People and Organisational Development Manager
NHS Jobs Warwick
Organisational Development Develop Organisational Development strategies and plans to support the delivery of SWFT CS business goals, identifying trends and new products/technology to engage and retain staff. Gain insights to enhance leadership and organisation culture, identify bottlenecks and support development through analysis, feedback and recommendations for action.
Develop talent acquisition and management strategies to support excellent retention rates across the Company. Taking an evidenced-based approach, design culture change interventions in alignment with the Companys strategy, providing tools, support and advice and guidance to managers around desired behaviours and role-modelling.
Support workforce performance management and KPIs across the Company, designing and implementing performance improvement initiatives (e.g. career pathways, competency frameworks and three hundred and 60 degree feedback processes). Implements strategic workforce planning initiatives and works with operational colleagues to build a plan to address any skills gaps.
Design and implement staff engagement approaches i.e. staff survey, staff forum, exit interviews and other feedback mechanisms, analyse output and feedback to the senior management team to drive continuous improvement. Monitor trends and data related to organisation development using workforce analytics and qualitative data analysis, reporting insights and identifying opportunities in conjunction with the Director of People and Organisational Development.
Design and delivery of interventions to gain and/or improve accreditation status e.g. Disability Confident Employer, IIP, Inclusive Employers, Living Wage. Provides professional expertise to supports and co-ordinate organisational change (TUPE, re-structures etc) and other transformation activity.
Leads of the development of the Companys employer branding and recruitment marketing. Support formal and informal communications within the Company and support the Director of People and Organisational Development in the management of any associated SLAs.
Be flexible to support core HR functions as required. Equality, Diversity, Inclusion (EDI) and Wellbeing Foster a culture that is committed to, equality, diversity, and inclusivity based on an environment of trust, diagnosing underlying causes of inequalities, recommending and delivering organisation development strategies to address identified trends or issues.
Ensure that EDI is embedded across all aspects of the company and develop active commitment to the need to ensure equality of opportunity and the benefits of diversity. Ensure compliance with workforce equality and diversity legislation and equal pay reporting.
Lead the development, implementation and evaluation of initiatives, programmes and activities designed to enhance workplace health and wellbeing. Policies and Procedures Ensure the relevant statutory, regulatory and professional standards are wholly achieved in relation to People andOrganisational Development policies, processes and procedures, particularly in respect of safe employment, information governance and employment legislation.
Develop and manage the Company staff handbook and associated documents. Review, update and communicate People/Payroll related processes and documents and recommend areas for development. Work closely with the finance team to ensure the smooth running of payroll and transactional HR processes can be streamlined and improved where appropriate.
Reporting and SLA Management Run reports and inform managers about outstanding annual leave, pay progression, appraisal and sickness absence triggers. Maintain the KPI dashboard for the Our People section and prepare Board reports when necessary.
Support the Director of People and Organisational Development in the management of any People/HR related service level agreements. Assist in the managing and procuring of commercial contracts for any people systems including the procurement and review of existing systems to ensure that they are fit for purpose.
Function as custodian of all highly sensitive organisational data held across our people systems, ensuring protections are in place for the staff information held. Ensure all systems, processes, policies, and practices are compliant with best practice and requirements outlined by GDPR and other relevant legislation.
General Every employee of SWFT CS has a duty: To take reasonable care of the health and safety of him or herself and of other persons who may be affected by their acts or omissions at work, and to co-operate with SWFT Clinical Services Ltd to ensure that statutory and Trust regulations are complied with.
To provide cover for colleagues during absence. To participate in appraisals and personal reviews and work to achieve agreed set objectives. To participate in appropriate training and development activities To participate in team, professional and personal development activities and promote commitment to continuous development and improvement.
To ensure that all staff consciously reviews mistakes, complaints and incidents/near misses as well as successes to improve performance and the level of customer care. To safeguard vulnerable adults, young people, and children: Where employees are working with children, young people, and families they have a responsibility to cooperate in national safeguarding policy around early intervention activities appropriate to improving health outcomes.
