Associate Director of Organisational Development & Inclusion

Job description

Job responsibilities

Engagement and organisational development

Lead the Trusts culture and staff engagement programmes and plans working with colleagues to use staff survey feedback to develop improvement plans to promote a fair, supportive, innovative and safe culture, with aligns with our Trust values. Ensure activities are aligned to the national NHS People Plan, People Promise and NHS HR OD Futures programme.

Provide expert professional advice to inform staff engagement activities throughout the Trust.

Lead the development and implementation of staff engagement diagnostics, including coordination of the annual National Staff Survey and quarterly National Staff Survey, and oversee the development of improvement plans and strategies.

Ensure that a range of self-directed engagement tools are available to maximise the ability of teams to improve.

Provide leadership to ensure the design and delivery of engagement and organisational development programmes for teams with complex needs.

Working closely with the Trusts staff side representatives, ensure that there is genuine partnership working relating to staff engagement programmes of work

Ensure that engagement opportunities are accessible for all staff, including generating suggestions and ideas.

Provide strategic leadership to ensure staff are engaged with large-scale change programmes.

Provide expert professional advice to the People Committee, Executive Team, and other senior leaders, ensuring that links between staff engagement and organisational performance are evidenced.

Provide strategic leadership for WWLs Organisational Development programmes, responding proactively and reactively to organisational need.

Well-being

Oversee the development of an inclusive wellbeing strategy and initiatives to ensure we are supporting our staff to feel supported, remain well and in work.

To lead on the delivery of an effective wellbeing support programme for WWL staff, including our employee assistance offer.

Lead the culture of well-being work programme, focusing on ensuring managers and leaders are fostering person centred approaches underpinned by discussions that consider the whole person and their individual needs

Monitor the effectiveness and return on investment of well-being programmes, adjusting as appropriate to maximise participation, engagement and success

Implement effective communication programmes to increase awareness of wellbeing in work.

Lead on the development of effective and innovative approaches to reward and recognition, including working in partnership with the Communications team to deliver the annual STAR awards.

Personal & Leadership development

Organisational lead for WWLs leadership and coaching programmes

Ensure the Trust has fit for purpose, accessible for all, leadership development programmes, to improve leadership capability from first line managers to sub-Board level

Lead on the development of an effective appraisal programme to support personal and professional development; thereby identifying and implementing succession plans for leadership roles and other key career development routes.

Ensure that the WWL Welcome Day effectively starts the onboarding process for new employees, focusing on values, behaviors and organisational culture.

Lead the implementation of an effective values based local induction programme.

Ensure that educational governance systems are in place for all staff groups and divisions, leading to an annual learning needs analysis to inform the annual business planning process requirements. This should include delivery of mandatory and job specific training requirements in addition to CPD

Maximise use of the Trusts apprenticeship levy, aligned to the apprenticeship strategy and annual plan

Equality, Diversity & Inclusion

Provide effective leadership for the implementation of the Trusts equality, diversity and inclusion strategy, aligning to the Equality Delivery System and taking positive action to improve the Trusts WRES, WDES and gender pay gap.

Ensure effective governance programmes are in place which will ensure delivery of the WWL EDI Strategy.

Ensure that equality impact assessments are integrated into all workforce decisions

Ensure all work programmes align to the EDI strategic priorities of increasing diversity and accessibility, improving the experience at work for colleagues who identify with one or more protected characteristic and eliminating discrimination

Amplify diverse voices throughout the Trust through effective co-ordination of staff diversity networks

Locality / Regional working

Represent the Trust on external specialist interest groups and networks. Liaise as appropriate with external consultancy firms and appropriate suppliers

Contribute to the Wigan community wealth building programme, including ensuring work placements and programmes are in place for local residents

Participation in the GM NHS OD Leads network, completing activities as directed by the HRD network

Ensure local trade unions are involved and engaged in workforce transformation programmes

Person Specification

Qualifications

Essential

• Degree level qualification
• Masters qualification in related subject (or equivalent relevant experience)
• Chartered membership of a relevant professional body (or equivalent relevant experience)
• Relevant CPD

Desirable

• Training qualification
• 360 feedback / psychometric feedback facilitator
• Coaching qualification

Experience

Essential

• Significant experience of leading organisational development teams/work.
• Leading complex organisational change and/or staff engagement programmes
• Managing large scale change projects, including developing project plans and managing their implementation.
• Working co-operatively with staff representatives and multi-disciplinary teams to achieve positive outcomes
• Working across team and organisational boundaries to develop and deliver shared objectives
• Developing training and learning materials
• Workshop facilitation and delivering training / communications to large groups of people
• Providing coaching support to others on matters that they are unfamiliar or uncomfortable with
• Managing teams
• Developing organisational policies
• Budget management

Desirable

• Consultancy / client relationship management

Knowledge

Essential

• Management and Leadership development methods
• Staff engagement and culture change methods and techniques
• Current national healthcare policies and issues affecting well-being, leadership and staff engagement

Skills

Essential

• Analyse, interpret and summarise highly complex data
• Communicate and present complex information in a clear and concise manner
• Reports and business case development
• Facilitation 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.

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

Wrightington Wigan & Leigh Teaching Hospitals NHS Foundation Trust

Address

Buckingham Row

Wigan Lane

Wigan

WN1 2NN

Employer's website

http://www.wwl.nhs.uk/ (Opens in a new tab)