Job summary
This is an exciting opportunity to join Oxford University Hospitals NHS Foundation Trust, one of the largest NHS teaching trusts in the country, as Director of Workforce. This opportunity has arisen due to the promotion of the current post holder to a Board level position. Reporting directly to the Chief People Officer and working closely with Executive and Director colleagues across the Trust, the Director of Workforce plays a pivotal leadership role in supporting the delivery of the Trust's People Plan, enabling the Trust to recruit, retain and develop the best workforce to deliver its goals and objectives. The post holder will also deputise for the Chief People Officer across the whole of the portfolio and will get excellent opportunities to work with colleagues across the Trust and the Integrated Care System (ICS) and nationally.
Our values, standards and behaviours define the quality of clinical care we offer and the professional relationships we make with our patients, colleagues and the wider community. We call thisDelivering Compassionate Excellenceand its focus is on our values of compassion, respect, learning, delivery, improvement and excellence.
Main duties of the job
The Director of Workforce is a key member of the Chief People Officer's leadership team and plays a key role in supporting the delivery of the Trust's People Plan, enabling the Trust to recruit, retain and develop the best workforce to deliver its goals and objectives.
To act as a role model in terms of Trust values and behaviours and supports and deputises for the Chief People Officer in their responsibility for all aspects of people management across the Trust. The post-holder will lead and manage, on a day-to-day basis, the Divisional Heads of Workforce and their teams, facilitating and enabling high levels of workforce engagement and performance to support delivery of the Trust's strategic and performance goals. Also manages the Trust's Occupational Health Service and the Trust Union Convenors on a day-to-day basis.
Has a wide-ranging and extensive remit to deliver the Trust's operational and strategic people objectives. This requiring management and leadership across the Workforce Directorate and the portfolios of the Assistant Directors of Workforce. These portfolio areas are employee relations; workforce planning and information; pay, policy and reward; and resourcing, including temporary staffing. They will ensure that the Workforce Directorate's structure and function - and the capacity and capability of Workforce staff - is fit for purpose, and designed and delivered to support business needs, whilst maintaining the highest professional standards.
About us
Oxford University Hospitals NHS Foundation Trust is one of the largest NHS teaching trusts in the country. It provides a wide range of general and specialist clinical services and is a base for medical education, training and research.
The Trust comprises four hospitals - the John Radcliffe Hospital, Churchill Hospital and Nuffield Orthopaedic Centre in Headington and the Horton General Hospital in Banbury.
Our values, standards and behaviours define the quality of clinical care we offer and the professional relationships we make with our patients, colleagues and the wider community. We call thisDelivering Compassionate Excellenceand its focus is on our values of compassion, respect, learning, delivery, improvement and excellence. These values put patients at the heart of what we do and underpin the quality healthcare we would like for ourselves or a member of our family. Watch how we set out to deliver compassionate excellence via theOUH YouTube channel.
Job description
Job responsibilities
People Strategy
- Work in close collaboration with the Chief People Officer to deliver all relevant people strategies, including the Trusts People Plan, contributing to on-going development and monitoring, taking the lead on key projects as agreed.
- Develop and lead on the implementation of effective HR policies and processes to deliver the People Plan, promoting the confidence of Trust staff as a fair and responsible employer of choice.
- Provide leadership, guidance and inspiration to HR Teams across the Trust to deliver improvement initiatives designed to sustain transformational change and embed continuous improvement as the norm.
- Stay abreast of development in national policy, Integrated Care Board/System (ICB/S) workforce strategy, and good practice across the NHS and in other sectors to ensure that the Trust is innovative in its approach to people management.
- Ensure the provision of good quality and timely workforce information to the Trust Board and senior leaders to support effective workforce planning, development and management of workforce performance through key performance metrics.
- Identify and use benchmarked data to inform Board decision making in relation to HR and workforce strategy, via the Model Hospital, Shelford Group HRDs network and other sources.
- Participate and contribute to local, regional and national networks and initiatives (e.g., BOB ICB/S and Regional workforce initiatives) to shape their direction, ensure that OUH interests are represented and that OUH contributes to them.
- Take responsibility for ensuring that appropriate and effective risk management processes are in place to support the Workforce corporate risk register, Board Assurance Framework and departmental requirements.
Workforce Directorate Leadership and Management
- Provide leadership and direct line management of the Divisional Heads of Workforce, and their teams.
- Provide leadership, guidance and support to the Assistant Directors of Workforce and oversee day-to-day responsibilities as required or as may be delegated by the Chief People Officer.
