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Learning and Dvelopement specialist
Kaiseemi Chengapen-Joshi
,
MILTON KEYNES, United Kingdom
Experience
Other titles
Skills
I'm offering
I am a smart working and passionate individual looking for an exciting opportunity with an organisation which strives for a learning culture as part of their organisational values. I lead with sunshine yellow energy which empowers me to build rapport easily and motivate others. I am extremely passionate about training design and delivery, coaching, mentoring and working at collaboratively at a strategic level. Learning and Development has been my passion from a very young age and I am truly committed in supporting adult learners to unlock their individual potentials in becoming the best version of themselves. I keep my knowledge of the sector up to date via routes such as CIPD resources, attending Trainer’s Network, listening to Podcasts amongst others. I am also very keen on my personal development. As such for 2020, I am aiming to achieve qualifications such as Insights and NLP programmes to be more versatile for my employer of choice. Past and current feedback from employers testifies that I will be an asset to your organisation.
Markets
United Kingdom
Industries
Language
English
Fluently
French
Good
Ready for
Larger project
Ongoing relation / part-time
Full time contractor
Available
My experience
2004 - ?
job
Registered Chairperson for St Monica Catholic School PTA
ABE- Association of Business Executives.
2017 - 2019
job
Head of Learning and Development
unknown.
My role at WS has given me the privilege to work collaboratively with various stakeholders in implementing the learning and development strategic priorities of the organisation. I have evolved methods of training for compliance needs and brought management development learning opportunities which has led to the function receiving an Internal Award for being best support function in 2017. Amongst various projects I have developed and launched, I lead on the following:
• Design strategic priorities for the L&D function aligned to the overall organisational strategies
• Implementation and integration of a Learning Management System, continuously optimising the use of reports and functionalities.
• Designed, piloted and implemented an effective Continual Performance Management system for carrying out 1-1 and Appraisal
• Designed and developed a competency framework that is linked to the Continuous Performance Management system and the values of the organisation
• Source and implement innovative learning options such as experiential learning, learning designed from big data, etc. in making learning as engaging as possible for my audience
• Currently leading the design of an induction package for new starters in Wales aligned to All Wales Induction Framework
• Design and implemented a tool kit to maximise the use of the Apprenticeship levy funds whereby 70% funds have been used successfully.
• Leading and managing the preparation of upcoming audit for Investors In People
• Designed and implemented a strategy to involve the people Walsingham Support care for, in every project owned and launched by Learning & Development function
• Designed a Skills Profile repertoire for use by managers as a toolkit for assessment of skills at 1-1, Appraisal, recruitments amongst others
• Designed and implemented a career path in collaboration with apprenticeships provider which clearly demonstrates the internal opportunities for staff development and acting as tool for attracting new staff.
• Implemented a Learning Resource Centre with learning resources including additional options in meeting compliance learning needs, management development resources amongst others.
• Design and deliver bespoke training materials internally as required with the involvement of subject matter expert, both internally and externally.
• Evaluate investment made to feedback and produce high quality reports for the Executive Leadership Team in conveying ROI and ROE
• With the collaboration of M&C, set up an L&D Academy branding aspired to be developed in a centre of learning in the foreseeable future
• Designed and implemented a Health & Wellbeing programme in collaboration with consultants that has resulted in direct health improvement in the people cared for the organisation.
• Designed and implemented a Training Policy to safeguard the investment in regard to sponsorships of learners enrolling on QCF qualifications
• Enhance various internal policies and procedures that has helped the function to operate more efficiently and effectively
• Lead the development of a Corporate Induction programme for new starters in collaboration with heads of department aimed to be entered in a CIPD or TJ award in 2020
• Developed a succession planning toolkit and talent management policy
• Explore new learning methods and training suppliers at every opportunity
• Negotiated and set up 4 SLAs with renowned training suppliers to establish terms and conditions and set discounted cost on training events
• Evaluated and design bespoke training plans for sites that have poor compliance records
• Mentored peers within the organisation which have led to significant improvements in their leadership skills
• Design bespoke coaching plans and coach senior managers to improve current performance
• Present L&D updates at various meetings at local and senior level regularly to support frontline staff with any L&D queries
• Designed various training manual to support internal procedures and launch of L&D products.
