Job summary
This is an exciting
opportunity to join a forward thinking, fast paced team instrumental to the continued
success of Portsmouth Hospitals University NHS Trust, recently awarded Good by
the CQC for a second time.
In the Organisational
Development Team we are responsible for the delivery of key work-streams around
culture and leadership, talent management, staff engagement and staff experience
and we are looking for an experienced and motivated Organisational Development
Manager to lead on Leadership, Appraisal, Talent Management and Future Careers/Work
Experience, alongside providing OD support to a clinical division.
You will be responsible for providing
strategic direction on leadership, appraisal, talent management and careers,
ensuring we further develop a culture of compassionate and Inclusive
leadership, continous improvement and learning.
You will have experience of
developing and delivering leadership strategies and leadership development programmes
and have a proven track record of delivering and influencing change.
Ideally you will be
accredited in a range of OD development interventions, such as coaching, mentoring,
MBTi, etc. and be passionate about the development of staff and ensuring PHU is
a great place to work and learn.
If this sounds like perfect job for you, we would love to hear from you.
Interview Date: Friday 16th September 2022
Main duties of the job
To contribute to the design and delivery of people and organisational development strategies and the management of change in support of the organisation’s strategic and operational plans, providing information, advice and services as required. Working with teams across the Trust, to support a programme of continuous organisational performance improvement which helps the Trust achieve its ambition of becoming a high performing organisation. With a specific focus on:
- Management and leadership development.
- Wellbeing, career and performance review.
- Talent management and succession planning.
- Future workforce – work experience and careers.
Working with a consultancy and coaching approach you will collaborate with a clinical division to diagnose, design, deliver and evaluate organisational development interventions to ensure delivery of the Trust strategy, vision, values and desired culture so that the Trust is equipped to provide excellence in care for patients and communities and provide a work environment that staff would recommend as a great place to work.
About us
The Trust is committed to driving excellence in care for our patients and communities and was rated good by the Care Quality Commission report published 2020 and became a University Hospital. We are ranked as the third in the country for research; embedding education and training across the organisation and we continuously strive to achieve our core values which are at the heart of everything we do. The Trusts main hub is the Queen Alexandra Hospital, starting life as a military hospital over a century ago and now one of the largest hospitals on the south coast and you may have seen us on the TV series Nurses on the Ward. The Trust provides comprehensive secondary care and specialist services to a local population of 675,000 people across South East Hampshire. The Trust employs over 8,000 staff and are #ProudtobePHU; our patients come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because its the right thing to do, but because it makes our hospital stronger. If you share our values and our enthusiasm for providing outstanding care and support for patients, colleagues and our community you will find a home at PHU. In recruiting for our team, we welcome the unique contributions that you can bring in
terms of your education, opinions, culture, ethnicity, race, sex, gender
identity and expression, nation of origin, age, languages spoken, veterans
status, colour, religion, disability, sexual orientation and beliefs.
Job description
Job responsibilities
Management and Leadership Development
- To develop the Trust’s vision of a clinically led organisation through effective development and implementation of programmes aimed at improving the levels of leadership capability across Portsmouth Hospitals University NHS Trust (PHU) with particular regard to medical staff, Divisional and Care Group management teams as well as discrete leadership groups.
- To ensure all leadership development activity is consistent with Trust Values and Behaviours and the NHS Leadership Framework and that programmes are effectively targeted at the appropriate audience including aspiring leaders.
- Evaluate and develop existing leadership development programmes which ensure managers have the requisite capability to effectively performance manage and hold individuals to account for their performance. Design and implement further leadership development programmes as identified.
- Provide input as required to NHS Leadership Academy and support the development and implementation of programmes developed through the Academy.
- Responsible for the internal coach and mentor network, assuring adherence to the principles of ethical foundations of coaching practice. This will include the provision of regular supervision and continual professional development. Increase coaching and mentoring capability and establish a register of internal coaches and mentors.
- Develop plans and programmes for a broad range of complex learning activities, ensuring robust evaluation mechanisms are in place, ensuring all development and coaching activity is captured centrally through the Trust’s learning management system and that programmes and plans are capable of being adjusted in response to changing needs or in accordance with local and national drivers.