- Lead, develop and help to shape the strategic positioning and development of the workforce function as a whole across the Trust to ensure a cohesive, consistent and streamlined approach in support of the delivery of safe, high quality services to patients.
- Work in collaboration with the Divisional Leadership Teams and Heads of Workforce to ensure the provision of high quality and timely Business Partnering services, maintaining Trust-wide professional standards ensuring consistency and facilitating the sharing of good practice.
- Support the development of HR capacity and capability in HR teams and for managers across the Trust.
- Pro-actively promote a high performance culture and positive customer service ethos in all HR services, acting as a role model for collaborative working between Directorates.
- Promote excellence in HR practice, ensuring HR functions, processes and policies are fully compliant with all employment legislation and support the provision of efficient and user-friendly operational HR services.
- Support the implementation of digital workforce solutions/ systems to meet strategic business needs and to facilitate accurate and timely reporting and performance against key metrics.
- Manage the delegated budget for the Workforce Directorate including budget setting and monitoring as well as ensuring prudent spending in line with the Trusts Financial rules and regulations.
- On-going liaison with the Trusts outsourced Payroll and Pensions providers to ensure timely, accurate and cost-effective services.
Strategic Workforce Planning
- Support the Chief People Officer and Divisional Leadership Teams in the development and implementation of effective Trust-wide strategic workforce planning and modelling as an integral part of the annual business planning process and in line with national guidance to ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and longer term and continues to reduce its reliance on temporary staff.
- Work in partnership with the Divisional leadership teams, the Assistant Director of Workforce Workforce Planning and Information and the Divisional Heads of Workforce to support the production of comprehensive workforce plans in line with the Trusts strategic objectives and which are owned by and delivered within the Divisions.
- Working in partnership with the Chief Officer Team, provide Trust-wide support on the identification and development of productivity and efficiency measures.
Employee Resourcing and Retention
- Lead on delivery of the Trusts People Plan objectives in relation to resourcing, working closely with the Assistant Director of Workforce Resourcing and across the Divisional teams.
- Lead the strategic development and implementation of innovative and sustainable approaches to recruitment and retention in collaboration with the Assistant Director of Workforce Resourcing, Director of Medical Workforce, Director of Nursing Workforce, and Divisional Heads of Workforce.
- Provide leadership to ensure an effective and responsive recruitment service, in support of the workforce plans and needs of the divisions, including medical staff recruitment.
- Work in collaboration with the Education and Development teams across the Trust and within the Workforce Directorate to support effective education strategies which maximise all opportunities for innovation in the delivery of effective and efficient education, training and development.
Recognition and Reward
- Lead the implementation of national pay policy and provide advice to line managers to support consistent and timely implementation across OUH.
- Lead, in conjunction with the Chief People Officer, the further development and implementation of the Trusts pay and reward strategy and policies, benefits and recognition schemes, ensuring they are innovative and appropriate to attract and retain a high calibre workforce, and position the Trust as an employer of choice.
- Provide oversight of all pay premia and incentive schemes to ensure consistency and avoid unintended consequences or the undermining of the Trust pay structure.
Employee Relations (ER)
- Lead on the development of a strategic approach which ensures the promotion and ongoing development of positive employee relations in line with the statutory framework and recognised good practice, and ensure accurate, up-to-date tracking of all ER cases across the Trust.
- Maintain constructive relationships and effective partnership working with Trade Unions and professional associations (local representatives and full-time regional and national officers) as well as Staff Governors.
- Provide professional advice and guidance on complex and sensitive HR issues to the CPO, Divisions, Divisional Heads of Workforce and Chief Officers as appropriate, occasionally taking the personal lead on ER casework in conjunction with the HRBP, where agreed.
Staff Well-being and Occupational Health
- Lead the development, implementation and evaluation of strategic initiatives, programmes and activities to promote staff health and well-being.
- Support the achievement of performance targets for minimising staff sickness, promoting job satisfaction and engagement for staff.
- Ensure the provision of an effective and responsive Occupational Health Service for Trust staff and managers and that the service responds to changes in the level and mix of demand.
Equality, Diversity and Inclusion
- Support the Chief People Officer in the development and implementation of the workforce equality, diversity and inclusion (EDI) strategy for the promotion and management of equality, diversity and inclusion across the Trust.
- Implement necessary actions in order to ensure compliance with the NHS Workforce Equality Standards and relevant statutory requirements including (for example) the Equality Act, gender pay reporting etc.
- Devise and implement targeted actions and interventions to address any under-represented groups based on analysis of the Trust workforce and the composition of the population served.
