Job responsibilities
JOB PURPOSE/SUMMARY
The Director of OD & Inclusion will ensure the delivery of a highly
effective people service which supports managers to develop a people-oriented,
high-performance culture that emphasises engagement, productivity and quality.
They will support the delivery of a people focused, leading edge organisation
which supports the delivery of the highest quality patient care.
A compassionate and inclusive leadership style and role modelling of the
Trusts values will be critical to success.
PRINCIPAL
DUTIES & AREAS OF RESPONSIBILITY
Provide expert workforce inclusion advice to
the Chief People Officer and Board.
To lead operational activity to create an inclusive
place to work.
To develop and lead the strategy to NHSS36 and beyond.
Streamline leadership offer and accredited
programmes.
Operationalise improvements in the WRES/WDES/Gender
Pay Gap/Sexual Safety.
Champion Freedom To Speak Up (FTSU) and establish
multiple routes for colleagues to raise concerns across the Trust.
To work with the Patient Experience lead and
Deputy Estates & Facilities Director.
To renew and develop an OD strategy for LTHT,
streamlining the offer.
To provide strategy and operational leadership
of OH function exploring opportunities to combine
learning across place/WYAAT.
To develop a place-based/WYAAT OD partnership
and strategy.
To design and develop the OD Business Partner
model alongside HRBP model, working closely with the Deputy Chief People Officer
to ensure a combined and aligned service.
To deputise for the Chief People Officer at
inclusion events nationally where required.
To participate in Executive On-Call duties.
To work with the Director of Communications to
ensure colleague engagement and OD activity is aligned.
To embed the Trust priorities and values into
all colleague development activity.
Operational
Responsibilities
As an
autonomous senior member of the People Function, the post holder will take the
strategic lead on the development of OD & I taking due account of
national priorities and requirements e.g. NHS People Plan; ensuring that best
practice is applied across the people agenda.
To be
responsible for the management and provision of a first-class professional
people service in the OD & I portfolio.
Corporate
responsibility for the development & implementation of a range of people
policies which impact across the organisation. Ensuring they remain relevant,
up-to-date and effective in supporting colleagues.
Use information
& metrics gained from a variety of workforce reports to identify current
and future OD&I issues and develop a range of initiatives to respond.
Develop and
promote productive partnership working arrangements with trade unions, wider
colleagues and staff networks.
To undertake complex surveys relating to service improvements. Provide
direction and support to ensure audits (internal/external) are organised as
required and be responsible for ensuring all recommendations made following
these audits are responded to as required and changes implemented.
Advise and lead on workforce inclusion, ensuring the Trust is
appropriately represented at internal and external meetings.
To support the Chief People Officer to facilitate, influence and
implement change as appropriate.
Ensure personal high visibility by working closely with the senior
managers and their teams to obtain direct feedback on the relevance and quality
of people services provided to optimise the contribution of the teams.
Provide comprehensive and professional expert advice and support to
Directors and senior managers across the Trust, investigating and advising on
very complex people issues.
Analyse a range of very complex employment situations which require
deciding on the way forward, where no precedent exists or options conflict.
Responsible for managing the operation of information systems across the
OD&I portfolio.
To
develop a long-term OD strategy for LTHT, which streamlines the offer to
colleagues and services.
Financial Management
Actively manage the pay and non-pay budgets for several services within
the People function.
Develop and agree cost improvement plans, ensuring management and
delivery of the schemes year on year.
Project Management
Lead and drive change management initiatives designed to improve
organisational and personal performance, productivity and quality.
Ensure OD&I adopt and implement national initiatives as directed and
monitor/report progress against targets.
To take the strategic lead on specific projects or pieces of work on
behalf of the CPO, taking responsibility for the achievement of outcomes within
required timescales
Ensure that there is a robust approach for monitoring the progress of a
broad range of projects and change initiatives to ensure projects are delivered
within the available resources and to the
agreed timescales, providing
regular reports and
raising significant problems/issues in a timely manner so that early,
remedial action can be taken.
Provide regular reports on OD&I activity to various formal meetings
and committees, such as the People Improvement Framework Assurance Group,
People Committee and Board.
Leadership
To provide expert, high-level advice and support to senior management
colleagues. Interpreting overall health policy & strategy to establish
clear goals and standards for OD&I at LTHT.
Support the ongoing professional development of the OD&I function.
To deputise for the Chief People Officer on OD&I matters when
required.
Communicating highly complex and highly contentious information in a
clear and effective manner to various stakeholders, where there can be
significant barriers to acceptance which need to be overcome, which may be
potentially hostile and antagonistic. This could include influencing and
negotiating on delivery of services and leading the engagement process with
strategic stakeholders.
Provide strong leadership to teams across the function (directly and
indirectly managed); acting as a credible source of knowledge and support.
Lead and evaluate the delivery of robust people interventions and
programmes that continuously improve organisational performance and
transformation using leading edge and evidence-based people practices and
interventions.
Line management for several departments in the People function. Ensure
that team members have the skills and experience to deliver the OD&I strategy
through effective performance management, target setting, coaching and
development.
As part of the People Services senior team, to provide strong visible
leadership and support to ensure that individual contributions are maximised,
and development needs are met whilst ensuring a truly integrated service.
