<p>Originally named, Great British Nuclear, <b>Great British Energy - Nuclear</b> is an arm’s length body of the Department for Energy Security and Net Zero, dedicated to supporting the development and deployment of new nuclear technologies in Great Britain. We play a crucial role in advancing nuclear new build, ensuring the UK’s energy security and achieving net-zero carbon emissions. Great British Energy - Nuclear focuses on fostering innovation, facilitating investment, and coordinating efforts across the nuclear industry to build a resilient and sustainable energy future.</p><p>A business facing-role that will create and deliver a talent development strategy for GBE-N and oversee its subsequent implementation. This strategy will cover apprenticeships and graduate schemes and other new initiatives. This role will involve working closely with key stakeholders across the business to ensure training needs are met and our people develop the skills they need to deliver and progress. In this role you will be involved in training program design and evaluation of training effectiveness to ensure continuous improvement. You will be responsible for ensuring that the career development pathways for GBE-N employees are visible, exciting and diverse to help promote GBE-N as an employer of choice.</p><p>There is a full version of the job description available.</p><p>Please note that this is a 12 month fixed term contract role.</p><h3>Accountabilities &amp; Responsibilities:</h3><ul><li>Delivery and oversight of the talent development strategy</li><li>Manage a team to deliver flexible learning interventions for GBE-N employees and ensure they comply with industry standards and legal requirements</li><li>Undertake performance improvement and knowledge transfer</li><li>Facilitate performance reviews and provide feedback to employees.</li><li>Identify high-potential employees and develop tailored development plans.</li><li>Design and deliver a variety of learning programs, including leadership development, technical training, and soft skills development.</li><li>Utilise a mix of instructional methods to cater to different learning styles and preferences.</li><li>Evaluate the effectiveness of training programs and make data-driven recommendations for improvement.</li><li>Identify and address challenges related to talent development and performance management.</li><li>Develop innovative solutions to improve learning and development initiatives.</li><li>Analyse data and metrics to measure the impact of training programs and make data-driven decisions and ensure learning programs align with the organisation's strategic objectives.</li><li>Measure and report on the impact of training programs on employee performance and business outcomes.</li><li>Collaborate with other HR functions, such as talent acquisition and compensation, to ensure a seamless employee experience. Build strong relationships with internal stakeholders, including department heads and employees.</l