Organisational Development
Work closely with the Chief People Officer and Director of Culture, Leadership and OD to support the effective development and implementation of Trust-wide OD initiatives, culture change and transformation programmes to facilitate the ongoing development of a highly engaged and highly performing workforce.
- Work closely with the Director of Communications and Engagement in the effective development and implementation of Trust-wide communication and engagement strategies and plans.
Corporate
- Proactively support the Chief People Officer to develop strategy, deliver agreed initiatives and implement agreed plans.
- Attend Trust Board sub-committee meetings as required.
- Deputise for the Chief People Officer at Trust Executive/Chief Officer meetings as appropriate.
- Develop system-wide partnerships andcollaborate with other service partners and stakeholders as agreed, and as appropriate to the role.
- Provide clear leadership to Trust staff, ensuring that performance is appropriately managed, and that all staff have personal development plans, in order to ensure an efficient, effective and engaged workforce
- Represent, and act as an ambassador for the Trust at regional and national networking and other events as appropriate.
- Act as a role model at all times, demonstrating and promoting the Trusts values and expected behaviour
- Ensure sound and prudent financial and resource management
- Undertake ad-hoc projects as required.
The duties and responsibilities listed above are representative of the Director of Workforce and its purpose; they are not exhaustive, and the post holder may be required to undertake additional or alternative duties and responsibilities commensurate with the level of the post.
Job description
Job responsibilities
People Strategy
- Work in close collaboration with the Chief People Officer to deliver all relevant people strategies, including the Trusts People Plan, contributing to on-going development and monitoring, taking the lead on key projects as agreed.
- Develop and lead on the implementation of effective HR policies and processes to deliver the People Plan, promoting the confidence of Trust staff as a fair and responsible employer of choice.
- Provide leadership, guidance and inspiration to HR Teams across the Trust to deliver improvement initiatives designed to sustain transformational change and embed continuous improvement as the norm.
- Stay abreast of development in national policy, Integrated Care Board/System (ICB/S) workforce strategy, and good practice across the NHS and in other sectors to ensure that the Trust is innovative in its approach to people management.
- Ensure the provision of good quality and timely workforce information to the Trust Board and senior leaders to support effective workforce planning, development and management of workforce performance through key performance metrics.
- Identify and use benchmarked data to inform Board decision making in relation to HR and workforce strategy, via the Model Hospital, Shelford Group HRDs network and other sources.
- Participate and contribute to local, regional and national networks and initiatives (e.g., BOB ICB/S and Regional workforce initiatives) to shape their direction, ensure that OUH interests are represented and that OUH contributes to them.
- Take responsibility for ensuring that appropriate and effective risk management processes are in place to support the Workforce corporate risk register, Board Assurance Framework and departmental requirements.
Workforce Directorate Leadership and Management
- Provide leadership and direct line management of the Divisional Heads of Workforce, and their teams.
- Provide leadership, guidance and support to the Assistant Directors of Workforce and oversee day-to-day responsibilities as required or as may be delegated by the Chief People Officer.
- Lead, develop and help to shape the strategic positioning and development of the workforce function as a whole across the Trust to ensure a cohesive, consistent and streamlined approach in support of the delivery of safe, high quality services to patients.
- Work in collaboration with the Divisional Leadership Teams and Heads of Workforce to ensure the provision of high quality and timely Business Partnering services, maintaining Trust-wide professional standards ensuring consistency and facilitating the sharing of good practice.
- Support the development of HR capacity and capability in HR teams and for managers across the Trust.
- Pro-actively promote a high performance culture and positive customer service ethos in all HR services, acting as a role model for collaborative working between Directorates.
- Promote excellence in HR practice, ensuring HR functions, processes and policies are fully compliant with all employment legislation and support the provision of efficient and user-friendly operational HR services.
- Support the implementation of digital workforce solutions/ systems to meet strategic business needs and to facilitate accurate and timely reporting and performance against key metrics.
- Manage the delegated budget for the Workforce Directorate including budget setting and monitoring as well as ensuring prudent spending in line with the Trusts Financial rules and regulations.
- On-going liaison with the Trusts outsourced Payroll and Pensions providers to ensure timely, accurate and cost-effective services.
Strategic Workforce Planning
- Support the Chief People Officer and Divisional Leadership Teams in the development and implementation of effective Trust-wide strategic workforce planning and modelling as an integral part of the annual business planning process and in line with national guidance to ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and longer term and continues to reduce its reliance on temporary staff.
