Head of Talent and Development
October 2014 to Present
Management Development Manager
April 2014 to October 2014
Centre of Coaching Excellence
Learning and Development Manager
April 2012 to March 2014
Learning and Development Manager
June 2011 to March 2014
Caring Homes Group
November 2010 to June 2011
Senior Consultant - Talent Management
March 2009 to March 2011
Virgin Atlantic Airways
Airports Quality and Procedures Manager
November 2007 to March 2009
Virgin Atlantic Airways
Training and Development Consultant
October 2006 to November 2007
What company does Kelly Jones work for?
Kelly Jones works for Mothercare
What is Kelly Jones's role at Mothercare?
Kelly Jones is Head of Talent and Development
What industry does Kelly Jones work in?
Kelly Jones works in the Human Resources industry.
A dedicated, proactive and enthusiastic Organisational, Learning and Development specialist with vast in-house experience, as well as external consultancy experience. Able to provide invaluable Learning, Development and Talent Management solutions that build on capability, enhance organisational performance and retain valuable talent - uniting business goals and individual aspirations. A qualified Occupational Psychologist, with a wide range of commercial experience gained within both the private and public sectors. Highly experienced in working in a variety of industries providing Organisational Development solutions that align Learning and Development strategies and organisational coaching or recruitment initiatives in order to enhance organisational effectiveness and drive high performance. A keen interest in aligning performance to defined competencies and capabilities through the effective design and delivery of workshops that drive organisational effectiveness and high performance. Adept to implementing a robust transformational model of Organisational Development to increase organisational effectiveness. Able to effectively integrate an Organisational Development framework to a soft skills Management and Leadership programme, focusing on performance - an integrated model that takes a holistic view and one that understands how people learn and develop and to reinforce and embed the learning aligned to organisational results to ensure sustainable and systemic high performance and success.Head of Talent and Development @ From October 2014 to Present (1 year 3 months) Management Development Manager @ -Role responsibility for Head of Talent and Development. -Develop and deliver learning and development solutions for Management and Leadership populations globally aligned to company values and behaviours. -Pro actively business partner with the Executive team and departmental key stakeholders to understand the needs of the business in order to develop high impact interventions. -Implement an LMS globally for the business, driving usage, to support a 70-20-10 learning culture to enable accessible learning content for all employees that provides accurate management information. -Develop and implement an Academy and a career development framework for all product development functions on best practice principles and ways of working. Providing support on role/responsibility and structural changes for these specific departments. -Design, develop and deliver a suite of grade specific core skill workshops. -Provide coaching for Managers and Leaders and embed a coaching culture across the business. -Management of the L&D budget. -Source and manage 3rd party suppliers to support the delivery of the management and leadership development strategy. -Design and delivery of high potential talent programmes within the business. -Ensuring all L&D in initiatives are fit for global audience and fit for a franchise partner model. -Manage the annual Performance Management process working closely with the rewards team aligning performance to bonus. -Partnering with recruitment to align psychometric use within the business for recruitment through to high potential identification. -Supporting the annual engagement survey and partnering with all business units with action plans following the survey. -Partner with Marketing on the creation of Internal/External brand proposition to ensure alignment. From April 2014 to October 2014 (7 months) Learning and Development Manager @ -Responsible for business development, including overseeing tenders for new projects and managing a range of key accounts and identifying customer requirements for all types of training -Aligning CSR and recruitment strategies to project manage, implement and deliver a 6 week programme designed to address the youth unemployment crisis -Business/Organisational Leadership -Organisational Development consultancy -Learning and Development consultancy aligning strategies to organisational results to drive high performance -Delivering solutions that achieve organisational goals, improve service standards as well as develop leadership talent to meet future growth. -Ensuring organisational vision and values are translated into everyday individual, team and leadership behaviour to deliver high levels of commercial success and customer service. -Driving the behaviours that support organisational values From April 2012 to March 2014 (2 years) HorshamLearning and Development Manager @ -Business/Organisational Leadership -Organisational Development consultancy -Learning and Development consultancy aligning strategies to organisational results to drive high performance -Delivering solutions that achieve organisational goals, improve service standards as well as develop leadership talent to meet future growth. -Ensuring organisational vision and values are translated into everyday individual, team and leadership behaviour to deliver high levels of commercial success and customer service. -Driving the behaviours that support organisational values -Effective integration of Managed Training Services and Learning Management Systems -Vendor neutral MTS focusing on all L&D aspects from behavioural, compliance, systems and business interventions