Job responsibilities
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.
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.