• Manage the L&D budget for the organisation and carry out consultation with stakeholders at forecast period of the financial year.
• TUPE and standardisation - Ensuring WS was ready for the transition of workforce for smooth running of the business
• Design strategic priorities for the L&D function aligned to the overall organisational strategies
• Implementation and integration of a Learning Management System, continuously optimising the use of reports and functionalities.
• Designed, piloted and implemented an effective Continual Performance Management system for carrying out 1-1 and Appraisal
• Designed and developed a competency framework that is linked to the Continuous Performance Management system and the values of the organisation
• Source and implement innovative learning options such as experiential learning, learning designed from big data, etc. in making learning as engaging as possible for my audience
• Currently leading the design of an induction package for new starters in Wales aligned to All Wales Induction Framework
• Design and implemented a tool kit to maximise the use of the Apprenticeship levy funds whereby 70% funds have been used successfully.
• Leading and managing the preparation of upcoming audit for Investors In People
• Designed and implemented a strategy to involve the people Walsingham Support care for, in every project owned and launched by Learning & Development function
• Designed a Skills Profile repertoire for use by managers as a toolkit for assessment of skills at 1-1, Appraisal, recruitments amongst others
• Designed and implemented a career path in collaboration with apprenticeships provider which clearly demonstrates the internal opportunities for staff development and acting as tool for attracting new staff.
• Implemented a Learning Resource Centre with learning resources including additional options in meeting compliance learning needs, management development resources amongst others.
• Design and deliver bespoke training materials internally as required with the involvement of subject matter expert, both internally and externally.
• Evaluate investment made to feedback and produce high quality reports for the Executive Leadership Team in conveying ROI and ROE
• With the collaboration of M&C, set up an L&D Academy branding aspired to be developed in a centre of learning in the foreseeable future
• Designed and implemented a Health & Wellbeing programme in collaboration with consultants that has resulted in direct health improvement in the people cared for the organisation.
• Designed and implemented a Training Policy to safeguard the investment in regard to sponsorships of learners enrolling on QCF qualifications
• Enhance various internal policies and procedures that has helped the function to operate more efficiently and effectively
• Lead the development of a Corporate Induction programme for new starters in collaboration with heads of department aimed to be entered in a CIPD or TJ award in 2020
• Developed a succession planning toolkit and talent management policy
• Explore new learning methods and training suppliers at every opportunity
• Negotiated and set up 4 SLAs with renowned training suppliers to establish terms and conditions and set discounted cost on training events
• Evaluated and design bespoke training plans for sites that have poor compliance records
• Mentored peers within the organisation which have led to significant improvements in their leadership skills
• Design bespoke coaching plans and coach senior managers to improve current performance
• Present L&D updates at various meetings at local and senior level regularly to support frontline staff with any L&D queries
• Designed various training manual to support internal procedures and launch of L&D products.
• Manage the L&D budget for the organisation and carry out consultation with stakeholders at forecast period of the financial year.
• TUPE and standardisation - Ensuring WS was ready for the transition of workforce for smooth running of the business
Compliance, LED, UP, ME, Framework, Forecast, Audit, Organization, Coach, Health, Development, Assessment, Support, Implementation, Design, Integration, Management, Leadership, C, Performance Management, ROI, Training, Audit, Big Data, Budget, Coaching, Branding
2014 - 2017
job
Learning and Development Practitioner
The Abbeyfield Society Ltd.
I worked closely with organisational strategies to contribute to the business in achieving its goals. I was responsible for the training needs of 500 services across the UK (1600 managed staff) in achieving the following:
• Analyse compliance needs and produce detailed training proposal plan on quarterly basis.
