Job responsibilities
Job
Purpose
Play an active role within the Board of Directors as a full voting
member and contribute to the overall development and implementation of the
organisations long-term vision, strategic direction, corporate plans and
governance arrangements.
The Director of People
and Inclusion has overall responsibilities for the development and
implementation of CityCares People and Culture strategy and achievement of
all Corporate people related objectives and targets, developing a strategy
that places our staff and patients at the centre and ensures CityCare is a
great place to work.
Lead and develop our
people support functions, including learning and development, business
partnering, recruitment, HR services and communications.
Executive lead for
Equality, Diversity and Inclusion (ED&I).
Lead a service that
understands, develops and embeds the culture of the organisation and also
delivers an effective and efficient people service. Develop and support the
Directorate to deliver a first class service to all users ensuring this is
timely, accurate and consistent.
To take corporate responsibility for the
strategic planning, development and management of CityCares internal and
external communications.
Work across the
Nottinghamshire Integrated Care System, ensuring a collaborative and open approach
to cross organisational partnerships.
Dimensions
Corporate responsibility for financial resources,
organisational assets and Information systems for the organisation
Management of the HR, OD, Equality Diversity
and Inclusion, Learning and Development and Communication teams.
The budget for Nottingham CityCare Partnership
is £51m. Nottingham CityCare Partnership employs over 1,000 people in a
variety of disciplines.
Key Responsibilities
To fulfill all statutory responsibilities as a member of the Board and
an Executive Director of CityCare.
Lead CityCares people and culture agenda, developing a strategy that
places our staff and patients at the centre and ensures CityCare is a great
place to work.
Lead a service that understands, develops and embeds the culture of
the organisation and also delivers an effective and efficient people service.
Develop and support the Directorate to deliver a first class service to all
users ensuring this is timely, accurate and consistent.
Professional lead on HR and workforce matters. Providing professional
advice to the Board on all aspects of people management and workforce
strategies. Being the trusted advisor on all people issues to the Chief
Executive and other members of the Board
Take responsibility with other Directors for the quality of service
and care provided to patients, the strategic direction of CityCare, the
delivery of performance and the financial targets.
Be responsible with the Board for identifying the changing dynamics of
the organisation, the services it provides and the stakeholders concerned to
lead CityCare towards successful outcomes.
Lead and build a reputation as a responsible business through a strong
understanding of working within the local community.
Represent, and act as an ambassador for the organisation, acting as a
role model at all times, demonstrating and promoting the organisations
values and expected behaviours.
Responsible for building and maintaining positive relationships and effective
partnership working with key stakeholders.
Participate in and fulfill the requirements of the Executive Directors
on-call arrangements.
Strategy/OD
Lead on the development
of the CityCare People and Culture strategy ensuring this is inclusive, and
enables best practice people strategies.
Work with the Chief
Executive and Board to develop and deliver a programme of work that meets the
overall CityCare strategic objectives.
Lead on the development of the People strategy to make CityCare the best
place to work regionally and attract and retain top talent in the
organisation.
Ensure our CityCare
Values are replicated in the way we work, through values based recruitment,
induction and appraisal, allowing the organisation to recruit and retain people
whose values resonate with our own.
Continue to develop, implement and maintain talent
management/succession planning work-streams to deliver a highly skilled
workforce.
Facilitate ongoing delivery of improvement of the organisations
results in the national staff survey, with an improvement trajectory in line
with the organisations strategic objectives.
Workforce Planning, Information
and Productivity
Lead the development of effective workforce planning and modeling
across the organisation, ensuring the production and implementation of
workforce plans for our major service areas in line with our strategic
objectives, and engage in system workforce planning so that local plans take
account of system priorities and vice versa.
Ensure that effective recruitment and retention plans are in place to
minimise staff turnover and use of agency staff. Lead executive director for
reducing temporary staff expenditure.
Ensure the provision of good quality and timely workforce information
to the Board and senior leaders to support effective strategic planning and
management of our workforce. Use workforce data to develop relevant responses to issues that are highlighted
in the data raising any issues where these may arise.
Provide and maintain effective workforce information systems and
develop workforce intelligence to support the organisational performance
management systems.
Define and report on a set of comprehensive workforce key performance
indicators (KPIs) and metrics, working across
directorates to drive workforce performance into the upper quartile, creating
robust workforce performance management arrangements that will ensure that
the organisation meets all national and local standards and targets.
Staff Engagement and Wellbeing
Make every person matter
by developing a staff engagement strategy and action plan that allows the
organisation to take a holistic approach to staff and their individual needs.
Use staff feedback to
develop strategy and programmes of work that respond to the feedback
received.
Overall management
responsibility for ensuring effective Occupational Health & Well-being
plans.
Oversee the health and
well-being of staff by the development of health, wellbeing and welfare
programmes that allows staff to take responsibility for their own well-being.
Support the development of a culture where people at all levels feel
able and supported to speak up about any concerns they may have.
Work with Trade Unions
to develop close relationships to better the experience of all staff at
CityCare
HR Service Delivery
Ensure that all transactional services are effective and efficient and
meet the needs of our service users ensuring
any issues of concern are managed in a proactive manner.
Ensure that HR and OD professional advisory services are fit for
purpose and are fully aligned with and complementary to the operational
services.
Ensure that HR business arrangements are fully embedded and that line
management takes ownership for people management and development activities.
Ensure that a mechanism is in place to measure the effectiveness of
all aspects of the HR and OD service.
Training and Education
Working with executive directors and senior leaders, develop
leadership capacity and capability throughout the organisation to support
enhanced performance, recruitment and retention and job satisfaction and
engagement of staff. The post holder will take the lead role in reviewing and
revising the organisations leadership strategy and ensure that a cohesive
leadership strategy is in place that factors in talent management, succession
planning and future organisational leadership requirements.
Provide leadership for the continued evolution of learning and
development opportunities for our staff, working in partnership with other organisations
as needed, and fostering innovation and creativity.
Equality Diversity and Inclusion
Ensure that inclusion is central to all that we do at CityCare through
the development of relevant policies, procedures and protocols.
As the executive lead for diversity and inclusion, develop and monitor
our improvement plans to exceed the expectations of our staff and our
patients. Creating a culture where we genuinely celebrate the diversity of
our organisation and community.
Work with our leaders and staff representatives to create an inclusive
culture where everyones voice and experience matters, including engaging
staff through the Equality, Diversity and Inclusion Committee and via the organisations
Staff Networks.
Ensure the organisation meets EDI requirements in relation to WRES,
WDES, gender pay gap and annual diversity reporting, including developing
meaningful action plans in collaboration with staff, where reporting
indicates areas for improvement, and be accountable for achievement of year
on year improvements.
Communication
To take corporate responsibility for the strategic planning,
development and management of CityCares internal and external
communications.
Management of planned communications and marketing activity as well as
managing crisis communications.
Lead the development of brand voice and maintenance of brand integrity
across all platforms.
Manage media relations and develop contacts with media members,
influencers, and community leaders.
To ensure an effective and systematic stakeholder analysis and plan is
in place and is reviewed regularly.
Leadership and Management
Provide professional
leadership and management of the directly managed teams.
Support the development of
capacity and capability in teams and for managers across the organisation
