Group Director of Organisational Development & Culture

Job description

Job responsibilities

People Function Leadership

Assist in the design, delivery and implementation of the Group People Strategy through strong engagement with stakeholders.

Use data relating to services and patients to provide insights into People solutions, to identify plans for mitigation and to address opportunities and risks.

Partner with customers to understand their current and future needs and contract with them effectively through other SLT members.

Integrate diversity and inclusion principles into all areas of our people practice.

Support the development of a continuous improvement approach to workforce transformation across site activities.

Coach and lead by example and work as a unitary member of the SLT.

Keep abreast of national developments in people practices and take a systemic system wide approach to understanding and framing emerging organisational and system issues.

Proactively contribute to the development of operational workforce plans ensuring they are consistent all People priorities and Group objectives.

Team management and development

To directly manage relevant Head(s) of Learning and Development; Organisational Development; Equality, Diversity & Inclusion; Staff Wellbeing and Counselling Leads.

To provide ongoing guidance and managerial support to the team, leading by example and championing a learning culture.

Undertake coaching and performance management activities with teams and individuals, modelling behaviours of a good leader and to be able to give constructive feedback.

To ensure all team members are set objectives and KPIs, receive regular supervision, appraisals and updated personal development plans.

To ensure the team is properly staffed at all times to maintain a high level of service.

Overseeing the effective utilisation of all site-related workforce budgets, including around establishment control, apprenticeships and the delivery of staff-related cost improvement programmes.

Leading Organisational Development and Culture change

Accountable for the successful delivery of a range of Group-wide People & Culture programmes of work.

Responsible for developing and implementing a comprehensive organisational development and culture strategy and performance improvement programmes that align with the Groups overall business goals and objectives; building cultural change that enhance employee performance, fosters a positive work culture and drives organisational success.

Partner with senior leaders and key stakeholders to identify and address organisational development needs, gaps, and opportunities.

Conduct organisational assessments and diagnose organisational issues to identify areas for improvement and develop targeted interventions.

Lead cultural transformation initiatives and foster a positive work environment that promotes collaboration, innovation, and continuous improvement.

Actively promote partnership working and cultural change through user/carer involvement in the development of policy and strategy and change management.

Provide strategic leadership on the NHS Staff Survey for the Group; develop and deliver associated Group improvement plans and support Heads of Service to develop and drive action plans within their Divisions.

Provide leadership coaching and development to senior leaders and managers to enhance their leadership capabilities and drive employee engagement.

Leadership and talent management

Responsible for the development and implementation of the Group approach to leadership development and talent management, ensuring there is a robust approach to succession planning and talent management for key roles and more broadly across the Group.

Working closely with colleagues across the Group to lead on the learning and talent agenda, linked with aspirations to be a learning organisation. Design and deliver programmes and initiatives that support employee development, talent management, and succession planning and building of high performing teams.

Responsible for the continuous review of the leadership and management development offer, ensuring our programmes build capabilities and capacity of leaders, including clinical leaders, at all levels across the Group to accelerate cultural and service transformation.

Build strong relationships with the national bodies such as the Leadership Academy and HPMA plus local partners in South-West London to further the leadership agenda.

Oversight of the design and delivery of bespoke development activity for senior leaders within the organisation, up to and including board level.

Manage the interface with Group shared services and specialist people management functions, ensuring there is clear hand-off and responsiveness to people related needs on the hospital sites.

Learning and Development (L&D)

Lead a programme of change to create one integrated team that has a consistent and single Group wide approach to:

- corporate induction and on-boarding of staff, integrated with the Group recruitment service

- Mandatory and Statutory (MaSt) training, streamlining and removing unwarranted variation (working with subject matter experts)

- recording learning management through appropriate system(s); overseeing the programme of implementation, working with IT services and workforce information teams

- increasing adoption of e-learning and other learning technologies

- management of learning centres, standardising the support to users across the centres

- assessing long-term capacity and capability requirements for the team to reflect the agreed integrated working model

- reviewing the system wide education and development requirements of the Group in collaboration with key stakeholders in Medical and Nurse Education, ensuring the development of education and workforce development strategies and interventions to meet those needs

- ensuring L&D investments (on-the-job training, in-house development programmes, coaching/mentoring, e-learning, external conferences, workshops, facilitated training delivered off the job, blended learning) are the rights ones and activity is directed towards improving individual and organisational performance through developing employee capability

- monitoring and evaluating the impact of learning and development activity, assessing transfer of the learning to the workplace and the wider impact on the business.