• Continuously work with key stakeholders to ensure training proposals meet operation's needs and will reap maximum attendance.
• Publish training calendar on company's intranet to publish confirmed dates.
• Maintain excellent working relationships with external training suppliers
• Work in partnership with brokers offering fully funded courses for internal career paths scheme.
• Working with senior stakeholders in setting up the best approach to the apprenticeship levy transition.
• Monitoring take up on courses to avoid cost cancellation charges from external suppliers. Communicate with frontline members via medium such as self-designed posters to advertise courses planned.
• Design induction programme specific to new sites, new services and new recruits.
• Manage and coordinate corporate inductions for senior management. I revamped the programme in 2015.
• Design posters and pop up banners with L&D specific logo to showcase at national events.
• Design and rolled out Train the Trainer courses to train frontline managers to deliver in house courses.
• Coach and mentor directors in designing materials for executive level presentations.
• I present at national level briefings and conferences for L&D. I also recently featured in the company's 60th anniversary video (October 2016).
• Chair meetings at senior level to present L&D's updates and pipeline projects. Write comprehensive reports /present findings to board after trying training interventions that will benefit the business.
• Design and deliver bespoke courses such as performance management, train the trainer, chaplaincy courses (designed with internal chaplain), customer journey, professional boundaries amongst others.
• Design off the shelve courses, workbooks, brochures, PowerPoint slides and other training materials that support specific projects and that will advertise L&D's offerings to the business.
• Evaluate via Level 1-3 of Kirkpatrick and report on KPI findings via meetings with senior stakeholders. Tools such as slides, tables, graphs, bar charts, monetary comparisons are used to assist in meetings.
• Assess the effectiveness of inductions for new sites using level 3 of Kirkpatrick model with the help of senior management and frontline staff.
• Evaluate ROI on all L&D's interventions. Researching cost effective ways to meet the business compliance needs to maximise budget on developmental courses that will add value.
• Evaluate ROE of directors when ad-hoc courses are requested. In depth analysis of expectations prior to design, deliver and post-delivery is carried out. Findings are presented at board level.
• Analyse compliance needs and produce detailed training proposal plan on quarterly basis.
• Continuously work with key stakeholders to ensure training proposals meet operation's needs and will reap maximum attendance.
• Publish training calendar on company's intranet to publish confirmed dates.
• Maintain excellent working relationships with external training suppliers
• Work in partnership with brokers offering fully funded courses for internal career paths scheme.
• Working with senior stakeholders in setting up the best approach to the apprenticeship levy transition.
• Monitoring take up on courses to avoid cost cancellation charges from external suppliers. Communicate with frontline members via medium such as self-designed posters to advertise courses planned.
• Design induction programme specific to new sites, new services and new recruits.
• Manage and coordinate corporate inductions for senior management. I revamped the programme in 2015.
• Design posters and pop up banners with L&D specific logo to showcase at national events.
• Design and rolled out Train the Trainer courses to train frontline managers to deliver in house courses.
• Coach and mentor directors in designing materials for executive level presentations.
• I present at national level briefings and conferences for L&D. I also recently featured in the company's 60th anniversary video (October 2016).
• Chair meetings at senior level to present L&D's updates and pipeline projects. Write comprehensive reports /present findings to board after trying training interventions that will benefit the business.
• Design and deliver bespoke courses such as performance management, train the trainer, chaplaincy courses (designed with internal chaplain), customer journey, professional boundaries amongst others.
• Design off the shelve courses, workbooks, brochures, PowerPoint slides and other training materials that support specific projects and that will advertise L&D's offerings to the business.
• Evaluate via Level 1-3 of Kirkpatrick and report on KPI findings via meetings with senior stakeholders. Tools such as slides, tables, graphs, bar charts, monetary comparisons are used to assist in meetings.
• Assess the effectiveness of inductions for new sites using level 3 of Kirkpatrick model with the help of senior management and frontline staff.
• Evaluate ROI on all L&D's interventions. Researching cost effective ways to meet the business compliance needs to maximise budget on developmental courses that will add value.
