Building & ConstructionOtherCavanPermanent / Full Time
- Apprentice Training & Development Pathway
- Training Programme Design & Delivery
- Operational Excellence & Lean Construction
Training & Development Lead
Clerkin Connect is recruiting a Training & Development Lead on behalf of our client, an established electrical contractor operating across residential and commercial projects.
Role Purpose
Our client is seeking to appoint a Training & Development Lead to take ownership of the development, coordination and continuous improvement of training across its electrical workforce.
The primary focus of the role will be developing a structured training and competency pathway for apprentices and qualified electricians. This will ensure employees receive the technical, practical and professional development required to progress within the business and consistently deliver the standards expected by our client.
A particular priority will be the development of a structured Apprentice Development Programme, supporting apprentices throughout their journey from initial onboarding through the different stages of their apprenticeship and ultimately their transition into qualified electricians.
The role will also support the ongoing development of qualified electricians, supervisors and other operational personnel, ensuring training continues beyond initial qualification and responds to changing technologies, regulations, working practices and business requirements.
As a secondary element, the role will support Operational Excellence and Lean Construction initiatives, particularly where training, standardisation and employee development can improve productivity, quality and consistency across projects.
Key Responsibilities
1. Apprentice Training & Development Pathway
Take ownership of developing and coordinating a structured Apprentice Development Programme.
This will include:
Develop a structured approach to the continued professional and technical development of qualified electricians within the business.
Responsibilities will include:
Establish a structured company-wide approach to identifying, recording and addressing training requirements.
This will include:
Develop a practical combination of formal and workplace-based learning.
Training may include:
5. Onboarding & Induction
Develop a consistent onboarding process for apprentices, qualified electricians and other operational employees.
The programme should ensure new employees understand:
The role will require regular engagement across the client's projects to ensure training reflects the realities of site operations.
This will include:
As a secondary responsibility, the role will support the development of Operational Excellence and Lean Construction practices within the business.
The emphasis will be on connecting training and people development with improved operational performance.
Activities may include:
Initial 12-Month Priorities
The successful candidate's initial priorities will include:
The ideal candidate will have experience in training, learning and development, technical workforce development or employee development, preferably within electrical contracting, construction, engineering or another technically focused environment.
The successful candidate should be comfortable engaging with apprentices, qualified tradespeople, supervisors, Project Managers and senior management.
An electrical qualification would be advantageous but is not essential, provided the candidate can work effectively with technical subject-matter experts and translate business requirements into structured training and development programmes.
Experience or knowledge of Lean, Continuous Improvement or Operational Excellence would be advantageous but should be considered secondary to strong training and people-development capability.
Key Measures of Success
Performance in the role will be assessed against outcomes including:
Clerkin Connect is recruiting a Training & Development Lead on behalf of our client, an established electrical contractor operating across residential and commercial projects.
Role Purpose
Our client is seeking to appoint a Training & Development Lead to take ownership of the development, coordination and continuous improvement of training across its electrical workforce.
The primary focus of the role will be developing a structured training and competency pathway for apprentices and qualified electricians. This will ensure employees receive the technical, practical and professional development required to progress within the business and consistently deliver the standards expected by our client.
A particular priority will be the development of a structured Apprentice Development Programme, supporting apprentices throughout their journey from initial onboarding through the different stages of their apprenticeship and ultimately their transition into qualified electricians.
The role will also support the ongoing development of qualified electricians, supervisors and other operational personnel, ensuring training continues beyond initial qualification and responds to changing technologies, regulations, working practices and business requirements.
As a secondary element, the role will support Operational Excellence and Lean Construction initiatives, particularly where training, standardisation and employee development can improve productivity, quality and consistency across projects.
Key Responsibilities
1. Apprentice Training & Development Pathway
Take ownership of developing and coordinating a structured Apprentice Development Programme.
This will include:
- Develop a clearly defined training and development pathway covering the full apprentice journey.
- Establish a structured onboarding and induction programme for all new apprentices.
- Define the practical skills, competencies and experience apprentices should develop at different stages of their apprenticeship.
- Work with Contracts Managers, Project Managers, supervisors and experienced electricians to ensure apprentices receive appropriate practical exposure.
- Develop appropriate skills and competency matrices to track individual apprentice development.
- Establish regular apprentice development reviews to assess progress, identify gaps and agree development priorities.
- Coordinate internal technical training, toolbox sessions and practical learning opportunities.
- Support mentoring arrangements between apprentices and experienced electricians and supervisors.
- Identify apprentices requiring additional support or development.
- Work with management to identify high-performing apprentices and future supervisory potential.
- Ensure the internal development programme complements the formal apprenticeship programme and regulatory requirements.
- Support the transition of final-stage apprentices into competent and confident qualified electricians.
Develop a structured approach to the continued professional and technical development of qualified electricians within the business.