Wellbeing, career and performance appraisal
- To evaluate and develop existing as well as develop further performance management systems and tools. These should clearly set out the expectations placed upon individuals and teams and which supporting wellbeing, career development and objectively measures performance against expectations and areas for development.
- Responsible for auditing, training staff, incremental pay progression, marketing and working with national workstreams (A4C).
Talent management and succession planning
- Ensure the seamless link between performance, development, and succession through the design of an effective talent and succession framework
- Work in close partnership with the Executive team and senior organisational leaders, to develop the frameworks, principles, and solutions for a transformed Talent pipeline and succession agenda
- Provide strategic and proactive talent and succession consultancy to directors, senior managers, and individuals, managing their expectations and prioritising work to ensure effective delivery of solutions in line with business needs to support the delivery of agile and appropriate resources with the right skills and knowledge including the planning, mapping, and growth of internal talent.
- Lead a transformed workforce planning solution that best places PHU to be at the forefront of understanding talent and capability gaps and future requirements to enable the successful delivery of the Organisational Strategy
- In conjunction with subject matter experts, design and develop effective career development journeys and pathways, supported by excellent learning experiences.
- Lead the NHS Leadership Academy Graduate Management Training Scheme ensuring PHU fully utilises the opportunities this brings.
Future workforce – work experience and careers
- Direct and support the Careers and Work Experience lead to develop strong links between the Trust and local schools, colleges, universities, and youth organisations such as the Princes Trust in order to promote career opportunities within PHU.
- The Careers and Work Experience Lead is responsible for creating systems and processes to enable young people to access meaningful work experience opportunities as a step towards choosing a career in the NHS.
- Support the Career and Work Experience lead to work with department managers and teams to create meaningful work experience opportunities for young people in the area to access and for monitoring their impact.
Divisional Support
- Working with a consultancy and coaching approach, support and collaborate with a clinical division to diagnose, design, develop, implement, and evaluate organisational development interventions at the individual, team and organisational level relating to, employee engagement and experience, culture change, behaviours and values and employee retention.
- Build effective relationships across the clinical division and the organisation to ensure we create relevant interventions and solutions through developing an understanding of context, challenges, and pressures.
- Lead organisation wide work streams on staff engagement and experience, retention, staff recognition, staff benefits, leadership, talent management and team development as well as culture transformation.
- Utilise a range of diagnostics tools to enable teams to develop a deeper understanding of their challenges, situation, and circumstances.
- Provide analysis, interpretation, observations, recommendations, feedback, and action planning for a wide range of OD interventions e.g., staff feedback, staff recognition, benefits, retention.
- Support the organisation-wide planning of the annual NHS staff survey campaign, Quarterly Staff Survey, and real time staff survey to gain maximum response rates from staff.
- Analyse results of the surveys identifying themes and action plans. Work with clinical and corporate groups to help them interpret local results and develop local action plans.
- Collaborate to further develop our staff satisfactions surveys (including the National Staff Surveys) ensuing the Trust gains maximum benefits from these and associated “pulse” surveys.
- Support the internal communications efforts in communicating the results to key stakeholders in a timely fashion.
- Provide input and evaluation on organisational and local level outcomes.
- Manage and provide facilitation of a range of activities including meetings, development and feedback sessions, team development and large-scale engagement events.
Line management
- Line Management of a team of OD Practitioners and administrators including annual leave, wellbeing, career conversations and appraisal, sickness absence etc.
General
Job description
Job responsibilities
Management and Leadership Development
- To develop the Trust’s vision of a clinically led organisation through effective development and implementation of programmes aimed at improving the levels of leadership capability across Portsmouth Hospitals University NHS Trust (PHU) with particular regard to medical staff, Divisional and Care Group management teams as well as discrete leadership groups.
- To ensure all leadership development activity is consistent with Trust Values and Behaviours and the NHS Leadership Framework and that programmes are effectively targeted at the appropriate audience including aspiring leaders.
- Evaluate and develop existing leadership development programmes which ensure managers have the requisite capability to effectively performance manage and hold individuals to account for their performance. Design and implement further leadership development programmes as identified.
- Provide input as required to NHS Leadership Academy and support the development and implementation of programmes developed through the Academy.