with a range of suppliers -Workshop delivery focusing on Managing Change, Coaching for Performance, Employee Engagement -Responsible for business development, including overseeing tenders for new projects and managing a range of key accounts and identifying customer requirements for all types of training From June 2011 to March 2014 (2 years 10 months) Regional Trainer @ -Working in the private care home industry overseeing the South East region, delivering Learning and Development solutions. -Building effective relationships with the Care Home Managers in the South East region. -Proactively identifying the learning needs of the care homes and delivering the appropriate technical and behavioural training across multiple locations. -Delivering cost effective Learning and Development solutions to support all new starters and existing colleagues within the business. From November 2010 to June 2011 (8 months) Senior Consultant - Talent Management @ -Working with a range of public, private and not for profit sector organisations to analyse and diagnose business issues to ensure the appropriate solutions and interventions are recommended surrounding the recruitment, development, engagement and management of their employees. -Working with clients at all stages of their business issues encompassing the full training cycle, creating engaging learning & development interventions that support business objectives and a high performing organisation, whilst developing employees. -Applying best practice and current thought leadership to solutions such as; management development programmes, change management programmes, career planning, employee engagement, pressure management workshops, best practice in recruitment workshops, conflict resolution workshops and performance management coaching. -Design, delivery and evaluation of bespoke and core programmes surrounding business issues. -Taking a strategic approach, proactively working to ‘Best Practice’ methods, providing a consultative approach to all clients on training and development issues. -Delivering 360-degree feedback for Senior Management, coaching individuals to recognise strength and development areas in order to create realistic development plans. -Design of simulation exercises for assessment and development centres, including role plays and group exercises -Facilitation of competency-based assessment and development centres, both in groups and on a one-to-one basis. -Management of external consultants resourced for projects, sourcing appropriately and briefing of client requirements -Supporting the sales team, and other colleagues with business development activities such as sales qualification, proposal writing, tender writing, presentations, pricing and solution design. -Ensuring the delivery of quality services to existing clients in order to develop and create further business opportunities. From March 2009 to March 2011 (2 years 1 month) Airports Quality and Procedures Manager @ -Supporting Airport Services Training in the delivery of training, Standardising policies and procedures to ensure consistency and synergy with procedural and training material, providing feedback to Airport Services Training on global training needs identified. -Ensuring that operational procedures are developed, amended, communicated and performance monitored to support legal obligations (DfT, CAA, FAA, IATA) and Virgin Atlantic initiatives, by providing expert knowledge and assistance. -Supporting company wide projects surrounding service, product and revenue generation initiatives. -Remotely supporting 33 Airport Managers globally, and their teams, to achieve compliance with procedural standards. -Conducting quality compliance audits globally. -Representing airports in the active promotion of ideas concerning changes in policy and procedure before implementation. -Management of a team of 4 Airport Quality and Procedures Consultants. -Conducting performance appraisals, managing absence, coaching and developing in the role and career progression. From November 2007 to March 2009 (1 year 5 months) Training and Development Consultant @ -Recruit and induct all new starters by providing relevant structured development and progression plans relevant to their respective roles. -Design and deliver induction training to new starters on policies and procedures. -Implementation of staff recognition programme. -Design, deliver, coach and support managers in the use of performance management tools and techniques. -Evaluate and update performance appraisal paperwork in line with business objectives. -Working with Managers to induct long term Sick and Maternity returners back into the workplace via the design and delivery of workshops. -Ensuring all Team Managers receive necessary management training. -Working alongside recruitment to devise and evaluate interview practices to ensure robust, fair and consistent processes. -Working alongside Learning and Development to Implement and promote E-Learning to all Team Managers. -Working alongside Airport Services Training to ensure effective progression planning within LHR Airport Services. -Select, train, coach and develop Customer Service Agents. -Design and facilitation of competency based assessment centres for the recruitment of external candidates. -Workshop design and delivery on performance management and systems training. -Design and deliver technical training workshops on the use of the airline reservation system and check-in application. From October 2006 to November 2007 (1 year 2 months) MSc, Occupational Psychology @ University of Hertfordshire From 2002 to 2003 Kelly Jones is skilled in: Management Development, Performance Management, 360 Feedback, Workshop Facilitation, Coaching, Training Delivery, Culture Change, Personal Development, Management, Emotional Intelligence, NLP, Career Development, Executive Coaching, Leadership Development, MBTI
Extraversion (E), Sensing (S), Feeling (F), Judging (J)
1 year(s), 6 month(s)
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