Engagement and Organisational Development Specialist

Job responsibilities

DUTIES AND RESPONSIBILITIES

Culture and Organisational Development

1. Lead a portfolio of OD initiatives that drive organisational effectiveness and staff engagement, helping to evolve cultures by impacting on behaviours, habits, and ways of working within the Trust.
2. Contribute to the development and implementation of strategic OD and engagement plans for the workforce, delivering interventions aligned to NHS national and regional standards and providing evidence-based changes to the working lives of staff.
3. Lead the design and development of Trust values and behaviours, collaborating with stakeholders to embed these into everyday systems and processes. Design and deliver internal presentations and workshops, and showcase these at regional and national forums.
4. Be an internal consultant on OD and culture to colleagues at all levels. Diagnose, design, and deliver organisational design and organisational development interventions.
5. Facilitate small and large groups on multi-faceted cultural and behavioural change activity, incorporating multiple inputs and the needs of stakeholders with changing priorities.
6. Provide expert advice to colleagues in HR on OD, staff engagement, cultural development, and leadership behaviours. Work with HR Business Partners on complex team dynamics and behavioural issues; designing, delivering and/or commissioning cultural interventions.
7. Ensure OD and engagement activities are well communicated and clearly understood by stakeholders, using consistent and engaging approaches to connecting with people.
8. Manage delegated budget in relation to OD projects.
9. Apply OD thinking and the principles of equity, diversity, belonging and inclusion into conversations and interventions. Draw on contemporary theory from OD philosophy and behavioural sciences, employing diagnostic and dialogic techniques to help teams foster sustainable people-focused culture change.

Strategic talent management, leadership and management, and PDR

1. Enhance long-term leadership capability and effectiveness by driving improvements. Lead activities that deepen our understanding of leadership within workplace culture.
2. Research and design an internal leadership development framework, articulating competencies, capabilities, behaviours and development needs and the transition points between stages. Create large-scale programmes and interventions that enable our leaders to develop in line with this framework.
3. Develop and implement the Trust strategic leadership plans, incorporating The Christie Leadership Framework into leader recruitment, selection, assessment, and development of leaders at all levels. Ensure these that plans align with Trust objectives, the NHS long term plan, and national and regional NHS standards.
4. Lead the development and promotion of the Trust-wide appraisal activity. This includes developing and implementing the Personal Development Review (PDR) policy, ensuring national benchmarking, researching best practice and monitoring its application across the trust.
5. Lead the introduction of a new electronic PDR system to improve completion rates and quality across all directorates and inform talent management and succession planning. This involves researching system solutions, overseeing system design and development, conducting user testing and training, and managing daily operations to ensure effective use by all staff.
6. Lead the development and implementation of the Trust talent management plans, including the succession planning model through which potential successors for our critical roles will be fairly identified.
7. Stay updated on trends in equity, diversity, inclusion and belonging in relation to leadership development, career progression and team effectiveness. Use this knowledge to challenge inequity and to create inclusive and accessible leadership programmes, experiences, and interventions.
8. Work across other NHS, Greater Manchester organisations and the GM Integrated Care System (ICS) to develop joint solutions and initiatives for talent progression and leadership development on behalf of our Trust; particularly leadership development programmes linked to race, disability and broader protected characteristics.
9. Be a stakeholder in national OD and leadership development work to advance the evolution of this work across the NHS system.
10. Develop and manage a bank of external suppliers for leadership development, culture work, coaching, mentoring and associated activities. Maintain strong stakeholder relationships, make recommendations and commission services, remaining mindful of cost, procurement regulations, and ethics.
11. Lead on the development of a coaching and mentoring culture in the organisation by developing and facilitating plans to increase coaching and mentoring capacity and capability. Lead on the CPD, quality and supervision for internal coaches.
12. Coach senior leaders on personal and professional development. Conduct 360-degree feedback, behavioural assessments or psychometrics and provide feedback that enhances self-awareness, raises aspirations, and strengthens leadership capability across the organisation.
13. ork closely with HR colleagues to understand key organisational challenges that impact on management and leadership capability, and design bespoke change interventions that will shift or address these, aligned to Trust objectives.
14. Create strategies and initiatives to drive high performance by helping leaders understand their teams motivational drivers. Collaborate with colleagues to ensure that these initiatives are cohesive, maximising motivation, engagement, and productivity, whilst fostering an inclusive work environment.
15. Collaboratively develop internal groups and networks to support leader engagement, connection, conversation and collective learning in line with Trust values and behaviours.
16. Conduct research, surveys, and audits to assess the quality and effectiveness of talent management, PDR, OD and HR activity (within role responsibilities). This includes introducing and evaluating new frameworks, policies, processes, and programmes. Regularly audit and evaluate interventions to ensure they align with strategic plans, analysing both quantitative data and qualitative feedback.
17. Create and deliver reports, presentations, and training events in formal settings. This includes reporting to senior committees (in line with Trust document standards) and presenting updates to the Executive Board and sub-Board.
18. Where appropriate, supervise staff working on projects, authorising timesheets where applicable

