L & D Lead in Burnley

We are looking for an L&D Lead to provide interim leadership for the HR team while driving delivery of the organisation’s Learning & Development Strategy. This role is a fixed term contract for 6-9 months. This role will be responsible for the day-to-day line-management responsibilities of the Head of HR during maternity leave, ensuring operational stability across the HR function, while leading priority L&D programmes that build capability, strengthen leadership and enable a culture of continuous learning.

RESPONSIBILITIES:

• Provide day-to-day leadership, coaching, and support to the HR team to maintain consistent, high-quality service delivery.
• Ensure HR operations run smoothly, including case management, recruitment activity, policy compliance, data accuracy, and employee engagement initiatives.
• Build strong working relationships with managers and employees, ensuring the HR team remains visible and solutions-focused.
• Lead and deliver the L&D Strategy, focusing on capability development, leadership excellence, upskilling & cross-skilling pathways, and continuous learning culture.
• Design, deliver and/or coordinate blended learning solutions that support technical, behavioural, and leadership development needs across all departments and shifts.

SKILLS & ATTRIBUTES:

• Proven experience delivering L&D programmes in a blended manufacturing, engineering, logistics, or similar complex environment.
• Strong understanding of learning principles, learning design, and capability development frameworks.
• Ability to lead and motivate a team during a period of change or transition.
• Confident facilitator with excellent communication and stakeholder-management skills.
• Pragmatic, commercially aware, and comfortable balancing operational needs with strategic L&D delivery.
• Data-driven, organised, and able to prioritise multiple projects.
• People-focused, credible, and able to build strong relationships at all levels.
• CIPD Level 5 or equivalent L&D qualification/experience (desirable).

KEY PROJECTS:

• Launching and enhancing VEKA’s leadership development framework.
• Establishing skills pathways for key operational roles.
• Strengthening succession planning and talent development processes.
• Improving induction, onboarding, and role-specific skill development.
• Implementing coaching & mentoring frameworks.
• Overseeing the implementation of new learning solutions and self-directed learning hubs.
• Ensure all training is traceable and in line with agreed budgets.
• Partner with operational leaders and subject-matter experts to build capability frameworks that support organisational needs now and in the future.
• Evaluate learning impact through data, feedback, and performance indicators, making continuous improvements.
• Contribute to workforce planning by analysing skills gaps and recommending development priorities.
• Encourage the adoption of coaching behaviours and learning mindsets across the leadership community.
• Review and enhance current learning systems, processes, and materials to improve quality, accessibility, and consistency.
• Embed learning metrics and improve reporting on L&D performance and outcomes.

VEKA has been leading the global development of PVCu window systems for over 50 years, through design, innovation and customer focus. With factories in over 40 countries across Europe, Asia and America, VEKA is the world’s largest manufacturer of extruded PVCu products. At VEKA, we are more than just a workplace; we are a global community of passionate individuals dedicated to excellence. We are innovators, constantly pushing boundaries to shape the future of our industry. We are collaborators, creating a culture of teamwork, accountability and mutual support. We are committed to the growth and development of our people because we believe that when our employees thrive, so does our organisation. VEKA embraces diversity and inclusion, welcoming applicants from all backgrounds. Join us in cultivating a workplace that celebrates individuality and promotes collaboration.