L&D Coordinator (Remote, UK or Ireland)

As an L&D Coordinator at Nearform, your primary responsibilities include delivering engaging training sessions, managing our learning management system (Leapsome), tracking the effectiveness of training programs, collaborating with stakeholders, planning and promoting learning initiatives, and managing our internal Learning and Development Policy. You'll be an integral part of fostering a positive learning culture that supports our colleagues' growth.

To excel in the L&D Coordinator position at Nearform, candidates should have proven experience in learning and development roles, a strong understanding of adult learning principles, excellent communication and presentation skills, proficiency in learning management systems and e-learning tools, and the ability to manage multiple projects effectively. Experience with Articulate Storyline is also a plus.

Nearform is dedicated to advancing the Learning and Development of its employees. As an L&D Coordinator, you'll be responsible for creating tailored training programs, managing the learning budget, and promoting continuous learning across the organization. Our emphasis on a positive learning environment ensures that all Nearformers have access to resources that help them grow and excel in their roles.

The L&D Coordinator at Nearform will utilize various training delivery methods, including in-person sessions, virtual workshops, and asynchronous e-learning. By leveraging diverse approaches, you will be able to cater to different learning styles and ensure that all colleagues engage with the content effectively, promoting a rich learning experience.

Joining Nearform as an L&D Coordinator comes with several benefits. You'll enjoy the flexibility of remote work, a commitment to work/life balance, access to a Wellness Hub for wellbeing support, and the opportunity to be part of a supportive team that values continuous learning. Additionally, you’ll have the chance to contribute to projects that enhance colleague engagement and overall workplace culture.

In interview responses, highlight specific training delivery methods you've utilized in the past. Discuss how you adapted your approach based on the learners' needs and the objectives of the training. Share examples of your success in delivering engaging sessions and the outcomes that resulted from your activities.

When asked this question, describe your process for conducting training needs assessments, including gathering data through surveys, interviews, or focus groups. Emphasize your ability to align learning initiatives with departmental goals and how you would collaborate with department heads to identify key skill gaps.

In your response, mention specific metrics you track, such as participant feedback, pre and post-assessment scores, and observable behavioral changes. Discuss how you would use this data to refine training offerings and create quarterly reports to demonstrate effectiveness and areas for improvement.

Focus your answers on fostering a respectful and supportive learning environment. Discuss methods for encouraging diverse perspectives, adapting content for various learning styles, and using inclusive language. Highlight your commitment to representing underrepresented groups in your training materials and sessions.

In interviews, provide a concrete example of a time you juggled multiple projects. Describe how you prioritized tasks, managed your time, and communicated with stakeholders to ensure success. Highlight any tools you used to streamline communication and project management.

Explain how you actively seek feedback from learners and stakeholders to improve your training programs. Discuss how you use this input to adapt your approach, evolve content, and enhance the overall learning experience for your colleagues.

Share your experiences with specific learning management systems and e-learning tools. Discuss your proficiency in using these platforms to create, manage, and track training content, making sure to illustrate how you've leveraged technology to enhance learning outcomes.

In your response, mention industry sources you follow, professional development opportunities you pursue, and any networks or associations you belong to. Discuss your commitment to continuous learning and how you incorporate new insights into your work.

Take this opportunity to share your passion for facilitating learning and supporting others in their professional growth. Discuss how you find fulfillment in creating programs that drive performance and cultivate a culture of knowledge sharing.

Be prepared to discuss a strategy for addressing resistance to training. Mention the importance of understanding their concerns, emphasizing the value of the training, identifying potential benefits, and working collaboratively to find a solution that encourages participation.