Oversee the allocation and utilisation of income from NHS England, Apprenticeship Levy and other learning and development income to ensure best value for investment and alignment to the Group priorities.

Equality, Diversity & Inclusion (EDI)

Manage the performance and direction of the EDI function for the Group, to ensure that the strategies that are built are evidenced and researched based, innovative and will effectively deliver our ambition of equality and equity throughout what we do.

Oversee the development of a more inclusive culture that prioritises civility, respect, individuality, collectiveness and belonging in the workplace. Provide strategic and operational direction and leadership in relation to equality, diversity and human rights matters, overseeing EDI business assurance, people analytics, performance management and project and programme management support.

Facilitate ongoing Group-wide engagement and focus on this agenda at all levels, to ensure our workforce reflects the communities, service users and patients we serve.

Staff Wellbeing

Oversee the development of long-term wellbeing strategies for the Group, with a meaningful programme supporting improvements based on current evidence and best practice in response to wellbeing-related staff survey results, including appropriate evaluation of programmes, to ensure benefits are realised.

Work with colleagues across the regional system to make best use of resources, opportunities and comprehensive access to health and wellbeing support.

Other Responsibilities

Engage as an effective member of the Hospital Site Management Team and embody the Groups Outstanding Care, Together values, role modelling good leadership and inclusion through own actions and challenging behaviours that fall short of those expected.

Build a strong People Services community that delivers a high-quality service to clients.

Contribute to business performance by being accountable for the effective review and management of People management budgets, demonstrating value for money in the way services are delivered.

Accountability for the effective management of pay and non-pay budgets.

Senior leadership responsibility for identification of and delivery of cost improvement programmes.

To receive and deal with any escalated complaints about relevant areas of the People Service.

Person Specification

Education & Qualifications

Essential

• Highly developed specialist knowledge of organisational development, learning and development, and / or equality, diversity and inclusion through experience and professional qualification

Desirable

• Educated to Master's level or holder of relevant professional qualification in Organisational Development, Change, Social Psychology or similar field

Skills & Competencies

Essential

• Able to develop, deliver and implement wide reaching long-term strategy and service plans for supporting and developing individuals, teams, and groups / communities of practice
• Ability to translate strategic goals into clear delivery plans
• Evidence of ability to act as a leadership role model, advocating best practice interventions across complex organisations that promote equality, fairness, dignity, and respect
• Able to facilitate change in a way that includes diverse voices, and inspires and engages the organisation
• Champions a continuous improvement mindset and a 'can do' approach to ensuring OD delivers added value through its services
• Regularly undertakes research and development in relation to organisational development and capability requirements, including horizon scanning for upcoming good practice, benchmarking with other organisations/industries to add value to our internal OD/L&D services, triangulation of data to provide meaningful analysis of organisational trends and regularly maintains own continuous professional development
• Ability to work effectively in a matrix environment, modelling resilience through leadership of others and creating a sense of direction in challenging times
• Confidence and credibility to operate at a senior level, with the ability to take a visible lead in progressing difficult issues for the benefit of the organisation
• Employee centric approach delivering high quality services at scale, underpinned by the production and effective use of relevant data, processes and systems

Knowledge & Experience

Essential

• Experienced leader able to influence and drive change and transformation at the highest level
• Significant track record of building leadership capability, team development, facilitation and OD skills
• Proven track record of leading the development of compassionate and inclusive cultures from team to organisation level
• Significant experience of operating effectively in a political environment with cultural sensitivity
• A demonstrable track record of delivering high quality results at pace and at scale
• Substantial experience of dealing with executive and divisional level colleagues within large organisations in previous Director of OD or equivalent role

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.

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).

Employer details

Employer name

St George's University Hospitals NHS Foundation Trust

Address

St Georges University Hospital

Blackshaw Road, Tooting

London

SW17 0QT

Employer's website

https://www.stgeorges.nhs.uk/work-with-us/ (Opens in a new tab)