Responsibilities will include:
- Assess training and competency requirements across the existing electrical workforce.
- Develop appropriate training plans for qualified electricians.
- Coordinate technical refresher and upskilling programmes.
- Identify training requirements associated with new technologies, systems, equipment and installation methodologies.
- Support development in areas such as quality, productivity, planning, digital systems and site coordination.
- Identify skills gaps and work with management to develop appropriate interventions.
- Establish opportunities for experienced electricians to broaden their experience across commercial and residential projects.
- Develop pathways for electricians progressing towards Chargehand, Supervisor, Foreman or other leadership roles.
- Promote a culture of continuous learning and professional development across the workforce.
Establish a structured company-wide approach to identifying, recording and addressing training requirements.
This will include:
- Develop and maintain a Training & Competency Matrix.
- Maintain visibility of qualifications, certifications, mandatory training and renewal dates.
- Conduct training needs assessments in conjunction with operational management.
- Identify technical and behavioural competency gaps.
- Develop annual and quarterly training plans based on identified business priorities.
- Maintain appropriate employee training and development records.
- Monitor participation, completion and effectiveness of training.
- Provide management with regular reporting on training activity, competency gaps and development priorities.
Develop a practical combination of formal and workplace-based learning.
Training may include:
- Technical electrical training.
- Workmanship and quality standards.
- Health & Safety and compliance.
- Company systems and procedures.
- Productivity and effective working practices.
- Digital tools and site reporting.
- Planning and work organisation.
- Communication and teamwork.
- Supervisor and leadership development.
5. Onboarding & Induction
Develop a consistent onboarding process for apprentices, qualified electricians and other operational employees.
The programme should ensure new employees understand:
- The client's culture and values.
- Expected standards of behaviour and professionalism.
- Health & Safety requirements.
- Quality and workmanship expectations.
- Site procedures and working practices.
- Company systems and reporting requirements.
- Roles, responsibilities and expectations.
- Available training, development and career pathways.
The role will require regular engagement across the client's projects to ensure training reflects the realities of site operations.
This will include:
- Regular site visits and engagement with apprentices and electricians.
- Liaising with supervisors and Project Managers regarding employee development.
- Observing working practices to identify training and competency gaps.
- Following up on training to assess whether learning is being applied in practice.
- Identifying examples of good practice that can be incorporated into future training.
- Maintaining a strong understanding of the skills required across both residential and commercial projects.
As a secondary responsibility, the role will support the development of Operational Excellence and Lean Construction practices within the business.
The emphasis will be on connecting training and people development with improved operational performance.
Activities may include:
- Supporting the standardisation of key working practices.
- Helping develop SOPs, work instructions and visual standards.
- Supporting 5S and workplace organisation initiatives.
- Promoting practical Continuous Improvement among site teams.
- Supporting problem-solving and lessons-learned activities.
- Identifying opportunities to reduce rework, waste and inefficient working practices.
- Incorporating Lean Construction and Operational Excellence principles into relevant training programmes.
- Supporting supervisors and site teams in implementing agreed improvements.
Initial 12-Month Priorities
The successful candidate's initial priorities will include:
- Review the existing approach to apprentice and electrician training.
- Develop the Apprentice Development Pathway.
- Introduce a structured apprentice onboarding and induction programme.
- Develop a company-wide Training & Competency Matrix.
- Establish individual apprentice development reviews.
- Develop a structured CPD and upskilling programme for qualified electricians.
- Establish clearer development pathways from Apprentice to Electrician to Chargehand or Supervisor.
- Develop a network of internal mentors and subject-matter experts.
- Establish appropriate training records, KPIs and management reporting.
- Identify opportunities to incorporate Operational Excellence and Lean Construction principles into workforce training.
The ideal candidate will have experience in training, learning and development, technical workforce development or employee development, preferably within electrical contracting, construction, engineering or another technically focused environment.
The successful candidate should be comfortable engaging with apprentices, qualified tradespeople, supervisors, Project Managers and senior management.
An electrical qualification would be advantageous but is not essential, provided the candidate can work effectively with technical subject-matter experts and translate business requirements into structured training and development programmes.
Experience or knowledge of Lean, Continuous Improvement or Operational Excellence would be advantageous but should be considered secondary to strong training and people-development capability.
Key Measures of Success
Performance in the role will be assessed against outcomes including:
- Successful implementation of the Apprentice Development Programme.
- Apprentice progression, competency and retention.
- Quality and consistency of new employee onboarding.
- Improved visibility of workforce skills and competencies.
- Completion of identified training and development plans.
- Development and upskilling of qualified electricians.
- Progression of employees into supervisory positions.
- Reduction in recurring skills and competency gaps.
- Feedback from apprentices, electricians and operational management.
- Evidence that training is contributing to improved quality, productivity and consistency across the client's projects.