Head of People and Workforce Development - NHS
Job overview
This is a rewarding opportunity for a strategic and people-focused professional with proven experience in HR and OD to join our inspiring and ambitious organisation. In this pivotal leadership role, you’ll have the chance to shape the culture, values, and well-being of a passionate team, making a tangible impact on the working lives of c230 staff while driving meaningful organisational change.In our 2024 staff survey our colleagues told us they were proud to work for the NHSCFA and would recommend the organisation as a place to work.
To succeed you’ll need to be able to:
- Bring vision and innovation to the NHSCFA's People and Workforce Development function and people management practices.
- Build relationships at all levels, inspiring trust and engagement.
- Balance strategic leadership with hands-on operational support.
- Demonstrate a commitment to our LIFE Values
Experience in the NHS is desirable, not essential. What matters most is your ability to align with the ethos and ambition of the NHSCFA. No two days will be the same and if you enjoy variety, challenge and making a real difference to the working lives of employees.
Travel to our 3 sites is a requirement of this role.
Please contact Joanne Brown, Associate Director for an informal chat [email protected]
Selection event: 1.4.25, face to face in Coventry
Main duties of the job- As an experienced people professional with a strategic mindset and a collaborative approach you will be able to harness this staff engagement and drive further improvements, using your passion for the impact of creative people services.
Operational Lead for human resources, organisational development and workforce planning within NHSCFA.
Develop and Implement Agile HR Function: Lead the creation and execution of an agile HR function that aligns with the organisation's goals and objectives. Seeking process efficiencies and opportunities for self-service and automation where beneficial to the organisation.To provide leadership, vision and direction for the team, supporting their development and wellbeing.
Working for our organisation
We have offices based in Coventry, Newcastle and London. Flexible, hybrid, office and home-based working is available . Living/working in the London area will attract HCAS allowance. The NHSCFA values and respects the diversity of its employees and aims to recruit a workforce which reflects our diverse communities.We welcome applications irrespective of people's age, disability, gender, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances. We have policies and procedures in place to ensure that all applicants are treated fairly and consistently at every stage of the recruitment process, including an invitation to the first stage of the selection process and consideration of reasonable adjustments for people who have a disability.
If you are applying to undertake this role on a secondment basis you should have agreement to being released from your current role in principle, prior to submitting an application form. You will be redirected to our recruitment system TRAC. The NHSCFA does not hold a sponsor licence in respect of skilled worker visas and so is unable to employ candidates requiring sponsorship.
We reserve the right to close this vacancy before the advertised closing date should we receive a significant number of applications.
Detailed job description and main responsibilities- Culture and Values: Shape and nurture the organisational culture and values, fostering a positive and inclusive work environment.
Annual Business Plan & Workforce Strategy: Lead the delivery of the People and Workforce Development requirements of the annual business plan, ensuring alignment with the organisation's strategic objectives. Support the development and implementation of the three year workforce strategy.
Workforce Planning: Support each business function in developing and implementing a workforce plan that meets current and future needs.
Please see full Job Description and Person Specification
Person specification
Knowledge and Experience
Essential criteria- Significant operational HR & OD experience with experience of devising and implementing HR & OD plans and strategies.
- Experience of creating and managing high performing teams whose focus has been on delivering client focused HR services that support organisational priorities.
- Experience of partnering with a senior management team to implement effective and consistent workforce strategies, plans and programmes, minimising people risks, monitoring impact against agreed standards and taking remedial action as required.
- Experience of proactively influencing senior leaders to identify and respond to people issues, opportunities to maximise the effectiveness of their people and facilitate delivery of operational and strategic plans.
- Significant experience of preparing, providing, and presenting complex information to large and senior groups i.e., workforce strategies, organisational redeployment strategies.
- Significant experience of preparing, providing, and presenting contentious information to large and senior groups, which maybe hostile and challenging e.g., restructure strategies.
- Experience of working collaboratively with all stakeholders to deliver aims and objectives through a coaching and consultancy approach, supporting and developing the leadership and management capabilities of senior staff throughout the organisation.
- Experience of delivering robust programme and project management of people and change activities across the organisation including the creation and management of plans, issues, risks, opportunities, and action logs, to support service transformation.
- Extensive experience of supporting and resolving complex people issues.
- Significant experience of producing high level written material, for a variety of audiences, for operational and strategic management, business planning, prosecution, or policy purposes.
- Significant experience of managing service provision from third parties, including contract and performance management
- Experience of forecasting, managing, and monitoring financial resources within an operational HR environment.
- Familiarity with Agile or equivalent methodologies.
Specialist Knowledge
Essential criteria- Highly developed specialist HR & OD knowledge gained through theoretical learning and experience, aligned with extensive strategic level HR & OD experience.
- Ability to demonstrate responsibility for the development of organisational wide HR Policy, working collaboratively with the senior management team to ensure alignment with national policy and requirements. Ability to prepare and present evidence through disciplinary and tribunal processes.
- Highly developed specialist HR &OD knowledge gained through theoretical learning aligned with extensive senior level HR experience.
- Strong business acumen to support HR & OD strategy development & delivery.
- Strong knowledge of a range of organisational development models, their benefits and relevance to specific business issues.
- An understanding of coaching methods and approaches to guide senior leaders.
- Strong knowledge of relationship management, internal service level agreements and implementation of key performance indicators. Strong understanding of relevant employment legislation and the impact of future legislative changes.
- Strong knowledge of NHS Agenda for Change (including terms and conditions of employment for all employee groups) and other national strategies that may have an impact on business partnering arrangements and activities.
- Ability to develop and promote productive partnership working with trade unions, actively engaging them in strategic and operational policy discussion including change in practice as appropriate.
- Ability to provide expert HR input to drive and support the highest standards of workforce performance and productivity, effective workforce planning & recruitment commissioning, effective staff involvement and engagement, interpretation of contractual terms and conditions of employment, positive participation in cultural change and staff wellbeing initiatives.
Qualifications
Essential criteria- Educated to master’s degree Level, or equivalent qualifications in a relevant subject area e.g., MSc HRM.
- Chartered Member CIPD or equivalent.
- Evidence of ongoing personal and professional development.
- Leadership Qualification.
Communication Skills
Essential criteria- Ability to establish, negotiate and develop positive relationships with board members and stakeholders which generates confidence and respect.
- Evidence of success in exploiting new opportunities, determining, and evaluating service quality and achieving best value.