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.