- Responsible for the internal coach and mentor network, assuring adherence to the principles of ethical foundations of coaching practice. This will include the provision of regular supervision and continual professional development. Increase coaching and mentoring capability and establish a register of internal coaches and mentors.
- Develop plans and programmes for a broad range of complex learning activities, ensuring robust evaluation mechanisms are in place, ensuring all development and coaching activity is captured centrally through the Trust’s learning management system and that programmes and plans are capable of being adjusted in response to changing needs or in accordance with local and national drivers.
Wellbeing, career and performance appraisal
- To evaluate and develop existing as well as develop further performance management systems and tools. These should clearly set out the expectations placed upon individuals and teams and which supporting wellbeing, career development and objectively measures performance against expectations and areas for development.
- Responsible for auditing, training staff, incremental pay progression, marketing and working with national workstreams (A4C).
Talent management and succession planning
- Ensure the seamless link between performance, development, and succession through the design of an effective talent and succession framework
- Work in close partnership with the Executive team and senior organisational leaders, to develop the frameworks, principles, and solutions for a transformed Talent pipeline and succession agenda
- Provide strategic and proactive talent and succession consultancy to directors, senior managers, and individuals, managing their expectations and prioritising work to ensure effective delivery of solutions in line with business needs to support the delivery of agile and appropriate resources with the right skills and knowledge including the planning, mapping, and growth of internal talent.
- Lead a transformed workforce planning solution that best places PHU to be at the forefront of understanding talent and capability gaps and future requirements to enable the successful delivery of the Organisational Strategy
- In conjunction with subject matter experts, design and develop effective career development journeys and pathways, supported by excellent learning experiences.
- Lead the NHS Leadership Academy Graduate Management Training Scheme ensuring PHU fully utilises the opportunities this brings.
Future workforce – work experience and careers
- Direct and support the Careers and Work Experience lead to develop strong links between the Trust and local schools, colleges, universities, and youth organisations such as the Princes Trust in order to promote career opportunities within PHU.
- The Careers and Work Experience Lead is responsible for creating systems and processes to enable young people to access meaningful work experience opportunities as a step towards choosing a career in the NHS.
- Support the Career and Work Experience lead to work with department managers and teams to create meaningful work experience opportunities for young people in the area to access and for monitoring their impact.
Divisional Support
- Working with a consultancy and coaching approach, support and collaborate with a clinical division to diagnose, design, develop, implement, and evaluate organisational development interventions at the individual, team and organisational level relating to, employee engagement and experience, culture change, behaviours and values and employee retention.
- Build effective relationships across the clinical division and the organisation to ensure we create relevant interventions and solutions through developing an understanding of context, challenges, and pressures.
- Lead organisation wide work streams on staff engagement and experience, retention, staff recognition, staff benefits, leadership, talent management and team development as well as culture transformation.
- Utilise a range of diagnostics tools to enable teams to develop a deeper understanding of their challenges, situation, and circumstances.
- Provide analysis, interpretation, observations, recommendations, feedback, and action planning for a wide range of OD interventions e.g., staff feedback, staff recognition, benefits, retention.
- Support the organisation-wide planning of the annual NHS staff survey campaign, Quarterly Staff Survey, and real time staff survey to gain maximum response rates from staff.
- Analyse results of the surveys identifying themes and action plans. Work with clinical and corporate groups to help them interpret local results and develop local action plans.
- Collaborate to further develop our staff satisfactions surveys (including the National Staff Surveys) ensuing the Trust gains maximum benefits from these and associated “pulse” surveys.
- Support the internal communications efforts in communicating the results to key stakeholders in a timely fashion.
- Provide input and evaluation on organisational and local level outcomes.
- Manage and provide facilitation of a range of activities including meetings, development and feedback sessions, team development and large-scale engagement events.
Line management
- Line Management of a team of OD Practitioners and administrators including annual leave, wellbeing, career conversations and appraisal, sickness absence etc.
General
Person Specification
Experience
Essential
- Working in the NHS or equivalent large organisation.
- Developing OD strategies, plans, policies, and procedures.
Desirable
- Experience of driving and supporting organisational change.
- Organisational skills in planning and managing the execution of a broad range of complex activities, to ensure the delivery of comprehensive programmes.
- Experience of working across professional boundaries, able to enthuse and inspire others using advanced communication and presentation skills.
