Job summary
This is an excellent opportunity to support us in our ambition of making CLCH one of the leading People functions in the country and be seen as a centre of excellence for analytics and systems expertise.
As Head of People & Analytics within the People Directorate, you will influence and shape the People Strategy at trust and divisional level by providing crucial insight on latest workforce trends, adding context to reports, preparing one-off research pieces, and leading continuous improvement efforts for CLCH workforce-related actions and policies.
We are looking for an engaging, innovative leader with excellent technical skills and a successful track record of delivery of high quality, insightful workforce data and analytics. The successful candidate will provide leadership to the team and set strategic direction ensuring they are supported to meet their key role and objectives while maintaining effective and supportive relationships across all areas, inside and outside the organisation.
Main duties of the job
The postholder will be responsible for leading on providing timely, accurate and insightful data in respect of staff and workers at CLCH across a range of key areas in order to support delivery and planning of the CLCH service delivery and people agenda now and into the future. Key to this will be correlating people and other data sets i.e. population level, finance and organisational and clinical performance to generate insights in support of the performance, productivity and improvement agenda at CLCH. In support of this work the postholder will be required to lead on the data infrastructure, integrity and development of a range of systems primarily the NHS Electronic Staff Record, its interfaces, and Power BI, the trust's main reporting portal. The Head of People Analytics will be a key member of the People Leadership Team with a specific responsibility for providing leadership in the development of the trust's approach to the delivery of insightful people data and the broader digital footprint in the people space. They will also manage a team in support of this agenda.
About us
Central London Community Healthcare (CLCH) is one of the largest community healthcare organisations in London and Hertfordshire, providing our services to diverse communities/boroughs in 11 London Boroughs - Barnet, Brent, Ealing, Hammersmith & Fulham, Harrow, Hounslow, Kensington and Chelsea, Merton, Richmond, Wandsworth, Westminster - and Hertfordshire.
Just as we care about our patients' wellbeing, we care about yours!
We can offer you:
- A comprehensive induction into the community service followed by a local induction to introduce you to the role
- Single occupancy accommodation in Central London - (we can help you find accommodation in London, support you with your deposit)
- Support with gaining your driving license *T&C's apply
- Car lease scheme *T&C's apply
- Flexible working options
- Annual travel card loan
- Training, support and development in your career
To have a full look at our benefits and what it's like working for us please go here: https://www.clch.nhs.uk/job/pay-and-benefits
At CLCH we appreciate and are proud of the diversity in the communities we serve and the workforce we employ. Applications are open and welcome to anyone, regardless of your age, sexual orientation, ethnicity, religion, and disability. We are proud to say that we follow the workforce race equality standard and 28% of our senior staff (8A and above) are from a BAME background. CLCH also has active BAME and LGBTQI networks.
Job description
Job responsibilities
Lead on the development and implementation of the People Analytics strategy based on the Trust and People strategies, vision and priorities Provide strategic input and direction to the senior leaders by translating complex data and trends, supporting the leaders to better plan and forecast operational pressures and formulate business continuity initiatives depended on workforce data Act as an expert advisor to the senior leaders when procuring or retendering workforce systems to ensure financial efficiencies and system effectiveness Work collaboratively with senior stakeholders across the Trust (especially with Finance and Information) setting and leading the delivery roadmap for workforce systems Work in a close partnership with workforce business partners to ensure the function is responding to organisational and divisional needs and continuously improving or changing as required establishing acontinuous feedback loop and improvement cycle Provide strategic advice to the HRBPs and (Deputy) Director of People on the best course of action tosupport key strategic goals and operations Support the Director of People by providing input / drafting sections of Board papers and other committees Keep up to date on regional and national technical and non-technical analytical developments, thoughtleadership and latest research in the field In collaboration with IT and Information teams lead of the design, development and implementation of the workforce analytics systems (including dynamic dashboards and chatbot)
Please refer to the attached Job Description for full list of responsibilities
Job description
Job responsibilities
Lead on the development and implementation of the People Analytics strategy based on the Trust and People strategies, vision and priorities Provide strategic input and direction to the senior leaders by translating complex data and trends, supporting the leaders to better plan and forecast operational pressures and formulate business continuity initiatives depended on workforce data Act as an expert advisor to the senior leaders when procuring or retendering workforce systems to ensure financial efficiencies and system effectiveness Work collaboratively with senior stakeholders across the Trust (especially with Finance and Information) setting and leading the delivery roadmap for workforce systems Work in a close partnership with workforce business partners to ensure the function is responding to organisational and divisional needs and continuously improving or changing as required establishing acontinuous feedback loop and improvement cycle Provide strategic advice to the HRBPs and (Deputy) Director of People on the best course of action tosupport key strategic goals and operations Support the Director of People by providing input / drafting sections of Board papers and other committees Keep up to date on regional and national technical and non-technical analytical developments, thoughtleadership and latest research in the field In collaboration with IT and Information teams lead of the design, development and implementation of the workforce analytics systems (including dynamic dashboards and chatbot)
Please refer to the attached Job Description for full list of responsibilities
Person Specification
Education/Qualification
Essential
- Educated to a master's degree level in relevant subject or the ability to demonstrate equivalent professional experience
Desirable
- Management or HR qualifications
- Membership to Chartered Institute of Personnel Development
Person Specification
Education/Qualification
Essential
- Educated to a master's degree level in relevant subject or the ability to demonstrate equivalent professional experience
Desirable
- Management or HR qualifications
- Membership to Chartered Institute of Personnel Development
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).
