Organisational Development Business Partner

Job responsibilities

We are looking for someone with OD business partnering experience and expertise who can really help us to shape this role in a meaningful and informed way.

In this role, you are accountable for:

Professional responsibilities1. Engage with stakeholders and colleagues at all levels within the organisation to build effective high challenge working relationships to enable thedelivery of the NHSBSAs strategy2. Analyse the NHSBSAs strategy, OD strategy, business plans and the wider NHS system to determine priority Organisational Development andDesign interventions that will deliver the greatest return on investment and value for the tax payer3. Work with high levels of autonomy to interpret and lead on OD&D needs and requirements across multiple service streams, directorates andprogrammes of change activity to optimise organisational effectiveness and support the delivery of the organisations strategy4. Carry out highly complex OD interventions, in conjunction with the business , using a range of quantitative and qualitative methods to evaluatethem and drive insight into the effectiveness and impact of the intervention against agreed outcomes5. Work collaboratively with members of the Leadership Team and the broader leadership community, taking the lead of the organisationalanalysis of the strategy and development and implementation of interventions which deliver change and agreed service improvements6. Contribute to the development of the OD strategy, develop OD objectives and plans required to enable prioritisation of work and deliver plannedchange and avoid the destabilisation of business-as-usual priorities7. Utilising internal consulting models to diagnose, design and manage the implementation and evaluation of large scale highly complex ODinterventions ensuring all programmes of work are contracted and agreed outcomes measured, monitored and evaluated to demonstrate valueadd and return on investment8. Carry out highly complex data analysis utilising a range of qualitative and quantitative evidence, data, information and intelligence from a rangeof internal and external sources to develop increased insight into the effectiveness and impact of the OD interventions to drive transformationand continuous improvement9. Support the creation of an environment that ensures stakeholders at all levels have opportunities to contribute to a vision that is clear, inspiringand understood10. Effectively communicate highly complex and controversial issues in a clear and engaging way, documenting agreed co-created contractedoutcomes and the impact of all interventions11. Create, maintain and manage records to track progress through the consulting cycle and assist with a whole business view of interventionssupporting the development of the organisation. Uphold boundaries and confidentiality, adopting an ethical approach to practice and recordkeeping12. Provide and contribute to the Programme risk management reporting mechanism clearly demonstrating risk mitigation, risk management andintervention and escalation where applicable13. Act as lead for assigned OD initiatives, Executive Leadership Team and major change programmes. As appropriate support the CEO, Board andLeadership Team members on interventions for which they are the specified lead, keeping connected to the organisation at all levels14. Ensure effective engagement of relevant stakeholders including Senior Leaders throughout interventions, communicating highly complex andcontentious information in a way that is timely meaningful and appropriate to the audience15. Ensure appropriate development interventions are in place to support the transition of knowledge and skill and the development of capability toembed change16. Ensure organisation wide people processes meet business needs by designing OD intervention that ensures there is consistency of process inline with NHSBSA and L&OD strategies17. Ensure a people centric approach to change is fundamental to all change and transformation and lead by example in creating a culture ofengagement through open and honest communication18. Ensure that OD&D and workforce planning is considered across large scale transformation and provide subject matter expertise to drive changein a people centric way19. Proactively foster a Thought Leadership role researching and curating evidence, benchmarking practice from elsewhere and builds an activeCPD community across the People teams and more widely across the business20. Advise, shape and contribute to the development of the Colleague Engagement Survey ensuring its cultural congruence with Service andChange Strategies and programmes and supporting the business in addressing feedback21. Management of external suppliers and respective delegated OD budgetary spend22. Designated authorised signatory for delegated OD budgetary spend

