Training and Capability Manager

On-site in Nottingham·Added 14 days ago (last checked 12 Oct)

Reckitt

33 open roles

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Overview

Skills

Project Management

The role

We are Reckitt

Home to the world's best loved and trusted hygiene, health, and nutrition brands. Our purpose defines why we exist: to protect, heal and nurture in the relentless pursuit of a cleaner, healthier world. We are a global team united by this purpose. Join us in our fight to make access to the highest quality hygiene, wellness, and nourishment a right and not a privilege.

Supply

Our supply chain is the backbone of our business. It's how we get our trusted products to people all over the world, safely and efficiently. And it's our talented and passionate teams that make this happen. If you're looking for a career in supply chain, there's no better place to be than Reckitt. We offer a variety of exciting opportunities in all areas of the supply chain, from planning and procurement to manufacturing and logistics. You could join our Global Supply Planning team to develop and implement our global supply strategy, or work with our Procurement Centre of Excellence team to negotiate and manage our supplier relationships. Our Manufacturing Excellence team help us improve the efficiency, quality and safety of our manufacturing operations, and our Logistics Excellence team develop new and innovative ways to distribute our products to customers.

About the role

The Training & Capability Manager plays a critical role in shaping a high performing, future ready workforce by ensuring colleagues across the site have the skills, knowledge, and support needed to drive operational excellence and sustainable business growth. Reporting into the Site Leadership Team and working in close partnership with Operations, HR, and key stakeholders, this role is responsible for defining and delivering the site's capability strategy, developing robust learning frameworks, and creating impactful training programmes that align with both business priorities and future workforce requirements. As a key member of the RPS team, the Training & Capability Manager will champion the development of the capabilities, behaviours, and cultural mindset required to successfully embed and sustain the RPS 2.0 journey. This includes driving continuous improvement, fostering a culture of learning, and enabling leaders and teams to embrace new ways of working. You will play a pivotal role in enhancing employee experience, accelerating capability development, and building a highly engaged workforce. Through strategic leadership of the learning and capability agenda, you will ensure our people are equipped with the skills, confidence, and development opportunities needed to deliver exceptional results today while preparing for the challenges and opportunities of tomorrow.

This is an exciting opportunity to shape the learning culture, enhance employee experience, and create a workforce that is capable, confident, and ready for the future.

Hiring Manager - Egemen Seven
Recruiter - Brenna Borghisani Levy - brenna.borghisanilevy@reckitt.com
Location - Nottingham Factory, Onsite- NG90 2DB

Your responsibilities

Capability Development

Assess current workforce capabilities and identify skills gaps across the site.
Develop and implement a capability framework aligned to business priorities and future workforce requirements.
Partner with key stakeholders to define critical skills and development needs for both current and future roles.
Drive capability-building initiatives that support organisational growth, performance, and succession planning.

Training Strategy & Delivery

Design and execute a site wide training plan, including onboarding, technical skills and leadership development inline with RPS 2.0
Develop annual training plans that align with business objectives and operational requirements.
Implement RPS 2.0 training and development systems and tools
Source and manage external training providers where specialist expertise is required.
Ensure learning solutions are engaging, effective, measurable, and deliver a positive learner experience.
Align strategy with SLT Members and Global RPS 2.0 Training requirements KPI's and sucess measures

Employee Engagement & Communication

Promote a culture of continuous learning and development across the site.
Drive employee engagement and participation in training and capability programmes.
Develop and implement communication plans to support learning initiatives and capability campaigns.
Facilitate ambassador forums, listening sessions, and feedback channels to continuously improve training effectiveness and employee experience.

Data, Insights & Reporting

Create and maintain dashboards to monitor training compliance, capability development, and key performance indicators.
Analyse training and workforce capability data to identify trends, risks, and opportunities.
Provide regular reporting and actionable insights to the Site Leadership Team to support strategic decision making.
Measure the impact of learning interventions and recommend improvements based on performance outcomes.

Change Management

Support site transformation and organisational change through targeted capability-building initiatives.
Partner with HR Business Partners and senior leaders to ensure learning and development activities align with broader business transformation plans.
Lead the people and capability elements of change projects, ensuring employees are equipped and supported throughout periods of change.

Stakeholder Management

Build strong relationships with leaders, managers, HR teams, and external partners to drive capability and learning outcomes.
Act as the site's subject matter expert for training, onboarding, learning, and capability development.
Influence and challenge stakeholders to ensure capability investment delivers measurable business value.

The experience we're looking for

Strong stakeholder management and relationship building skills, with the ability to collaborate effectively across all levels of the organisation.
Excellent communication and influencing abilities, adapting style and approach to engage diverse audiences and learning needs.
A collaborative and inclusive mindset, fostering a culture where individuals feel valued, supported, and empowered to develop.
The ability to challenge constructively, build credibility, and drive positive change through strong partnerships and engagement.
Resilience and adaptability, with the confidence to navigate a fast-paced and evolving environment while maintaining focus on key priorities.
Strong organisational and project management skills, with the ability to manage multiple initiatives and deliver high-quality outcomes.
A proactive and self-motivated approach, demonstrating initiative and ownership to identify opportunities and deliver results.
An analytical mindset, using data and insights to measure success, identify trends, and continuously improve capability and learning outcomes.
Confidence in leveraging digital learning platforms, communication tools, and technology to create modern and engaging learning experiences.
A genuine passion for people development, continuous improvement, and building high-performing teams that support both business success and employee growth.

What we offer

With inclusion at the heart of everything we do, working alongside our four global Employee Resource Groups, we support our people at every step of their career journey, helping them to succeed in their own individual way. We invest in the wellbeing of our people through parental benefits, an Employee Assistance Program to promote mental health, and life insurance for all employees globally. We have a range of other benefits in line with the local market. Through our global share plans we offer the opportunity to save and share in Reckitt's potential future successes. For eligible roles, we also offer short-term incentives to recognise, appreciate and reward your work for delivering outstanding results. You will be rewarded in line with Reckitt's pay for performance philosophy.

Equality

We recognise that in real life, great people don't always 'tick all the boxes'. That's why we hire for potential as well as experience. Even if you don't meet every point on the job description, if this role and our company feels like a good fit for you, we still want to hear from you. All qualified applicants will receive consideration for employment without regard to age, disability or medical condition; colour, ethnicity, race, citizenship, and national origin; religion, faith; pregnancy, family status and caring responsibilities; sexual orientation; sex, gender identity, gender expression, and transgender identity; protected veteran status; size or any other basis protected by appropriate law.

Hiring process

3 steps3 interviews

Application
Recruiter conversation
With a recruiter · Phone call · 30 min
An informal call to talk through your background, achievements and motivations, plus practical details like salary expectations, notice period and availability.
Hiring Manager interview
With Hiring Manager and wider team
A skills-based interview with the hiring manager and wider team, focusing on your experience, strengths and how you approach real situations; using the STAR method is recommended.
Second interview (selected roles)
With stakeholders · Not every role
For some roles, a second interview such as meeting stakeholders or completing a presentation or case discussion.

Typical time from application to onboarding is up to 40 days, though timelines vary by role, location and interview scheduling.
AI may be used to research Reckitt or prepare, but application materials and interview answers should reflect the candidate; Reckitt does not use AI in candidate decision-making.
Candidates who reach a Hiring Manager interview always receive feedback from their recruiter, regardless of outcome.