• Evaluate ROE of directors when ad-hoc courses are requested. In depth analysis of expectations prior to design, deliver and post-delivery is carried out. Findings are presented at board level.
Mentor, UP, Coach, Development, KPI, Monitoring, Support, Compliance, Management, Design, Logo, Performance Management, ROI, Training, Budget, Video, Powerpoint
2013 - 2014
job
Secondment
Goldteam Recruitment Ltd.
2: Onsite Manager/ Learning & Development Coordinator
My role involved inducting new workers every day. I also supported shift coordinators to maintain workers' pool by recruiting, assessing (ESOL level) and verifying eligibility to work. At times multiple induction sessions were carried out daily to meet demand. Tasks also consisted of:
• Design and delivering of training material to support new company policies.
• Design job advert and recruiting key skilled workers.
• Ensuring agency workers were complying with Start/End at shifts time.
• Attending meetings and collating feedback to report back to senior management.
• Being the first point of contact to resolve operational issues.
• Designed and implemented documents- Roster form and training certification forms amongst others.
My role involved inducting new workers every day. I also supported shift coordinators to maintain workers' pool by recruiting, assessing (ESOL level) and verifying eligibility to work. At times multiple induction sessions were carried out daily to meet demand. Tasks also consisted of:
• Design and delivering of training material to support new company policies.
• Design job advert and recruiting key skilled workers.
• Ensuring agency workers were complying with Start/End at shifts time.
• Attending meetings and collating feedback to report back to senior management.
• Being the first point of contact to resolve operational issues.
• Designed and implemented documents- Roster form and training certification forms amongst others.
Design, Training, Management, Support, Coordinator, Development, Manager
2005 - 2012
job
Branch Manager/ Training Coordinator
Paddy Power Leisure Company Ltd.
From a cashier's position, within a year I was promoted to Manager. Daily duties involved delegating tasks, decision making, managing roster and ensuring my assigned branch maximised takings to meet my £1.5m annual target. I carried out regular 1-1, annual appraisals and worked closely with the company's strategy to get the best out of my team. I also had to demonstrate excellent customer service.
In 2010 I was promoted to Training Coordinator alongside my existing managerial duties. The role involved training, assessing and motivating new and existing staff. I was also conducting induction sessions for new starters and at times I assist with developing new training packages.
I also had the privilege of frequently conducting interviews in the recruitment of new staff members. Part of the interview process was testing the mathematical skills of my candidates, assessing their customer service skills and knowledge of sports.
My achievements also involved being the founder and writer of a monthly newsletter, the Paddy Gazette, and being one of the finalists in the Racing Post Manager of the Year 2011.
Membership to Professional Bodies
✓ CIPD Accreditation since 2015
In 2010 I was promoted to Training Coordinator alongside my existing managerial duties. The role involved training, assessing and motivating new and existing staff. I was also conducting induction sessions for new starters and at times I assist with developing new training packages.
I also had the privilege of frequently conducting interviews in the recruitment of new staff members. Part of the interview process was testing the mathematical skills of my candidates, assessing their customer service skills and knowledge of sports.
My achievements also involved being the founder and writer of a monthly newsletter, the Paddy Gazette, and being one of the finalists in the Racing Post Manager of the Year 2011.
Membership to Professional Bodies
✓ CIPD Accreditation since 2015
Training, Interview, Customer service, Service, Recruitment, Coordinator, Testing, Manager, Founder
My education
2007
-
2010
University of Hertfordshire
Bachelors, Human Resource Management
Bachelors, Human Resource Management
2003
-
2007
London School of Management
Unspecified, Economics, Accounting
Unspecified, Economics, Accounting
1999
-
2002
St Andrews School
Secondary, French, Economics, Accounting
Secondary, French, Economics, Accounting
Charted Institute of Practice and Development
N/a, International Human Resource Management (Minor in Law)
N/a, International Human Resource Management (Minor in Law)
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