Job summary
Workforce Planning & Talent Officer
This is an exciting time to join the team as we transform the way we deliver HR services across the council.
Our Workforce Service is seeking a Workforce Planning & Talent Officer to identify, develop and deliver plans to support talent management, attraction and retention of employees, succession planning, learning and development and career development in line with the councils vision, to deliver a collaborative approach to key priorities and values.
You will be a Learning & Development/Workforce/HR professional with a relevant professional qualification e.g. CIPD Level 5 qualification with knowledge and understanding of different approaches to workforce planning, with substantial hands on experience in workforce planning and development solutions.
Main duties of the job
1. To work with all service areas and Senior HR Business Partners to contribute to the provision of a strategic workforce planning service, working alongside managers and relevant HR metrics to understand their present and future needs and support them to develop and implement effective workforce planning solutions,
2. To work with the Organisational Development & Talent Manager and the Workforce Analyst to provide effective HR metrics that ensure an evidence-based approach to workforce planning.
3.To work with the Learning and Development Business Partner to ensure learning and development activities are aligned to any identified skills gaps.
4. To work with the Recruitment Manager to ensure resourcing gaps are aligned to the Recruitment Strategy for the Council.
5. Working with the Workforce Analyst to monitor relevant metrics and benchmarks that proactively diagnose and address key workforce trends across the organisation.
6. Create meaningful and measurable early careers opportunities, including work placements (work experience and t-levels), and attendance at careers events.
7. Work with the HR Business Partners to deliver talent identification process as part of performance management to support succession planning.
About us
About us:
We are a city of strengths, with a proud heritage and bright
future. Working for Stoke-on Trent City Council is more than just a job, it's
about making, protecting and improving the services for the local population,
reducing inequalities and improving independence for the people who live and
work in the city. And thats where you come in. We are always looking for
people of the highest calibre with skills, knowledge and experience to help us
deliver our compelling vision.
Stoke-on-Trent City Councils diverse and talented workforce
is its greatest asset and most valuable resource. The skills, knowledge and
experience of our c.4,600 employees are essential to delivering our ambitions
and vision for our organisation and Stoke-on-Trent. We want to be an employer
that people are proud to work for, and where our staff are supported, developed
and rewarded in an incusive way that helps them to excel and to deliver the
high-quality services that our residents need.
Further information on why
work for us
Job description
Job responsibilities
Performance
1. To contribute to the analysis and evaluation of workforce planning solutions in order to
inform future strategies and plans.
2. To ensure that advice and solutions are informed by a focus on cost effectiveness and
efficiency to enable service improvements and deliver financial targets.
Page 2 of 7
3. To represent the directorate in local, regional and national initiatives.
4. To support the wider team as necessary, e.g. by providing appropriate one to one feedback
using appropriate coaching, mentoring, mediation and assessment centres (for example
OPQs).
5. To collect, analyse and maintain data gathered to inform targeted development (e.g.,
succession planning).
6. To develop effective strategies for identifying skills gaps within the workforce
Resource Management
1. To manage and use resources effectively and efficiently.
2. To network with external contacts to maintain levels of professional expertise and facilitate
joint working.
3. To work collaboratively with all key stakeholders to develop existing practices and work
proactively as required, to promote and deliver initiatives for new and more efficient use of
resources.
4. To work collaboratively with colleagues within HR & in other Directorates to ensure that
requests for workforce data, such as the production and provision of statutory returns, is
well planned and effectively delivered.
Communications
1. To establish and maintain effective relationships with managers and front-line staff.
2. To ensure effective communication and liaison across the Workforce function to enable a
co-ordinated approach to service delivery.
3. To be able to provide challenge and constructive feedback in a manner that enhances
service delivery.
4. To actively promote and articulate the use and benefits of strategic workforce planning
and talent approaches
5. Motivate and inspire managers and staff to engage in development and leadership
opportunities that will support individual and organisational needs
6. To develop and maintain an external professional network to keep abreast of innovative
ideas and stay up to date with best practice and incorporate them into our ways of working.
Culture
1. To promote diversity and ensure that all Council initiatives, polices and processes are
inclusive and equitable for all.
2. To promote a culture and supporting framework of continual learning that enables
performance improvement and transformational change.
3. To work with managers to devise and deliver workforce planning solutions which embed
the principles and values of the City Council and associated behaviours.
