Job summary
This is an exciting time to be joining us as our new Associate Director of People and OD - Culture, in your first strategic leadership role, having consolidated your knowledge and experience of business partnering, employee relations and just culture principles and practice in your current or previous roles.
Working closely with the Deputy Chief People Officer, you will ensure that our service fulfils the needs of our clinical and non-clinical teams in a way that demonstrates compassion andkindness, in line with our newly launched values - Together, Kindness and Respect.
You will play a key role in the People and OD leadership Team and will support the Deputy Chief People Officer to shape the development of the functions operating model in order to support realisation of the Trust's objectives within our five-year strategy: Aiming High; Changing Lives.
Bringing energy, insight and a passion for inclusion and reducing inequalities, you will demonstrate compassionate leadership and nurture a culture of continuous improvement and excellence across key people practices and processes, ensuring that we get the basics right.
Ultimately, you will be a catalyst for change and will play a pivotal role in supporting the delivery of a highly capable People and OD team that delivers customer focussed solutions. You will also demonstrate the drive and energy required to support making SLaM a great place to work, taking our people with us along the way.
Main duties of the job
You will already have had significant experience of driving strategy and change in a large scale, complex environment, working with senior leadership teams and at subcommittee level, with the ability to establish strong working relationships across systems and inspire your teams to deliver and improve the services we offer to our staff and service users, through the implementation of the People Plan and People Strategy.
You will use this experience to work with our partners at system level to formalise our plans around a collective workforce and participate fully in the modernisation of our estate, leading on employee engagement to ensure teams have every opportunity to design their new environments and explore new roles and different ways of working.
About us
South London and Maudsley NHS Foundation Trust (SLaM) provide the widest range of NHS mental health services in the UK as well as substance misuse services for people who are addicted to drugs and alcohol. We work closely with the Institute of Psychiatry, Psychology and Neuroscience (IoPPN), King's College London and are part of King's Health Partners Academic Health Sciences Centre. There are very few organisations in the world that have such wide-ranging capabilities working with mental illness. Our scope is unique because it is built on three major foundations: care and treatment, science and research, and training.
SLaM employ around 5000 staff and serve a local population of 1.1 million people. We have more than 230 services including inpatient wards, outpatient and community services. Currently, provide inpatient care for approximately 5,300 people each year and treat more than 45,000 patients in the community in Croydon, Lambeth, Lewisham and Southwark: as well as substance misuse services for residents of Bexley, Bromley and Greenwich. By coming to work at SLaM, you will gain experience of being part of an organisation with a rich history and international reputation in mental health care. You will have access to professional development and learning opportunities and have the chance to work alongside people who are world leaders in their field.
Job description
Job responsibilities
Main Tasks and Responsibilities
HR Strategy and Policy
- To support the Chief people Officer in providing a comprehensive HR service to the Trust and providing input to the HR strategy, business plan, Care Quality Commission standards and other HR related governance and compliance requirements.
- To lead in the development of the People & Culture directorates annual objectives and people strategy relating to own areas of responsibility.
- Work on strategic areas of HR as identified by the Trust and the P&C Senior team ensuring these fit with the on-going programme of workforce transformation.
- Ensure operational delivery of aspects of People Plan pertaining to areas of responsibility for the role, ensuring that it is in line with the strategic vision and overall strategy of the Directorate.
- To provide expert knowledge in relevant employment legislation to senior managers within the Trust to support development of a positive Employee Relations culture and the Business Partnering team in the delivery of Trust business.
- To ensure the delivery of Trust-wide workforce performance targets and to contribute to the development and review of key workforce performance indicators.
- To produce and present reports to senior management and Trust committees and groups on HR issues.
- To ensure the Trust is aware of, and working towards, the operation of best practice approaches.
- To analyse relevant national guidance and policies and consider this in relation to the Trusts current procedures, recommending and making changes to local practices where required.
Business Partnering
- To lead a team of high performing business partners to provide comprehensive and proactive workforce expertise to the Directorate management structure.
- To lead the Trusts HR Business Partners in providing a forward thinking, solutions focused approach to managing people issues within Directorates or Corporate Services
- To provide strategic workforce leadership to the Directorate Management Teams and to develop and increase the reach of workforce within the Trusts core business, by understanding and delivering on the key objectives of Directorates, focusing on the needs of providing first rate care.
- Lead the BP team to identify and deliver on Directorate people objectives based on the People Strategy and associated workplan, e.g. engagement, cultural change and morale, effective use of resources, workforce planning and establishment control, continued strong performance against key workforce performance metrics, leading the development of workforce divisional financial targets and Financial Viability initiatives.
- Identify the need for Directorate workforce change programmes, either leading them within the Directorate or commissioning the expertise from the corporate PR and OD teams.
- Work collaboratively with the corporate workforce teams to provide leadership on staff engagement and morale within the Directorates, ensuring robust engagement plans are developed and delivered
- Ensure the Directorate Management Teams are informed, educated and engaged with the workforce agenda and that any risks or issues are highlighted early alongside proactive and innovative solutions.
- Work collaboratively with the corporate workforce teams and senior workforce colleagues to commission services and ensure the Directorate Management Teams are easily able to access the expertise needed. To champion good people management practices and support cultural and behavioral change to develop empowered leaders
- Build and maintain robust working relationships with workforce colleagues across the Integrated Care System (ICS) and Integrated Care Board (ICB) and more widely.
