement

• Build strong relationships with senior leaders, WFM, People and Culture and operational leaders; influence stakeholders with clear insights and
• Select and manage external providers if required to do additional coaching and learning and make recommendations to SLT.

Data,EvaluationContinuousImprovement.

• Define measurement strategy: critically review and evaluate all existing/new development solutions and Present data to stakeholders to review, recommend and make changes to interventions.
• Run Kirkpatrick/Brinkerhoff-style evaluation; use dashboards to track outcomes and drive iterative programme improvements.

Governance,ComplianceStandards

• Align all development with relevant governance, policies, and mandatory learning standards; ensure accessibility and safeguarding

Reporting

• Generate reports though in line with the training framework to gather data and insights to identify and present

Person specification

To excel in this role, you will need to demonstrate:

Essential

• Proven management development expertise in a dynamic environment: programme architecture, facilitation, and coaching for first‑line and mid‑level Including Learning analytics and evaluation. (Kirkpatrick/Brinkerhoff); dashboarding literacy.
• Applied experience with the **70–20–10** learning model and blended solutions across formal, social, and on‑the‑job
• Mastery of 360‑degree feedback tools; coaching approaches; succession planning methodology.
• Strong stakeholder management; ability to influence senior leaders with
• Inclusive design, accessibility standards, and psychological safety

Desirable

• Contact Centre Experience
• Financial Services Experience
• Accreditation in training, coaching or mentoring; psychometric tools

Personal attributes:

• Exceptional communicator with the ability to explain complex concepts clearly and adapt delivery style to diverse
• Engaging facilitator who creates psychologically safe, inclusive learning environments and fosters confidence in
• Strong relationship‑builder, able to collaborate effectively across teams and influence stakeholders at all
• Empathetic and emotionally intelligent, demonstrating cultural awareness and adapting to varied learner need
• Committed to personal growth, regularly self‑reflecting and championing a growth mindset in self and othe
• Resilient and adaptable, able to work effectively in fast‑paced environments and respond calmly to changing priori
• Organised and detail‑focused, managing multiple programmes, sessions, and learner needs with
• Values‑led and inclusive, role‑modelling behaviours that align with Caring, Connecting, and Transformin
• Confident and credible presenter, able to engage and motivate individuals and groups of all
• Continuous improvement mindset, proactively seeking feedback, enhancing materials, and refining learning experiences for maximum impact

Benefits

MaPS is based in bright, modern offices in Bedford, and we’re here to help people across the UK feel more confident and informed about their money.

Our values guide how we work together:

• Caring – for colleagues and the communities we support
• Connecting – building supportive, positive relationships
• <