Company Description

Ingeus is a leading human services provider helping people, business, and communities thrive through employment, skills, and health & wellbeing services. We are a trusted partner to government and industry delivering services that create positive social impact and transform lives.

Job Description

Purpose

The Workplace Enablement Specialist will provide practical, inclusive, and development-focused support to colleagues who are struggling to build or demonstrate the skills required for their role because of disability, health condition, neurodiversity, psychosocial barriers, confidence, digital-system challenges, or reasonable adjustment requirements.

The role will retain a strong Learning & Development focus, with New Entrant Training (NET) as the initial priority, but it will not be limited to new entrants or formal training. It will support existing colleagues where development, confidence, accessibility, or adjustment needs are affecting their ability to keep pace with role expectations.

The postholder will act as a practical go-to person for New Entrant Support Leads, line managers, CSLs, Clinical Trainers, Clinical Educators, and other stakeholders when they identify someone who may need additional development support linked to a condition or adjustment need. A simple referral and self-referral route will be established so support can be accessed early, consistently, and without stigma.

The role will focus on alternative learning approaches, accessible development strategies, and appropriate reasonable adjustments, with a clear aim of helping colleagues maintain role confidence, performance, and volume wherever possible, and reducing reliance on target reduction as the default adjustment.

Accountabilities

• Provide structured one-to-one and small-group development support for new entrants and existing employees who are struggling to build or apply the skills needed for their role.
• Initially prioritize NET cohorts and high-risk transition points, while developing a broader support offer for colleagues beyond NET where development or adjustment needs are affecting role performance.
• Act as a go-to support and advice point for New Entrant Support Leads, line managers, CSLs, trainers, and educators when they identify a colleague who is unable to keep up because of disability, health condition, neurodiversity, or related barriers.
• Support the design and operation of a simple referral and self-referral process, including referral criteria, triage, consent, escalation routes, and proportionate record-keeping.
• Identify practical barriers linked to neurodiversity, health conditions, disability, anxiety, processing speed, organization, digital confidence, learning anxiety, or unfamiliarity with systems.
• Develop alternative learning approaches, coaching notes, digital prompts, checklists, accessible resources, and practical strategies that help colleagues build capability in a way that works for them.
• Help colleagues, managers, and trainers consider suitable reasonable adjustments, assistive technology, accessible learning materials, and practical support routes, escalating appropriately where formal HR, Occupational Health, or line-manager action is required.
• Work with managers and stakeholders to minimize reliance on target reduction as the first or only reasonable adjustment, focusing instead on development methods and adjustments that help maintain sustainable volume wherever possible.
• Support colleagues with practical digital and systems challenges, including laptop use, Microsoft 365 tools, virtual learning platforms, and navigation of PIP / WCA systems within agreed permissions and information security rules.
• Complement, rather than duplicate, the work of New Entrant Support Leads by providing specialist inclusive development support and a clear escalation route for more complex adjustment or development barriers.
• Communicate clearly with line managers and CSLs, ensuring they retain accountability for colleague support, wellbeing conversations, performance management, and implementation of agreed workplace adjustments.
• Maintain accurate, confidential, and proportionate records of referrals, support activity, agreed actions, themes, and escalations.
• Contribute insight to NET retention activity, neurodiversity, and reasonable adjustments reviews, stay conversation themes, learner feedback analysis, continuous improvement of NET 3.0, and broader L&D priorities.
• Support HAAS Social Value activity where relevant, including contributing to disability inclusion initiatives, inclusive employment commitments, and the staff disability network.
• Model inclusive, calm, constructive, and values-led behavior when supporting colleagues who may be under pressure, at risk of disengaging, or unsure how to ask for help.
• Comply with all information security, data protection, safeguarding, equality, confidentiality, and HR policy requirements.
• Work collaboratively with People, Wellbeing, EDI, and Social Value colleagues to connect individuals to appropriate internal and external support resources.
• Signpost colleagues and managers to relevant wellbeing resources, support pathways, and guidance available through the Wellbeing Hub and associated wellbeing programs.
• Utilize and understand the application of Ingeus absence management, wellbeing, and reasonable adjustment frameworks to support colleagues to thrive in their role, build sustainable capability, and achieve their potential.
• Contribute to the delivery of Disability Confident, EDI, and accessibility objectives by sharing insight, promoting best practice, and supporting continuous improvement initiatives.
• Contribute to the upskilling of line managers and other support staff to increase their confidence in triaging and resolving straightforward issues related to health and disability.