Senior Developmental Coach

The Learning & Development (L&D) Department plays a vital role in equipping employees across all departments with the skills, knowledge, and support needed to perform at their best. Comprising the Learning & Development Manager (heading the Department), a Technical Trainer, and two Training Administrators, the team is responsible for designing, delivering, and coordinating a wide range of training programs-from compliance and technical upskilling to onboarding and professional development. By fostering a culture of continuous learning and capability building, the L&D team directly supports the growth of individuals and the business as a whole, helping to ensure that Alternative Heat continues to meet the evolving demands of its projects and clients.

Role Overview

The Senior Developmental Coach is a specialist role focused on people development, leadership and management upskilling, career pathway design, and continuous improvement of behavioural and professional capability across Head Office and Shared Services functions based in Banbridge.

The role is responsible for designing, delivering, and embedding developmental learning interventions that enhance leadership effectiveness, people management capability, communication skills, and career progression readiness. This includes one-to-one coaching, group facilitation, leadership programmes, and structured development pathways.

Working in close collaboration with the Learning & Development Manager, HR/Talent, and senior stakeholders, the Senior Developmental Coach supports the growth of managers and high-potential employees, strengthens succession pipelines, and ensures people capabilities evolve in line with organisational strategy.

This role is dedicated to developmental learning, behavioural change, and performance improvement, complementing the wider compliance and technical training framework.

What You'll be Doing

This role focuses on designing and delivering leadership and management development initiatives that align with organisational values and business goals, while building core people management skills such as performance management, communication, and conflict resolution. It supports career development by creating structured pathways, progression frameworks, and succession planning processes, helping employees understand and achieve growth opportunities. The position also provides coaching and facilitation through one-to-one sessions and workshops to enhance leadership effectiveness, self-awareness, and team performance. Alongside this, it promotes a culture of continuous improvement by evaluating learning impact, integrating best practices, and adapting development strategies to future needs. Strong collaboration with HR, senior leaders, and the Learning & Development function is key, ensuring alignment and establishing the role as a trusted partner in organisational development.