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 prioritise 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, organisation, 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 minimise 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 behaviour 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 programmes.
• Utilise 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 issue related to health and disability.

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.

Essential Criteria

• Experience in learning support, teaching, training, supported learning, SEND, adult learning, employability, disability-related services, workplace adjustment support or a similar colleague-facing support environment.
• Strong understanding of inclusive learning and development practice, neurodiversity and reasonable adjustments, including practical support for people with ADHD, dyslexia, autism, anxiety, confidence barriers, health conditions or other development-related needs.
• Ability to assess development needs through discussion, observation, colleague information, stakeholder input and progress data, and translate this into practical support strategies.
• Experience creating or adapting accessible learning and development resources, digital guides, prompts, checklists or support materials for different needs.
• Working knowledge of, or ability to quickly develop knowledge of, HR policies, UK equality legislation, reasonable adjustment duties and support routes for employees with disabilities or health conditions.
• Strong digital confidence, including Microsoft Office / Microsoft 365, virtual learning tools, learner tracking systems or similar platforms, with the ability to coach others through technology challenges patiently and clearly.
• Excellent stakeholder engagement skills, including the ability to advise and influence line managers, CSLs, New Entrant Support Leads, trainers and educators while maintaining clear accountability boundaries.
• Ability to build trust quickly with colleagues who may be anxious, overwhelmed, frustrated, embarrassed or at risk of disengaging.
• Good organisational skills, accurate record keeping and the ability to prioritise support across multiple cohorts, referrals and competing demands.
• Ability to work collaboratively with L&D, Operations, Clinical Educators, Clinical Trainers, Clinical Excellence, HR/People, Occupational Health, IT and Social Value colleagues.
• Understanding of confidentiality, information security, equality and data protection requirements in a regulated service environment.
• Commitment to continuous improvement, colleague-centred support, disability inclusion and values-led practice.
• Good working knowledge of the Equality Act 2010, particularly in relation to disability, reasonable adjustments, discrimination, harassment and inclusive workplace practices.
• Understanding of relevant employment legislation, organisational policies and best practice relating to disability, wellbeing, and colleague support.
• Knowledge of Disability Confident standards and the practical application of disability-inclusive employment practices within the workplace.
• Ability to confidently navigate and promote internal support frameworks, including wellbeing resources, colleague networks, disability support mechanisms and adjustment processes.

Desirable Experience

• Teaching, training, coaching, SEND, Learning & Development, CIPD, PGCE, QTS, disability inclusion or relevant adult learning qualification.
• Experience supporting people with EHCPs, SEND, autism, ADHD, dyslexia, SEMH, learning disabilities, long-term health conditions, psychosocial barriers or complex needs.
• Experience in regulated, public service, health, disability, employability, welfare-to-work or multi-disciplinary environments.
• Experience with assistive technology, accessibility tools, digital inclusion approaches, workplace adjustment passports or practical reasonable adjustment plans.
• Knowledge of PIP, WCA, HAAS, Functional Assessment or welfare assessment environments, or the ability to learn these systems quickly.
• Experience contributing to quality assurance, learner progress documentation, support plans, risk assessment, Social Value initiatives or staff disability network activity.
• Experience working within a Disability Confident Leader organisation or supporting Disability Confident accreditation activity.
• Knowledge of disability inclusion frameworks, workplace accessibility standards and current best practice in supporting disabled and neurodivergent employees.
• Experience engaging with employee network groups, wellbeing initiatives, EDI programmes or Social Value activities.