Just, Fair and Inclusive Culture
- To support best practice and new ways of working amongst the Employee Relations team to facilitate implementation and mainstreaming of Just, Fair and Inclusive approaches to managing employee relations case work.
- Lead on implementation of engagement strategies linked to the operationalization of key People priorities for the Trust
- Work with SLaM Partners to support implementation of OD methodologies aimed at improving the employee lifecycle.
Team Management
- Management and leadership of the Senior HR Business Partners, BPs and supporting staff, including annual performance reviews, recruitment, discipline and capability issues.
- Budget manager for staffing costs in own area, and project manager for financial allocation for specific projects, including equipment and staffing costs. Authorised signatory for invoices, e.g. provision of legal advice/services and lead on tenders for service-related areas.
- Participation in training events to workforce teams and external groups to facilitate the development of skills, knowledge and personal development.
Other Duties
- To lead the design, development and delivery for key Trust wide workforce programmes and initiatives.
- To attend and contribute to regular senior P&C leadership meetings. To lead the development and maintenance of strategic partnerships with external agencies
- Support managers in the design of jobs and provide leadership and advice in the application of AfC job grading processes ensuring consistency of application of factors across the Trust.
- To lead or participate in projects as required.
- To attend internal and external meetings on behalf of the Director of People and Culture as required.
Job description
Job responsibilities
Main Tasks and Responsibilities
HR Strategy and Policy
- To support the Chief people Officer in providing a comprehensive HR service to the Trust and providing input to the HR strategy, business plan, Care Quality Commission standards and other HR related governance and compliance requirements.
- To lead in the development of the People & Culture directorates annual objectives and people strategy relating to own areas of responsibility.
- Work on strategic areas of HR as identified by the Trust and the P&C Senior team ensuring these fit with the on-going programme of workforce transformation.
- Ensure operational delivery of aspects of People Plan pertaining to areas of responsibility for the role, ensuring that it is in line with the strategic vision and overall strategy of the Directorate.
- To provide expert knowledge in relevant employment legislation to senior managers within the Trust to support development of a positive Employee Relations culture and the Business Partnering team in the delivery of Trust business.
- To ensure the delivery of Trust-wide workforce performance targets and to contribute to the development and review of key workforce performance indicators.
- To produce and present reports to senior management and Trust committees and groups on HR issues.
- To ensure the Trust is aware of, and working towards, the operation of best practice approaches.
- To analyse relevant national guidance and policies and consider this in relation to the Trusts current procedures, recommending and making changes to local practices where required.
Business Partnering
- To lead a team of high performing business partners to provide comprehensive and proactive workforce expertise to the Directorate management structure.
- To lead the Trusts HR Business Partners in providing a forward thinking, solutions focused approach to managing people issues within Directorates or Corporate Services
- To provide strategic workforce leadership to the Directorate Management Teams and to develop and increase the reach of workforce within the Trusts core business, by understanding and delivering on the key objectives of Directorates, focusing on the needs of providing first rate care.
- Lead the BP team to identify and deliver on Directorate people objectives based on the People Strategy and associated workplan, e.g. engagement, cultural change and morale, effective use of resources, workforce planning and establishment control, continued strong performance against key workforce performance metrics, leading the development of workforce divisional financial targets and Financial Viability initiatives.
- Identify the need for Directorate workforce change programmes, either leading them within the Directorate or commissioning the expertise from the corporate PR and OD teams.
- Work collaboratively with the corporate workforce teams to provide leadership on staff engagement and morale within the Directorates, ensuring robust engagement plans are developed and delivered
- Ensure the Directorate Management Teams are informed, educated and engaged with the workforce agenda and that any risks or issues are highlighted early alongside proactive and innovative solutions.
- Work collaboratively with the corporate workforce teams and senior workforce colleagues to commission services and ensure the Directorate Management Teams are easily able to access the expertise needed. To champion good people management practices and support cultural and behavioral change to develop empowered leaders
- Build and maintain robust working relationships with workforce colleagues across the Integrated Care System (ICS) and Integrated Care Board (ICB) and more widely.
Just, Fair and Inclusive Culture
- To support best practice and new ways of working amongst the Employee Relations team to facilitate implementation and mainstreaming of Just, Fair and Inclusive approaches to managing employee relations case work.
- Lead on implementation of engagement strategies linked to the operationalization of key People priorities for the Trust
- Work with SLaM Partners to support implementation of OD methodologies aimed at improving the employee lifecycle.
Team Management
- Management and leadership of the Senior HR Business Partners, BPs and supporting staff, including annual performance reviews, recruitment, discipline and capability issues.
- Budget manager for staffing costs in own area, and project manager for financial allocation for specific projects, including equipment and staffing costs. Authorised signatory for invoices, e.g. provision of legal advice/services and lead on tenders for service-related areas.
- Participation in training events to workforce teams and external groups to facilitate the development of skills, knowledge and personal development.
Other Duties
- To lead the design, development and delivery for key Trust wide workforce programmes and initiatives.
- To attend and contribute to regular senior P&C leadership meetings. To lead the development and maintenance of strategic partnerships with external agencies
- Support managers in the design of jobs and provide leadership and advice in the application of AfC job grading processes ensuring consistency of application of factors across the Trust.
- To lead or participate in projects as required.
- To attend internal and external meetings on behalf of the Director of People and Culture as required.
Person Specification
Review
Essential
Person Specification
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).