Develop talent acquisition and management strategies to support excellent retention rates across the Company. Taking an evidenced-based approach, design culture change interventions in alignment with the Companys strategy, providing tools, support and advice and guidance to managers around desired behaviours and role-modelling.
Support workforce performance management and KPIs across the Company, designing and implementing performance improvement initiatives (e.g. career pathways, competency frameworks and three hundred and 60 degree feedback processes). Implements strategic workforce planning initiatives and works with operational colleagues to build a plan to address any skills gaps.
Design and implement staff engagement approaches i.e. staff survey, staff forum, exit interviews and other feedback mechanisms, analyse output and feedback to the senior management team to drive continuous improvement. Monitor trends and data related to organisation development using workforce analytics and qualitative data analysis, reporting insights and identifying opportunities in conjunction with the Director of People and Organisational Development.
Design and delivery of interventions to gain and/or improve accreditation status e.g. Disability Confident Employer, IIP, Inclusive Employers, Living Wage. Provides professional expertise to supports and co-ordinate organisational change (TUPE, re-structures etc) and other transformation activity.
Leads of the development of the Companys employer branding and recruitment marketing. Support formal and informal communications within the Company and support the Director of People and Organisational Development in the management of any associated SLAs.
Be flexible to support core HR functions as required. Equality, Diversity, Inclusion (EDI) and Wellbeing Foster a culture that is committed to, equality, diversity, and inclusivity based on an environment of trust, diagnosing underlying causes of inequalities, recommending and delivering organisation development strategies to address identified trends or issues.
Ensure that EDI is embedded across all aspects of the company and develop active commitment to the need to ensure equality of opportunity and the benefits of diversity. Ensure compliance with workforce equality and diversity legislation and equal pay reporting.
Lead the development, implementation and evaluation of initiatives, programmes and activities designed to enhance workplace health and wellbeing. Policies and Procedures Ensure the relevant statutory, regulatory and professional standards are wholly achieved in relation to People andOrganisational Development policies, processes and procedures, particularly in respect of safe employment, information governance and employment legislation.
Develop and manage the Company staff handbook and associated documents. Review, update and communicate People/Payroll related processes and documents and recommend areas for development. Work closely with the finance team to ensure the smooth running of payroll and transactional HR processes can be streamlined and improved where appropriate.
Reporting and SLA Management Run reports and inform managers about outstanding annual leave, pay progression, appraisal and sickness absence triggers. Maintain the KPI dashboard for the Our People section and prepare Board reports when necessary.
Support the Director of People and Organisational Development in the management of any People/HR related service level agreements. Assist in the managing and procuring of commercial contracts for any people systems including the procurement and review of existing systems to ensure that they are fit for purpose.
Function as custodian of all highly sensitive organisational data held across our people systems, ensuring protections are in place for the staff information held. Ensure all systems, processes, policies, and practices are compliant with best practice and requirements outlined by GDPR and other relevant legislation.
General Every employee of SWFT CS has a duty: To take reasonable care of the health and safety of him or herself and of other persons who may be affected by their acts or omissions at work, and to co-operate with SWFT Clinical Services Ltd to ensure that statutory and Trust regulations are complied with.
To provide cover for colleagues during absence. To participate in appraisals and personal reviews and work to achieve agreed set objectives. To participate in appropriate training and development activities To participate in team, professional and personal development activities and promote commitment to continuous development and improvement.
To ensure that all staff consciously reviews mistakes, complaints and incidents/near misses as well as successes to improve performance and the level of customer care. To safeguard vulnerable adults, young people, and children: Where employees are working with children, young people, and families they have a responsibility to cooperate in national safeguarding policy around early intervention activities appropriate to improving health outcomes.
To comply with the Company's decision to adhere to the South Warwickshire University NHS Foundation Trust Smoke Free Policy by providing a totally smoke free environment to help aid patients recovery, promote health and well being and minimize the risks of complications attributed to smoking tobacco and second-hand smoke.
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