Job summary
We are looking to appoint a crucial, senior member of the Clinical Group's Executive Team who will work closely with our clinical operational teams, lead the workforce team and deliver our workforce strategy. The post holder will report directly to the Clinical Group Chief Executive, with a professional reporting line into the Deputy Chief People Officer of the Trust.
We are looking for an individual who shares our values and ambition, with the drive and commitment to delivering an innovative, high quality and values-based programme of work. This is an interesting and challenging post so you will need to possess a broad depth of knowledge and experience within human resources with the resilience, ingenuity and interpersonal skills to take forward our workforce agenda. The post would suit someone who has a track record of delivery, and who is engaging, approachable and customer-focused. Fundamentally, you should be motivated to apply your expertise and that of your team to supporting the delivery of excellent care to women and children.
Please contact Zara Fido, Executive Assistant to the Evelina London interim Chief Executive if you would like to arrange an informal discussion before applying.
Interviews will be held on Monday 6 February 2023.
Main duties of the job
The People Director is a key member of the Evelina London Clinical Group's (CG) executive team accountable to and reporting to the Clinical Group Chief Executive and professionally accountable to the Trust's Deputy Chief People Officer.
Where appropriate, the role will be required to deputise for the CG Chief Executive as part of the senior executive team and the Deputy Chief People Officer as required. The CG People Director will contribute to the successful working of the executive team and wider clinical group, and will be a member of the CG Board, providing assurance across the CG People agenda.
About us
Evelina London Clinical Group is part ofthe Guy's and St Thomas' NHS Foundation Trust and we are responsible for providing the Trust's services for women and children across South London and South East England through our hospital services and community teams. We play an active role in the South East London ICB.With over 4,000 dedicated staff, and led by a Chief Executive and Executive Team, we have significant devolved authority to focus operationally and strategically upon the needs of our patients and service users. We also benefit from being part of a large and successful NHS foundation trust, whose values we share. We have a huge and exciting strategic development programme, and a strong organisational culture.
We are happy to consider flexible working requests. We are committed to broadening the diversity of people we employ so that our workforce is more representative of all sections of society, at all levels of the organisation. We are a Disability Confident employer and understand our responsibility to make reasonable adjustmentsfor people who have a visible or invisible disability.
Job description
Job responsibilities
Please see attached Job Description for full details of duties and responsibilities.
The People Director is responsible for providing effective and specialist support and advice across all aspects of HR and OD within Evelina London Clinical Group (CG) and to operate as part of the wider Trust senior people leadership team to shape Trust wide strategy and policy. The post will also have direct accountability for the workforce transformation and innovation strategies and plans within their CG.
The post is responsible for the strategic direction and performance of the embedded CG people function and will lead on developing and driving a high-performance, positive and inclusive culture within their clinical group. The postholder leads the embedded CG people team, working collaboratively with the People Operations and People Communities of Expertise teams in a matrix cross functional way to identify opportunities to improve the People service across the Trust in order to improve patient care.
The CG People Director will lead the development of people solutions and capability required to deliver the CGs strategic objectives and operational business plans. The CG People Director will seek out and use both internal and external workforce insights, intelligence and analytics, to identify people management requirements across the wider group.
Job description
Job responsibilities
Please see attached Job Description for full details of duties and responsibilities.
The People Director is responsible for providing effective and specialist support and advice across all aspects of HR and OD within Evelina London Clinical Group (CG) and to operate as part of the wider Trust senior people leadership team to shape Trust wide strategy and policy. The post will also have direct accountability for the workforce transformation and innovation strategies and plans within their CG.
The post is responsible for the strategic direction and performance of the embedded CG people function and will lead on developing and driving a high-performance, positive and inclusive culture within their clinical group. The postholder leads the embedded CG people team, working collaboratively with the People Operations and People Communities of Expertise teams in a matrix cross functional way to identify opportunities to improve the People service across the Trust in order to improve patient care.
The CG People Director will lead the development of people solutions and capability required to deliver the CGs strategic objectives and operational business plans. The CG People Director will seek out and use both internal and external workforce insights, intelligence and analytics, to identify people management requirements across the wider group.
Person Specification
Knowledge/ Qualifications
Essential
- Master's degree, and additional in-depth professional training and specialist knowledge, acquired through training and experience over an extended period
- Chartered Member of Chartered Institute of Personnel & Development / FCIPD or equivalent experience
- Evidence of continuing professional development in service improvement e.g. process mapping, demand and capacity analysis, role redesign.
Experience
Essential
- A proven track record of strategic and operational management at a senior level in a large complex organisation, including staff management, financial management and change management.
- Membership of a multi-disciplinary executive team
- Previous experience of workforce planning
- Experience of project management in the design, development and implementation of change management
- Experience of working in a change environment with multiple stakeholders and securing their engagement, resulting in a successful project
- Experience of service redesign, with evidence of achievements in quality, efficiency with substantial financial savings.
- Experience of influencing staff at all levels to ensure project objectives are owned by all members of the teams including users and stakeholders.
- Evidence of the ability to persuade teams to take on new ways of working and to consistently challenge the status quo
Skills
Essential
- Ability ti positively influence people at all levels of the organisation, with a particular focus on the impact on patient experience.
- Well-developed ability to: ? Customise people strategies ? Shape effective change management plans ? Identify learning and development needs in a systematic way ? Provide coaching and support on complex ER issues ? Lead employee engagement initiatives ? Use HR information systems to gather people data and insights
- Capable of inspiring people to think and act innovatively and to challenge established ways of doing things.
- Highly developed problem-solving, negotiation, interpersonal, administrative, budgetary, analytical, statistical, presentational, communication and leadership skills.
Person Specification
Knowledge/ Qualifications
Essential
- Master's degree, and additional in-depth professional training and specialist knowledge, acquired through training and experience over an extended period
- Chartered Member of Chartered Institute of Personnel & Development / FCIPD or equivalent experience
- Evidence of continuing professional development in service improvement e.g. process mapping, demand and capacity analysis, role redesign.
Experience
Essential
- A proven track record of strategic and operational management at a senior level in a large complex organisation, including staff management, financial management and change management.
- Membership of a multi-disciplinary executive team
- Previous experience of workforce planning
- Experience of project management in the design, development and implementation of change management
- Experience of working in a change environment with multiple stakeholders and securing their engagement, resulting in a successful project
- Experience of service redesign, with evidence of achievements in quality, efficiency with substantial financial savings.
- Experience of influencing staff at all levels to ensure project objectives are owned by all members of the teams including users and stakeholders.
- Evidence of the ability to persuade teams to take on new ways of working and to consistently challenge the status quo
Skills
Essential
- Ability ti positively influence people at all levels of the organisation, with a particular focus on the impact on patient experience.
- Well-developed ability to: ? Customise people strategies ? Shape effective change management plans ? Identify learning and development needs in a systematic way ? Provide coaching and support on complex ER issues ? Lead employee engagement initiatives ? Use HR information systems to gather people data and insights
- Capable of inspiring people to think and act innovatively and to challenge established ways of doing things.
- Highly developed problem-solving, negotiation, interpersonal, administrative, budgetary, analytical, statistical, presentational, communication and leadership skills.
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).