Whole Organisation1. Offer OD advice to Executive Leaders and Senior leaders and inform organisation design and workforce planning at a whole business level2. Use high levels of organisational analysis/insight to support the Head of Talent Development and Organisational Design to design theorganisations work processes and roles to drive the delivery of the NHSBSAs target state and to continually monitor and deliver improvedorganisation effectiveness.3. Use high levels of insight to drive the delivery of a transformed NHSBSA, its on-going renewal and strategy development4. Provide expert opinion, advice and guidance as to how the organisation can develop future and post transformation core capabilities and coachand support leaders to achieve this capability development5. Support the Head of Talent Development and Organisational Design to implement the lateral processes to ensure the effective flow ofinformation and sharing of practice to support effective collaboration across work areas and functions6. Support the Head of Talent Development and Organisational Design in the development of systems and processes to enable the effectiveleveraging of organisational knowledge to support agility and resilience in the future NHSBSA7. Model a collaborative and influencing style of working, negotiating with Executive Leaders, Senior leaders and all levels within the organisation toachieve best outcomes8. Adopt a partnership approach with wider People Team colleagues to ensure all people policy, processes and practices align to influencemanager/leader/colleague behaviour which realises/reflects the business values, requisite organisational culture and business performance9. Promote and foster a positive and proactive learning culture across the organisation where individuals are encouraged and enabled to takepersonal responsibility and accountability for managing their own career development10. Create new and further develop existing business alliances with external organisations to establish partnership working to ensure jointapproaches to OD across the wider NHS system and utilise best practice, other organisational learning and resources to provide best value tothe tax payer11. Undertake all OD interventions in a context of corporate policy guidance and best practice12. The job-holder would be expected to demonstrate all of the NHSBSA Core Capabilities at a level commensurate with the accountabilitiesdescribed in this job description

Proposed interview dates 18th, 19th and 23rd October

See Job description and person specification document attached for further details.

Personal Qualities, Knowledge and Skills

Essential

• Organisation Design and Development methodologies and approaches including: a. Ability to apply diagnostic tools at individual, team and organisation level b. Design and deliver interventions aligned to organisation, directorate strategies c. Strategic workforce planning skills linked to business planning and organisational goal setting d. Strategic and operational design with ability to design structures, jobs, management and processes e. Facilitation of small and large group, individual feedback, team and organisation level development sessions, formal and informal.
• Engagement and communications skills at all levels but particularly with Executive and Senior Leaders
• Change Management - ability to assess the organisation's change capacity to absorb scale of OD interventions, and the potential risks and impact on business performance
• Leadership and Management Development including developing Executive Directors
• Business Partnering & Consulting - apply a range of involvement/consultation methods to create and generate ownership for ideas for the business, without losing pace or compromising service delivery
• Demonstrates a high level of emotional intelligence to build trust and inspire others
• Creates, maintains and promotes a strong network of connections with colleagues across the organisation and beyond

Desirable

• Project management skills, tools and techniques
• Psychometric and personality assessments facilitator e.g Hogan Development Surveys, Strength Deployment Inventory
• Knowledge and skills in Performance management and talent management, and leadership development

Experience

Essential

• Effective Business partnering, understanding the strategic context of the business
• Organisation Design/redesign demonstrating whole system thinking and organisational effectiveness
• Strategic and team level workforce planning
• Building effective working relationships with internal and external clients
• Coaching and challenging leaders to cause behavioural change
• Accurately diagnosing organisational and development needs using an evidence based approach a. Delivering a range of OD interventions that meet the 'systems' needs b. Evaluating and evidencing OD effectiveness
• Managing and leading change including culture change
• Leading and managing L & D/ OD specialists / advisors
• Managing large and complex projects ensuring people centricity
• Implementing OD and learning processes and technologies successfully
• Developing OD / L&D plans aligned to the relevant intervention and delivering on time/to budget

Desirable

• Designing and delivering leadership development programmes
• Performance managing internal teams and suppliers
• Budgetary Management of own remit

Qualifications

Essential

• Educated to degree level (or equivalent) in relevant discipline
• Evidence of recent and continuous professional development relevant to Organisation Development

Desirable

• Educated to Masters level or equivalent in learning/OD/ Business discipline
• CIPD Chartered Member
• Psychometric testing qualification(s)
• Coaching qualification

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).