Leadership

1. Deputise for the Head of OD & Engagement as required.
2. Act as a role model for The Christie Leadership Framework (Appendix 1) and collaborate with colleagues to ensure an effective and positive working environment for the HR team.
3. Develop effective networks and represent the Trust across Greater Manchester, in order to deliver effective and efficient working practices within the Trust and across the system.
4. Engage in personal and professional development to stay updated on emerging trends, thinking and innovations. Encourage workplace discussions to promote collective learning and integrate ideas into activity.
5. Any other duties as may be required from time to time and which are commensurate with the grade of the post. NB. The portfolio may flex based on emerging requirements, and the preferences and competencies of the role-holder. Examples of other activities may include e.g., staff engagement, health & wellbeing, reward and benefits, etc.

Qualifications

Essential

• First Degree or equivalent
• Postgraduate diploma level qualification in a behavioural/social science, organisational development, professional consulting, HR, or equivalent experience
• Evidence of CPD

Desirable

• Chartered member CIPD
• Level 5 Coaching or mentoring qualification
• Accredited to deliver 360 feedback, psychometric or behavioural assessment tools
• L5 qualification in teaching, learning or education.

Experience

Essential

• Significant experience and proven track record of delivering organisational development and/or leadership development interventions using a consultancy mindset.
• Experienced in planning, managing, and delivering complex new initiatives.
• Experience of working in an advisory/ learning & development/ change management role.
• Designing and delivering change interventions that enable others.
• Working effectively and confidently with senior managers and external stakeholders.
• Analysis and presentation of data to inform and to generate improvement.
• Tenacity in overcoming barriers to progress.
• Exercising judgement in identifying and assessing issues involving a range of options.
• Development of corporate policies and guidance for managers/staff.
• Development and facilitation of training and development.
• Report writing in line with governance and expected standards.

Desirable

• NHS/public sector experience.
• Operational HR experience.
• Line management responsibilities.
• Project/Change Management.

Skills

Essential

• A deep understanding of diagnostic and dialogic OD techniques and ability to apply these effectively in different scenarios.
• Development of strategies, policies and processes that support organisational analysis and development.
• Well-developed communication and interpersonal skills (professional credibility/ empathy/tact and diplomacy/ sensitivity/ overcoming barriers to understanding).
• Ability to establish and maintain collaborative relationships to gain co-operation (influencing/ persuasive/motivational).
• Proactive and innovative catalyst for positive change.
• Assertiveness - willing to challenge contentious issues or compromising behaviour, for the benefit of the Trust and individuals.
• Planning and organising - ability to manage conflicting priorities and consistently meet deadlines.
• Results-oriented - focused on achievement of effective outcomes.
• Resilience - ability to bounce back and to adapt in the face of challenging circumstances.
• Ability to work autonomously with minimal reference to, or supervision from, management.
• Excellent group facilitation and formal presentation skills with an ability to adapt to needs of specific audience.
• Computer Literacy - conversant with Microsoft Office 365 applications.

Knowledge

Essential

• Practical knowledge of the talent, leadership, and OD agenda.
• A practical understanding of the principles and application of andragogy (adult learning).
• Well-developed knowledge of current and anticipated issues in the healthcare environment.

Desirable

• Working knowledge of employment law relating to recruitment, equality & diversity etc

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.

Certificate of Sponsorship

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).