Job responsibilities
Service Development
1. To fully understand the national and local education and training agenda to ensure the Trust is ahead in planning for future changes and can respond accordingly, such as funding changes and proposed training pathways.
2. Develop creative solutions in collaboration with professional leads and operational managers to support the emerging trends and themes in NHS education and roles.
3. Continued development of the Learning and Development service within the Trust with the view to enhancing the service for all Trust staff.
4. Be innovative in developing future training programmes and considering delivery methods to meet the future service requirements and introduce best practice in L&D, OD and Wellbeing. This includes partnering with organisations across NCL to deliver, and provide placements for programmes with experiential elements, to maximise learning opportunities.
Learning & Development
1. Define, design and implement learning and development (L&D) strategies, plans and policies which are aligned with and facilitate the delivery of the organisations Strategic Plan taking into account quality, content, delivery methods, impact and evaluation, adherence to legal/regulatory requirements, return on investment and value for money.
2. Continuing to review and develop training and educational career pathways for all professions and staff groups working with key colleagues internally and externally to the Trust.
3. Work in partnership to support the development of new roles and to identify the educational and training needs.
4. Develop, implement and monitor a set of principles and criteria which underpin and inform the commissioning process for L&D activity, identifying future clinical and professional training needs and ensure these are included in the Trust workforce planning processes.
5. Support the national and local apprenticeship schemes and widening participation agenda working with local education providers and other organisations to develop programmes for Trust roles.
Organisational Development
1. Lead on supporting the directorates and the Trust with key workforce transformation projects and change programmes ensuring OD is integral within the change process.
2. Develop the Trusts existing capacity in organisation development, in support of Trust priorities.
3. Work with the Deputy Director of Workforce and the OD team on the development, review and delivery of the OD strategy with particular focus on values, behaviours and culture.
4. Oversee the development and delivery of diagnostic approaches for OD interventions.
5. Working with the Head of OD, oversee the Trust Leadership and Management Development Programmes and Trust approach to Talent Management.
6. Lead the management of the cohorts of support services managed by Organisational Development and Wellbeing, including mediation, critical incident stress debriefers, mental health first aiders, coaches etc to ensure return on investment of training costs and continued delivery of best practice.
7. Lead on the professional development of the L&OD and Wellbeing Teams to ensure continued credibility and capability to support the organisation through change and development, including trialling and piloting new approaches and developing robust evaluation.
Equality and Diversity
1. Supporting the directorates and the Trust to deliver awareness raising and behavioural change as part of the equality and diversity agenda, in liaison with the REDI Team, ensuring OD is integral within the change process.
2. Support the Deputy Director of Workforce and the REDI Team on the development, review and delivery of the Equality and Diversity strategy, reflecting on key themes emerging from staff engagement survey and the NHS staff survey, along with any other sources of feedback.
3. Support the REDI Team through participation in the Trusts Equality Steering Group.
People Management and Leadership
1. Performance manage the learning, organisational development and wellbeing teams providing professional leadership and ensuring the team delivers against service and organisational objectives and priorities
2.Undertake performance development reviews ensuring organisational objectives are translated into personal and team objectives.
3. Act as a role model for transformational leadership demonstrating leadership and expertise, and by maintaining credibility within the Trust, the wider health care community and external agencies.
4. Participate in personal objective setting and review, including the creation of a personal development plan.
5. Work with managers and colleagues to encourage individuals to develop the skills, competencies and attitudes to learn, work together, deliver their work to the highest standards and be accountable for it.
Communications and Relationships
1.Deliver presentations and facilitate meetings and workshops and demonstrate the ability to impart specialised knowledge to a wide range of audiences in relation to learning and development, agreeing actions and plans for work programmes and initiatives.
2. Liaise, consult with staff and, where appropriate, service users on proposed learning an development plans to ensure they are fit for purpose.
3. Build excellent relationships with a wide range of clinical and non-clinical staff including partners to design and deliver communication and marketing plans for learning and development initiatives and programmes communication for both internal and any external stakeholders where required.
4. Undertake information gathering to inform projects e.g. use of publications, visiting centres of excellence, utilising the knowledge gained to inform the Trust.
5. Ensure that managers and leaders are supported in developing a culture in which staff act corporately in the interests of the trust.
6. Promote and encourage positive harmonious working relationships within and external to the Trust.
Finance
1. Responsible for managing and reporting on any spend, income or CIP savings associated with workstreams and programmes under their remit.
2. Ensure that outputs and benefits defined within the scope of a programme are delivered on time, within budget and to the required standard of quality.
3.Negotiating with external suppliers and account managers for the specification and delivery of products or services.
4. Ensure that robust change control procedures are implemented and are actively used to assess the effect of any change to a programme or initiative in terms of cost, timescales and resources; ensuring that these changes and their impact are reported to the Associate Director of Learning and Organisational Development and that corrective action is taken where necessary.
Professional development
1. Take responsibility for own learning and development by recognising and taking advantage of all opportunities to learn, including full participation in development review, supervision, action learning and by maintaining a professional/personal portfolio of learning
2. Participate in team, professional and personal development activities and promote a commitment to continuous professional development and improvement.
