Description de l'offre
Systems Instructional Developer - KLA
Solutions & Digital
Solutions & Digital
Service Line Information
Solutions & Digital services the broader Firm through delivery of core technology and managed services capabilities, collaboration and innovation development services and building our Alliances network.
KPMG is part of a global network of firms that offers Audit, Tax & Pensions, Consulting, Deal Advisory and Technology services. Through the talent of over 16,000 colleagues, we bring our creativity and insight to our clients’ most critical challenges.
With offices across the UK, we work with everyone from small start-ups and individuals to major multinationals, in virtually every industry imaginable. Our work is often complex, yet our vision is simple: to be the clear choice for our clients, for our people and for the communities we work in.
The purpose of this role is to engage client stakeholders to design and develop learning materials required to support the implementation of systems; particularly ERP solutions. The role will include leading a team of on and off-shore designers and developers to deliver blended learning solutions. The role requires a candidate specialising in digital learning, face to face training and blended solutions with specific experience in enterprise resource management implementations such as SAP and Oracle, and familiarity with training programmes for systems learning.
The successful candidate will act as an internal and client-facing subject matter expert, providing advice and proposing solutions to support an effective and efficient training approach and design, whilst minimising risks.
The Systems Instructional Designer will work throughout the entire training life-cycle from analysis to implementation.
Roles and Responsibilities
Training Strategy – Support the production of the training strategy, the impact assessment on the organisation of the changes taking place and the overall objectives of the implementation. Conduct an analysis to define training needs – assist with the analysis of training needs, work with key internal and client stakeholders to ensure that the scope of the training is clearly defined for the target audience. Define the strategy to underpin the training needs to shape the design and clearly set out the key assumptions.
Training Curriculum – Produce the training curriculum based on functional design documents and liaise with Functional/Technical teams to estimate the amount of development and delivery time for each element of learning.
Training Plan – Support the development of the Training Plan and provide key input to define required activities, roles and responsibilities and the ongoing maintenance / reporting against the approved plan.
Training Approach – Assist the Training Manager to design the methodology to train project team members and end users. Provide insight into the different methods to train end users and propose solutions to meet the specific client situation and system being implemented. The training approach may include the approach for the delivery of the training itself, as well as the approach to be used with specific groups of end users, based on their circumstances and requirements. Key risks, issues and dependencies should be considered for the different approaches proposed.
Training Design – Develop templates for all of the deliverable types, adhering to any brand guidelines and instructional design good practice across all deliverable types. This may involve liaising with client brand managers and obtaining sign-off before cascading to the development team.
Training Development – Manage a team of on and off-shore designers and developers to create or use templates to develop a suite of learning materials. Work with the Training Manager and Project Manager to ensure that materials are developed to agreed quality standards and timescales and with the requisite level of input from the business and technical SMEs.
Liaising with either the internal or client Learning Management System Team on the hosting of materials and the testing of these prior to them being made available.
Training Review – Review developed materials to ensure they meet the required standards in terms of instructional and aesthetic design and brand guidelines. Manage the feedback process with the SMEs and designers to ensure an efficient and effective process is in place to update materials and obtain sign-off.
For all the above, actively developing relationships with a range of internal and external stakeholders up to board level is key, and be seen as a subject matter specialist both in learning pedagogy and digital learning.
The Person - Required Skills
The successful candidate will also demonstrate: Significant instructional design experience covering a full blend of learning materials including ILTs, e-learning and simulations A structured and accurate approach to the role
Experience working on large scale, complex technology-enabled change programmes. Experience of leading and mentoring a team of on- and off-shore designers and developers to develop the range of materials. A flexible and resilient nature to adapt to the demands of large scale projects and complex stakeholder relationships. Credibility in building new stakeholder relationships, using exceptional communication skills, as well as demonstrating an ability to influence stakeholders at all levels. Experience of various authoring tools available to deliver different material types, including simulation and/or cloning systems.
Knowledge of Electronic Performance Support Systems and/or In-Application/context sensitive help is desirable. Previous experience of large scale, complex systems implementations, ITIL certification or familiarity with the ITIL framework and service library qualifications including CIPD, MBA and Prince2 would be beneficial but are not essential.
If the chance to work with interesting clients and innovative technology wasn’t rewarding enough, we’ll motivate you in other ways too. At KPMG you can expect real responsibilities and opportunities to grow professionally.
‘Our Deal’ sets out all the different ways you’ll be rewarded at KPMG. Among other things you can benefit from honest conversations about your career as well as a range of other rewards. In all these ways and more, we have created an environment that can bring out the best in you.
While some of our client-facing professionals can be required to travel regularly, and at times be based at client sites, we are supportive where possible of helping you to achieve a balance between your home and work demands.
We are happy to discuss individual requirements and our range of flexible working arrangements could be of interest. Furthermore, as part of the recruitment process, we can put you in touch with people who work flexibly so you can understand from them what our culture is like.
Applying with a Disability
KPMG are proud to be an inclusive, equal opportunity employer and we seek to attract and retain the best people from the widest possible talent pool. As a member of the Business Disability Forum we're committed to ensuring that you are treated fairly throughout our Recruitment Process. Should you be successful after the initial application stage, please discuss any reasonable adjustments that you may require, with your recruitment contact.
KPMG's commitment to diversity
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Returning to work after a break
At KPMG, we appreciate that returning to work after an extended career break can be daunting. We understand that those with experience who have taken a career break have a wealth of experience and knowledge to offer our organisation, which helps us to achieve our business goals. We will support you to refresh your skills, develop your confidence and provide a supportive network across the firm to help you best integrate into the working environment. This role welcomes applications for individuals who have been out of work for 18 months or more and who have previous relevant experience.
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