Senior Development Partner (Organisation Development)

This role sits within the Employee Experience & Development team in the Human Resources & Organisation Development (HR&OD) function and reports to the Head of Employee Experience & Development.

HR&OD leads the delivery of the University’s People Strategy, supporting organisational performance, leadership capability, culture, and workforce sustainability. The Senior Development Partner (Organisation Development) is a pivotal role within this structure, combining strategic leadership with hands-on design and delivery.

The Senior Development Partner (Organisation Development) is responsible for leading the design, delivery, and continuous improvement of key institutional approaches to leadership development, organisational development, skills and capability building, and talent management.

Working as a trusted partner to senior leaders, the role shapes and delivers high-impact development interventions aligned to the University’s strategic priorities, values, and future workforce needs. The postholder will lead thinking and practice in leadership development and learning evaluation, design and embed a consistent institutional approach to talent management and succession planning, and ensure development activity is evidence-based, inclusive, and impactful.

This is a senior, influential role requiring strong professional credibility, the ability to operate confidently at strategic and operational levels, and a proven capability to lead complex OD and development initiatives in a large, values-driven organisation.

Educated to a minimum of degree level, or equivalent qualifications or equivalent professional experience

CIPD qualified or demonstrable equivalent skills and experience

Significant experience in a senior organisational development, learning and development, or employee experience role

Proven experience of designing and delivering leadership development approaches and programmes

Evidenced ability to manage competing demands, delivering value-added improvements whilst maintaining service standards

Demonstrable experience in people development and change management, including experience of driving culture and behaviour change in relation to OD and employee experience

Evidence of leading and supporting stakeholders to successfully engage in cultural change initiatives

Proven ability to work with stakeholders at all levels and flex approach to get the best out of others, recognising impact of own approach on others and adapting where necessary

Evidence of supporting, advising, coaching and challenging managers on matters related to OD and working with them to proactively identify solutions which support delivery of corporate objectives in a large and complex organisation

Substantial experience in creating and delivering high-quality learning interventions in a fast-paced environment

Excellent facilitation, coaching, and influencing skills, with confidence working with diverse stakeholder groups

Highly developed written and verbal communication skills, with the ability to present complex information clearly and persuasively

Resilience and perseverance – evidenced drive to deliver, overcome setbacks and remain focussed in the pursuit of service outcomes

Experience of working in Higher Education

Experience of working in a unionised environment

Knowledge of the higher education environment

Experience of leading the development and implementation of talent management initiatives

Full time. Open ended.

The closing date for applications is midnight on Sunday 25 October 2026. Interviews are expected to take place on Wednesday 11 November 2026.

There is an expectation that work will be undertaken in the UK.

For the purposes of sponsorship, this post may be eligible depending on candidate's circumstances.

The University of Stirling recognises that a diverse workforce benefits and enriches the work, learning and research experiences of the entire campus and greater community. We are committed to removing barriers and welcome applications from those who would contribute to further diversification of our staff and ensure that equality, diversity and inclusion is woven into the substance of the role. We strongly encourage applications from people from diverse backgrounds including gender, identity, race, age, class, and ethnicity.

The role holder will be required to evidence that they can meet the qualities associated with the following behavioural competencies, as detailed within the AUA Competency Framework.

Managing self and personal skills Being aware of your own behaviour and mindful of how it impacts on others, enhancing personal skills to adapt professional practice accordingly.

Delivering excellent service Providing the best quality service to external and internal clients. Building genuine and open long-term relationships in order to drive up service standards.

Finding solutions Taking a holistic view and working enthusiastically to analyse problems and to develop workable solutions. Identifying opportunities for innovation.

Embracing change Being open to and engaging with new ideas and ways of working. Adjusting to unfamiliar situations, shifting demands and changing roles.

Using resources effectively Identifying and making the most productive use of resources including people, time, information, networks and budgets.

Engaging with the wider context Enhancing your contribution to the organisation through an understanding of the bigger picture and showing commitment to organisational values.

Developing self and others Showing commitment to own ongoing professional development. Supporting and encouraging others to develop their professional knowledge, skills and behaviours to enable them to reach their full potential.

Working together Working collaboratively with others in order to achieve objectives. Recognising and valuing the different contributions people bring to this process.

Achieving Results Consistently meeting agreed objectives and success criteria. Taking personal responsibility for getting things done.

The work of the HR & Organisation Development service is to connect and collaborate with leaders, managers and employees across the University to:

Support the development and performance of our people, teams and the University

Enhance the leadership, management and team member capability

Enable the professional agility that nurtures resilience and delivers sustainable change

Further employee engagement and collegiality within the University

Support the culture of a learning organisation where our people seek to continually further their capabilities and apply them, to create change

HR & Organisation Development delivers a range of University-wide, strategically-focused development programmes and projects.

The University of Stirling is Scottish University of the Year 2027 and UK Sports University of the Year 2027 (Daily Mail University Guide).

The University of Stirling is committed to providing education with a purpose and carrying out research which has a positive impact on communities across the globe. Driven by our mission to be the difference, we are addressing real issues, providing solutions, and helping to shape society.

The University has more than 17,500 students globally and employs 1,500 staff, with more than 140 nationalities represented within our community. Our campus environment is ranked first in the UK and top 10 in the world, and our sports facilities rank first in the UK and second in the world (International Student Barometer 2024, wave two), reflecting our long-standing designation as Scotland’s University for Sporting Excellence.

We are proud holders of a Silver institutional award from the Athena Swan Charter, in recognition of our commitment to advancing gender equality. We have an overall five-star rating in the QS Stars University Ratings and, in recognition of our excellence in business education, we are accredited by AACSB International.

Eighty-seven per cent of our research has an outstanding or very considerable impact on society, with more than 80% rated either world leading or internationally excellent (Research Excellence Framework 2021), and we are ranked among the top 200 institutions in the world for our contribution to meeting the UN Sustainable Development Goals. We have twice been recognised with a Queen's Anniversary Prize; for our Institute for Social Marketing and Health (2014) and our Institute of Aquaculture (2019).

Alongside partners, the University spearheads the £214 million Stirling and Clackmannanshire City Region Deal – which will deliver major University-led projects, the National Aquaculture Technology and Innovation Hub and Scotland’s International Environment Centre. We are also a central partner in the Forth Valley University College Health Partnership.

www.stir.ac.uk @stiruni