Skills and Knowledge
Essential
- Ability to design, deliver, and continuously evaluate Trust wide leadership and OD programmes.
- Demonstrates a practical knowledge of the diversity agenda and appreciates the impact of proactive approach to diversity on patient care
- Excellent I.T. skills Microsoft Office.
- Sound analytical and judgmental skills to analyse, interpret and compare a complex range of options when assessing programmes and deigning new programmes.
- Confident facilitation and presentation skills with the proven ability to engage varied audiences.
- High level of verbal and written communication skills with the ability to understand & analyse complex information and clearly articulate it.
- Sound influencing, persuasive & listening skills.
- Ability to prioritise and organise effectively own workload and that of others, such as direct reports and external consultants.
- Ability to build trusted and credible relationships with a range of staff across the Trust, up to and including Board level.
- Ability to establish a culture of continuous improvement, initiating ideas, responding to change opportunities.
- Up to date knowledge of current NHS issues, initiatives, and their impact on OD.
- Diplomatic and pragmatic with ability to build positive Stakeholder relationships with every level, both clinicians and non-clinicians.
- Comprehensive knowledge of national and local priorities and initiatives relevant to the NHS.
- Resilient, ability to work under pressure, Customer Focused, well organised, and innovative.
Qualifications
Essential
- Highly specialist knowledge of one or more HR/OD topics to masters level or equivalent acquired through degree and professional OD/HR qualification.
- Additional training or experience in talent management, leadership development, performance management or work experience and careers.
Desirable
- Certified practitioner in OD interventions such as MBTI, HLM360, Affina OD/Aston, coaching, mentoring.
Personal Qualities
Essential
- Flexible approach.
- Commitment to eliminating inequalities in health.
- Resilience, stamina, self-motivated, and confident.
- Strong focus and ability to build relationships.
- Able to assimilate and act upon constructive criticism.
- Commitment and demonstration of Trust Values as described below.
Person Specification
Experience
Essential
- Working in the NHS or equivalent large organisation.
- Developing OD strategies, plans, policies, and procedures.
Desirable
- Experience of driving and supporting organisational change.
- Organisational skills in planning and managing the execution of a broad range of complex activities, to ensure the delivery of comprehensive programmes.
- Experience of working across professional boundaries, able to enthuse and inspire others using advanced communication and presentation skills.
Skills and Knowledge
Essential
- Ability to design, deliver, and continuously evaluate Trust wide leadership and OD programmes.
- Demonstrates a practical knowledge of the diversity agenda and appreciates the impact of proactive approach to diversity on patient care
- Excellent I.T. skills Microsoft Office.
- Sound analytical and judgmental skills to analyse, interpret and compare a complex range of options when assessing programmes and deigning new programmes.
- Confident facilitation and presentation skills with the proven ability to engage varied audiences.
- High level of verbal and written communication skills with the ability to understand & analyse complex information and clearly articulate it.
- Sound influencing, persuasive & listening skills.
- Ability to prioritise and organise effectively own workload and that of others, such as direct reports and external consultants.
- Ability to build trusted and credible relationships with a range of staff across the Trust, up to and including Board level.
- Ability to establish a culture of continuous improvement, initiating ideas, responding to change opportunities.
- Up to date knowledge of current NHS issues, initiatives, and their impact on OD.
- Diplomatic and pragmatic with ability to build positive Stakeholder relationships with every level, both clinicians and non-clinicians.
- Comprehensive knowledge of national and local priorities and initiatives relevant to the NHS.
- Resilient, ability to work under pressure, Customer Focused, well organised, and innovative.
Qualifications
Essential
- Highly specialist knowledge of one or more HR/OD topics to masters level or equivalent acquired through degree and professional OD/HR qualification.
- Additional training or experience in talent management, leadership development, performance management or work experience and careers.
Desirable
- Certified practitioner in OD interventions such as MBTI, HLM360, Affina OD/Aston, coaching, mentoring.
Personal Qualities
Essential
- Flexible approach.
- Commitment to eliminating inequalities in health.
- Resilience, stamina, self-motivated, and confident.
- Strong focus and ability to build relationships.
- Able to assimilate and act upon constructive criticism.
- Commitment and demonstration of Trust Values as described below.
Additional information
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).
