Head of Resourcing & Talent

Job description

Job responsibilities

1. Resourcing & Talent Acquisition

• Research and analyse local and national talent acquisition practices and trends. Draw appropriate conclusions, using this knowledge to develop resourcing policy and plans for the Trust.
• Take accountability for the end-to-end recruitment cycle, leading the resourcing teams to deliver high quality, professional support and advice to line managers.
• Work with nursing and AHP leaders, HR Business Partners and others to develop strategic initiatives to fill hard to recruit roles drawing on a range of options including contract type and source market.
• Take overall responsibility for UHSussex recruitment and selection process and deliver ongoing improvements to time to hire and fill rates.
• Manage high standards of compliance with the NHS Employment Check Standards and Safer Recruitment Practices ensuring that these are embedded in all areas of resourcing practice.
• Act as the senior resourcing business partner for the Trust, taking a specific interest in senior appointments, advising managers and directors on attraction, assessment and the offer process to secure the best talent in the market.
• Further develop the UHSussex employer brand locally, regionally and internationally.
• In collaboration with the communications department, manage the organisations social media activity relating to talent acquisition.
• Provide professional advice regarding the language, tone and messaging of advertising material, coordinating outputs to promote a consistent brand.
• Lead on psychometric assessment for the organisation ensuring that it is used appropriately and in accordance with BPS best practice.
• Maintain processes that are fair and transparent, reflect the Trust values and deliver a good experience for line managers and candidates.
• Working closely with the Director of Nursing and others, lead the organisations international recruitment initiatives, managing third party supplier relationships and providing strategic resourcing advice and leadership.
• Manage or provide advice on the management of third party recruitment supplier relationships.
• Ensure that there are systems and processes in place to provide performance information regarding temporary staffing and resourcing activity.
• Provide analysis of highly complex performance information relating to temporary staffing and resourcing and present this to a range of audiences.
• Lead plans to attract temporary workers to the Trust and support the development of an effective and well-resourced staff bank.
• Make best use of the latest technology and thinking in relation to resourcing activity.
• Develop credible and influential professional relationships with line managers, demonstrating a real understanding of clinical and non- clinical services and the significant resourcing challenges that they face.
• Via the delivery of training and support, develop internal capacity and skill in recruitment and selection. This includes designing line manager recruitment training as part of the Trusts leadership development offering.
• Empower line managers to make confident and appropriate resourcing decisions and manage talent within their teams.
• Ensure that mechanisms are in place to facilitate applications for visas and Certificates of Sponsorship.
• Integrate and coordinate the different resourcing options available including permanent and fixed term appointments.
• Drive forward continuous improvement of processes and new working practices within the resourcing teams and ensure that these changes are effectively communicated to stakeholders.
• Produce regular papers and reports in relation to resourcing and talent for Trust committees or groups.
• Ensure recruitment remains legally and ethically compliant and delivers robust, value for money outcomes whilst being customer led.
• Manage internal and external audits, ensuring that areas of weakness are identified and that plans are developed to close any gaps in process or practice.
• Develop a suite of regular reports in relation to resourcing performance and activity, identifying trends regarding hard to recruit areas/low response rates for posts.

1. Talent Management

• Working with OD colleagues and HR Business Partners ensure that talent management is embedded in every day work practices.
• Ensure that the organisation is aware of trends or factors influencing staff turnover and how these impact on resourcing practice and future strategy.
• Promote the use of career counselling as a tool to retain and develop key staff groups.
• In collaboration with divisional and corporate leadership teams play a major role in the development of medium to long term succession planning for the organisation.
• Research and analyse local and national talent management practices and trends, drawing appropriate conclusions and using this knowledge to develop resourcing policy for the Trust.
• Ensure that corporate talent management initiatives are operationalised within the Trust and that they are joined up with resourcing activity.
• Provide advice and guidance to managers regarding succession planning.

1. Temporary Staffing

• Take overall management responsibility for the temporary staffing operation, working closely with the Temporary Staffing Manager and leads to deliver a high performing and business focused staff bank.
• Provide strategic leadership of the temporary staffing function ensuring that this is aligned with the Trusts permanent resourcing activity and operation.
• Lead strategic work streams related to temporary staffing pay across UHSussex.
• Working with the Head of Medical Workforce ensure that the organisation can attract and deploy medical staff as part of a fully integrated temporary staffing service.
• Ensure that there are robust processes in place to deploy suitably qualified, competent, safe and vetted temporary staff and that these individuals satisfy the NHS Employment Check Standards.
• Ensure that UHSussex is compliant with financial and procurement regulations and that the appropriate frameworks are in place.
• Lead regular reviews of fill rates across the Trust and develop plans to address any gaps in performance with a focus on value for money and the use of approved framework providers.

1. Workforce/Resourcing Transformation

• Provide professional resourcing leadership of the workforce transformational agenda in relation to technology, systems and processes with the aim of modernising the UHSussex resourcing function.
• Work with the Sussex Health and Care Partnership to develop system based working, share learning and explore collaboration regarding the resourcing agenda.
• Play a key role in the delivery of electronic workforce deployment (EWD programme) and support the agenda in relation to temporary staff and resourcing.
• Provide subject matter advice to members of the EWD programme on temporary staffing process and practice.
• Design, test and implement resourcing processes ensuring that they are fit for purpose and support the changing needs of the Trust.

Financial Management

• Manage the resourcing departments budget, maintaining effective oversight of the departments financial position, demonstrating strong financial management.
• Ensure that people and financial resources are used appropriately and that financial decisions represent value for money.
• Comply with the Trusts financial standing instructions.

Communication

• The post holder will be required to manage highly complex, sensitive and contentious information for example terms and conditions for substantive and bank staff.
• The post holder will be required to persuade and influence at the most senior levels for example board and sub board level i.e. Chief Nurse, Director of Nursing and other clinical leaders.
• They will present and interpret highly complex information to a range of audiences for example national terms and conditions of service.

People Management and Development

• Coach and develop Resourcing Managers ensuring that there is internal management capacity to meet the needs of UHSussex.
• Ensure high standards of performance management, identifying learning needs and support as necessary.
• Chair regular team meetings to maintain effect communication, cascading key department and corporate massages.
• Ensure that appraisals are completed for all team members annually.
• Participate in regular one to ones with the Director of Workforce Planning & Deployment.
• The post holder will deputise for the Director of Planning & Deployment as required.

Learning and Development

• Attend mandatory training updates as required.
• Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
• Achieve and demonstrate agreed standards of personal and professional development within agreed timescales.
• Identify own learning needs and jointly plan training requirements with your line manager
• Participate in the Trusts appraisal process to discuss how your role will help deliver the best possible care to our patients and help to deliver any changes in service.

This job description is an outline of the role and responsibilities. From time to time due to the needs of the service, we may ask you to flexibly undertake other duties that are consistent with your role and banding, including project work, internal job rotation and absence cover.

The job description and person specification may be reviewed on an ongoing basis in accordance with the changing needs of the department and the organisation.

Person Specification

See person Spec

Essential

• Experience

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

University Hospitals Sussex NHS Foundation Trust (279)

Address

Princess Royal Hospital

Haywards Heath, Brighton, Chichester, Worthing

RH16 4EX

Employer's website

https://www.uhsussex.nhs.uk/ (Opens in a new tab)