- Work in partnership with the Divisional leadership teams, the Assistant Director of Workforce Workforce Planning and Information and the Divisional Heads of Workforce to support the production of comprehensive workforce plans in line with the Trusts strategic objectives and which are owned by and delivered within the Divisions.
- Working in partnership with the Chief Officer Team, provide Trust-wide support on the identification and development of productivity and efficiency measures.
Employee Resourcing and Retention
- Lead on delivery of the Trusts People Plan objectives in relation to resourcing, working closely with the Assistant Director of Workforce Resourcing and across the Divisional teams.
- Lead the strategic development and implementation of innovative and sustainable approaches to recruitment and retention in collaboration with the Assistant Director of Workforce Resourcing, Director of Medical Workforce, Director of Nursing Workforce, and Divisional Heads of Workforce.
- Provide leadership to ensure an effective and responsive recruitment service, in support of the workforce plans and needs of the divisions, including medical staff recruitment.
- Work in collaboration with the Education and Development teams across the Trust and within the Workforce Directorate to support effective education strategies which maximise all opportunities for innovation in the delivery of effective and efficient education, training and development.
Recognition and Reward
- Lead the implementation of national pay policy and provide advice to line managers to support consistent and timely implementation across OUH.
- Lead, in conjunction with the Chief People Officer, the further development and implementation of the Trusts pay and reward strategy and policies, benefits and recognition schemes, ensuring they are innovative and appropriate to attract and retain a high calibre workforce, and position the Trust as an employer of choice.
- Provide oversight of all pay premia and incentive schemes to ensure consistency and avoid unintended consequences or the undermining of the Trust pay structure.
Employee Relations (ER)
- Lead on the development of a strategic approach which ensures the promotion and ongoing development of positive employee relations in line with the statutory framework and recognised good practice, and ensure accurate, up-to-date tracking of all ER cases across the Trust.
- Maintain constructive relationships and effective partnership working with Trade Unions and professional associations (local representatives and full-time regional and national officers) as well as Staff Governors.
- Provide professional advice and guidance on complex and sensitive HR issues to the CPO, Divisions, Divisional Heads of Workforce and Chief Officers as appropriate, occasionally taking the personal lead on ER casework in conjunction with the HRBP, where agreed.
Staff Well-being and Occupational Health
- Lead the development, implementation and evaluation of strategic initiatives, programmes and activities to promote staff health and well-being.
- Support the achievement of performance targets for minimising staff sickness, promoting job satisfaction and engagement for staff.
- Ensure the provision of an effective and responsive Occupational Health Service for Trust staff and managers and that the service responds to changes in the level and mix of demand.
Equality, Diversity and Inclusion
- Support the Chief People Officer in the development and implementation of the workforce equality, diversity and inclusion (EDI) strategy for the promotion and management of equality, diversity and inclusion across the Trust.
- Implement necessary actions in order to ensure compliance with the NHS Workforce Equality Standards and relevant statutory requirements including (for example) the Equality Act, gender pay reporting etc.
- Devise and implement targeted actions and interventions to address any under-represented groups based on analysis of the Trust workforce and the composition of the population served.
Organisational Development
Work closely with the Chief People Officer and Director of Culture, Leadership and OD to support the effective development and implementation of Trust-wide OD initiatives, culture change and transformation programmes to facilitate the ongoing development of a highly engaged and highly performing workforce.
- Work closely with the Director of Communications and Engagement in the effective development and implementation of Trust-wide communication and engagement strategies and plans.
Corporate
- Proactively support the Chief People Officer to develop strategy, deliver agreed initiatives and implement agreed plans.
- Attend Trust Board sub-committee meetings as required.
- Deputise for the Chief People Officer at Trust Executive/Chief Officer meetings as appropriate.
- Develop system-wide partnerships andcollaborate with other service partners and stakeholders as agreed, and as appropriate to the role.
- Provide clear leadership to Trust staff, ensuring that performance is appropriately managed, and that all staff have personal development plans, in order to ensure an efficient, effective and engaged workforce
- Represent, and act as an ambassador for the Trust at regional and national networking and other events as appropriate.
- Act as a role model at all times, demonstrating and promoting the Trusts values and expected behaviour
- Ensure sound and prudent financial and resource management
- Undertake ad-hoc projects as required.
The duties and responsibilities listed above are representative of the Director of Workforce and its purpose; they are not exhaustive, and the post holder may be required to undertake additional or alternative duties and responsibilities commensurate with the level of the post.
Person Specification
NA
Essential
Desirable
Person Specification
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
Additional information
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