4. To undertake any other duties appropriate to the post
Job description
Job responsibilities
Performance
1. To contribute to the analysis and evaluation of workforce planning solutions in order to
inform future strategies and plans.
2. To ensure that advice and solutions are informed by a focus on cost effectiveness and
efficiency to enable service improvements and deliver financial targets.
Page 2 of 7
3. To represent the directorate in local, regional and national initiatives.
4. To support the wider team as necessary, e.g. by providing appropriate one to one feedback
using appropriate coaching, mentoring, mediation and assessment centres (for example
OPQs).
5. To collect, analyse and maintain data gathered to inform targeted development (e.g.,
succession planning).
6. To develop effective strategies for identifying skills gaps within the workforce
Resource Management
1. To manage and use resources effectively and efficiently.
2. To network with external contacts to maintain levels of professional expertise and facilitate
joint working.
3. To work collaboratively with all key stakeholders to develop existing practices and work
proactively as required, to promote and deliver initiatives for new and more efficient use of
resources.
4. To work collaboratively with colleagues within HR & in other Directorates to ensure that
requests for workforce data, such as the production and provision of statutory returns, is
well planned and effectively delivered.
Communications
1. To establish and maintain effective relationships with managers and front-line staff.
2. To ensure effective communication and liaison across the Workforce function to enable a
co-ordinated approach to service delivery.
3. To be able to provide challenge and constructive feedback in a manner that enhances
service delivery.
4. To actively promote and articulate the use and benefits of strategic workforce planning
and talent approaches
5. Motivate and inspire managers and staff to engage in development and leadership
opportunities that will support individual and organisational needs
6. To develop and maintain an external professional network to keep abreast of innovative
ideas and stay up to date with best practice and incorporate them into our ways of working.
Culture
1. To promote diversity and ensure that all Council initiatives, polices and processes are
inclusive and equitable for all.
2. To promote a culture and supporting framework of continual learning that enables
performance improvement and transformational change.
3. To work with managers to devise and deliver workforce planning solutions which embed
the principles and values of the City Council and associated behaviours.
4. To undertake any other duties appropriate to the post
Person Specification
Qualifications
Essential
- Be a Learning & Development/Workforce/HR professional with a relevant professional qualification e.g. CIPD Level 5 qualification or the ability to work towards CIPD qualification
Experience
Essential
- Have knowledge and understanding of different approaches to
- workforce planning
- Substantial hands on experience in workforce planning and
- development
- Experience of planning and delivering effective and sustainable
- workforce planning and development solutions
- Demonstrated experience working in a fast-paced work environment and delivering results in a cross-functional team setting
- Demonstrate effective communication including presentation,
- report writing and training techniques
- Proven track record of providing professional outcome focussed
- organisational development advice to senior managers
- IT literate with ability to use Microsoft Office packages and learning
- management systems and understand financial data
- Ability to organise and prioritise a varied and flexible workload
- successfully
- Demonstrate supportive and constructive feedback techniques
- Proven highly developed influencing and persuasive skills as evidence by convincing managers of a particular course of action to achieve a desired result
- Create a credible, collaborative and consultative style to communicate with a broad range of managers, employees and other stakeholders to deliver effective solutions
- Work effectively as part of a team and demonstrates and role models effective behaviours, values and leadership qualities
Person Specification
Qualifications
Essential
- Be a Learning & Development/Workforce/HR professional with a relevant professional qualification e.g. CIPD Level 5 qualification or the ability to work towards CIPD qualification
Experience
Essential
- Have knowledge and understanding of different approaches to
- workforce planning
- Substantial hands on experience in workforce planning and
- development
- Experience of planning and delivering effective and sustainable
- workforce planning and development solutions
- Demonstrated experience working in a fast-paced work environment and delivering results in a cross-functional team setting
- Demonstrate effective communication including presentation,
- report writing and training techniques
- Proven track record of providing professional outcome focussed
- organisational development advice to senior managers
- IT literate with ability to use Microsoft Office packages and learning
- management systems and understand financial data
- Ability to organise and prioritise a varied and flexible workload
- successfully
- Demonstrate supportive and constructive feedback techniques
- Proven highly developed influencing and persuasive skills as evidence by convincing managers of a particular course of action to achieve a desired result
- Create a credible, collaborative and consultative style to communicate with a broad range of managers, employees and other stakeholders to deliver effective solutions
- Work effectively as part of a team and demonstrates and role models effective behaviours, values and leadership qualities
Additional information
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
