Job responsibilities
Areas of responsibility Technical
The post holder manages the performance of the Human Resources function, providing a business focused and high-quality HR service which facilitates the achievement of the Trusts strategic and operational goals.
The post holder will also work collaboratively with the Associate Directors to ensure the delivery of a fully rounded HR service.
Deputy Chief People Officer and HR Leadership
To deputise for the Chief People Officer across the full range of both workforce and corporate responsibilities, including attendance as required, at Trust Board and other corporate and system meetings.
To Lead the annual business and service planning process for the People Directorate in line with corporate and organisational objectives supporting the Chief People Officer.
As part of the People function senior team provide strong visible leadership that ensures the delivery of excellent people services, maintaining a presence with HR staff and services and a proactive working relationship with senior operational and clinical staff.
To support the Director of People and Organisational Development to develop, implement and maintain a People strategy and plan to deliver against the Trust strategy, and clinical direction national initiatives and employment legislation requirements.
To lead on evaluation and monitoring of the impact of strategies and plans and ensure their regular reporting of progress in a timely way.
To ensure that there are appropriate performance monitoring and reporting arrangements in place to measure the effectiveness and impact of the HR services across the Trust; and that timely and responsive action across the trust to address risk areas
To collaborate with other senior colleagues within the HR Directorate to identify and manage key workforce related risks that pose a potential challenge to the organisation; taking a lead role managing the Directors Risk Register
To build and maintain key strategic relationships internally and externally to manage business and enable effective co-production and joint problems solving
Line management and personal development of direct reports focused on objectives which deliver the highest standards of performance, coaching them in the delivery of their roles and supporting them to be the best they can be.
As a member of the People function senior leadership team ensure the department delivers against its budget, financial plans/CIP and efficiencies, contract management and ensure effective governance and risk management.
To actively contribute to the Trust strategic goals and priorities, including the business plan priorities by ensuring the workforce planning, workforce intelligence and governance frameworks are coordinated, effective and strategic.
Professional, Regulatory and Compliance
To ensure that the HR professionals across the directorate operate to the highest professional standards and have opportunities for career progression within their professional discipline
To be a strategic point of contact for staff side and ensure the smooth running of JNCC and LNC; and have a key operational role with JNCC and LNC.
Advise Trust Board, Executive members and the HR directorate on appropriate HR governance and compliance arrangements to demonstrate compliance with internal and external standards and ensure these are embedded across the organisation, for example NHS employers, NHSE/I and CQC.
To ensure terms and conditions of employment and national agreements are applied correctly and to negotiate local agreements when required
Responsible for the review, maintenance and implementation of employment policies, procedures and guidelines across the organisation, in partnership with staff side colleagues Ensuring that these reflect national and local imperatives, and current employment legislation, and are integral to the culture and strategic direction of the organisation.
To horizon scan and ensure the Trust is updated of all regulatory changes, providing briefing notes to the executive team as required.
To provide assurance to the workforce and renumeration committee and Trust Board on risk related to regulatory standards; supporting committees at the regulatory HR advisor.
To ensure workforce systems and processes are developed to ensure high standards of governance and are delivered and evidenced meeting NHSE/I and CQC standards.
Support leaders to negotiate and communicate effectively with trade unions when required and manage and facilitate the effective resolution of all employee relations issues across the Trust, including clinical and non-clinical investigations, discipline, dismissal, grievance, absence and capability issues, providing strategic and operation advice that balances the risk of litigation against service requirements.
The post holder will provide professional advice to the Executive Team on complex HR matters, be responsible for the development and delivery of professional HR advice and workforce services across CNWL, and serve areas such as the renumeration committee, NED recruitment and any other Trust wide HR functions.
To work with regional HR group to develop joint policy process and procedures as a system approach for HR delivery
Provide strategic advice on appropriate governance/ compliance arrangements to demonstrate compliance with internal and external standards and ensure these are embedded across the organisation for example NHS employers.
Workforce Planning, Resourcing and Recruitment
To matrix manage the right group of staff from across the Trust and leads the Trusts approach and implementation of workforce and strategic workforce planning, liaising with the executive accordingly and ensuring we have robust annual and longer-term workforce plans on place aligned to corporate strategies and clinical models of delivery
To ensure that there is a robust approach using data and business intelligence to aid good workforce planning; a strategic business partnering approach to recruitment and retention; and well managed systems and temporary staffing arrangements.
To build the Trusts reputation and effectiveness as a model employer using resourcing initiatives, brand work.
To contribute toward ensuring that leadership development supports talent management for the team and for senior leaders across the Trust to develop the capacity and capability of the Trust.
Oversee the development of performance metrics and key performance indicators across all services to develop plans, measure success and plan workforce demands.
To be a role model for the new ways of working, coaching and supporting teams in the organisation.
Teams
Areas General
Partnership
To provide leadership, clear objectives, support and development to direct reports and ensure this is being provided by them to the team members they are responsible for.
Ensure effective performance measures are in place and the performance of the department is consistently of a high standard.
To encourage team working and relationship building within the team and facilitate development, networking and team building events.
As well as demonstrating leadership act as a coach and mentor for all senior staff for which the post holder has responsibility, to ensure that they are fully supported to enhance their individual learning and development and therefore contribution to the Trust.
To actively seek and exploit opportunities for innovation and improvement in the delivery of services, commissioning research and QI projects as appropriate that will ensure services keep abreast of the best in the HR industry and are at the forefront of innovation within the NHS.
Ensure that a culture of regular one-to-ones, team meetings, professional development, mandatory training compliance and annual appraisals is embedded throughout all teams.
Responsible for setting and demonstrating excellence and building capability and performance within the Directorate.
Responsible for ensuring the delivery of the highest quality people management standards to enable the Trust to deliver its strategic objectives and thereby provide excellent services to patients.
Ensuring workforce teams have an improvement mind set and focus on delivering excellent customer service in the most cost-effective way.
To manage pay and non-pay budgets for areas of responsibility, ensuring the best use of resources within budget limits. To identify and deliver annual efficiency savings for each of the budgets managed and work as part of the directorate team to agree the annual budget plans.
To work in partnership with other local health and social care providers to create a whole locality approach to the development of staff within all areas of the health economy.
Take delegated responsibility for delivery of a defined elements of the People Strategy, including projects, ensuring delivery is on time, and in budget.
To work in accordance with the Trusts SCARF principles embracing them across everything we do
To be an ambassador for the Equality, inclusion and diversity agenda through everyday practice and supporting improvements across the trusts in line with our WRES targets
Research
