Job summary
An exciting new opportunity has arisen at North Bristol NHS Trust, the Head of Workforce Planning and Analytics (Band 8a) role is a newly established role in a well-established team. This role recognises the importance of workforce planning in the NHS on a national, regional, and local level and the vitally important relationship between data and analytics and workforce planning.
The role will work within the Workforce Planning, People Systems and Data and you will support the Assistant Director of Workforce Planning, People Systems and Data in the leadership of the workforce planning and data team, focussing on the performance, operational and strategic elements of the team's outputs. You will be responsible for developing and delivering the strategic direction for the planning and information team, identifying and delivering opportunities for improvement wherever possible, e.g. through automation.
The role is based in our People Hub at Southmead Hospital and can work in a hybrid way combining on site and remote home working. The expectation that at least 60% of the time the role will be on site and up to 100% dependent on the candidates' requirements. A lower proportion of on-site working will be considered dependent on individual circumstances.
Main duties of the job
You will lead and deliver complex technical work across workforce planning and business information (BI) and analytics, managing the relationship between these areas of work and taking overall responsibility for driving up workforce data literacy in the Trust and wider system.
You will remain closely connected with our wide range of stakeholders to ensure the outputs of the team meet their ongoing and changing needs, providing stability and expert guidance where there is often uncertainty. You will lead the design and take overall ownership of all workforce planning and information policies, guidance, and tools in the Trust and on the use and application of any external best practice, guidance, and tools, leading on all associated training and implementation.
You will have complete ownership of workforce planning and workforce design modelling from establishment reviews and annual operational planning to strategic long-term workforce planning, working with a wide range of clinical, operational, and corporate stakeholders from across the Trust, system and nationally to ensure plans are complete, aligned and in line with best practice and national requirements.
About us
North Bristol NHS Trust employs over 12,000 staff providing healthcare to the residents of Bristol, South Gloucestershire and North Somerset from our award-winning hospital building at Southmead. We are the regional Major Trauma Centre, and an internationally recognised centre of excellence in a range of services and major specialities. Our vision is that by enabling our teams to be the best that they can be, we will provide exceptional healthcare, personally delivered.
We commit to treating each patient as an individual with respect and dignity, aiming to deliver excellent clinical outcomes and a first-class experience for everyone who uses our services. North Bristol NHS Trust values all people as individuals. We aim to be an anti[1]discriminatory organisation and are committed to building a team that represents a variety of backgrounds, perspectives, and skills. We welcome applicants from all underrepresented groups.
Job description
Job responsibilities
.Leadership1. Leading the workforce planning and information team with responsibility for allaspects of the teams output and for team and individual performance anddevelopment2. Responsible for pay and non-pay budgets associated with the workforce planningand information team3. Represent workforce planning and information on behalf of the Trust at system andNHS England networks and formal governance groupsPolicy4. Operational owner of the Trust workforce planning policy (planning approach),ensuring it is widely understood and embedded in the organisation and that thedocument is adapted and refreshed as organisational need or nationalrequirements change5. Ensuring best practice is reflecting in the Trust workforce planning approach, usingpublished literature, network participation and working collaboratively with systempartners to do so6. Support the Assistant Director of Workforce Planning, People Systems and Datawith subject matter expert for workforce planning modelling, forecasts and analysisand workforce planning approach, including responding to changing situations andrequirements, designing modelling approaches from scratch or responding topartial guidance or informationStrategic Workforce Planning7. Engaging stakeholders to ensure the value of strategic workforce planning isunderstood in the organisation and that this is translated into engagement andaction in the Trust8. Ownership of both the workforce demand and workforce supply side of planning,working with stakeholders from operational, clinical, and financial teams to ensurealignment on the development and use of long-term assumptions for planning9. Leading the use of the Trust Long-Term (Strategic) Workforce Planning tools,ensuring they are widely understood and embedded in divisional and professionalplanning activity10. Ensuring the Trusts tools can incorporate data from multiple systems andstakeholder feedback to produce outputs that allow different scenarios to bepresented, recognising that often uncertainty will be a large part of the planningprocess and that robust tools can support stakeholders making decisions11. Translating modelling outputs and stakeholder analysis and feedback into cohesivenarrative to be used internally up to Trust Board level and externally with systemand NHS England stakeholders12. Working with system partners to ensure alignment of planning tools, approach, andassumptions, often having to negotiate and influence others to ensure the bestpossible outcome for the Trust and other stakeholdersOperational Workforce Planning13. Support the Assistant Director of Workforce Planning, People Systems and Data inleading the operational workforce planning process in the Trust, ensuring thatoperational plans produced are aligned with activity and finance and also withresourcing, learning and development and profession level assumptions14. Receive and translate NHS England and system planning guidance intooperational plans, taking overall responsibility for disseminating information to allstakeholders involved in the workforce element of operational planning15. Design, build and develop the operational planning model for workforce building inall required assumptions, aligning with long-term planning assumptions whererequired and covering all areas of workforce (substantive, bank and agency)16. Provide a single point of contact for divisions to deliver their operational plans,including forecasts models, analysis, and modelling to inform target setting anddecision making andWorkforce Information17. Lead the Trust workforce information team ensuring all statutory and mandatoryworkforce reporting is delivered including monthly and ad-hoc returns to NHSEngland18. Lead the workforce information team to ensure that the needs of the Trust are metacross all regular workforce performance reports to ad-hoc reporting and analysis.Designing and adapting BI tools and analysis to meet a range of needs, e.g. wherespecific technical requirements of stakeholders are known, where stakeholdershave simply posed a question or described a complex problem to where you as anindividual identify the need to carry out the work19. Lead the data element of regular safer staffing reviews and ensure models remainfit for purpose20. Lead the production and use of workforce benchmarking information, using a rangeof nationally available platforms and data sets or from networks and targetedcontact with other NHS organisations to enhance understanding, complimentinternally produced information and facilitate decision making and target setting.
Job description
Job responsibilities
.Leadership1. Leading the workforce planning and information team with responsibility for allaspects of the teams output and for team and individual performance anddevelopment2. Responsible for pay and non-pay budgets associated with the workforce planningand information team3. Represent workforce planning and information on behalf of the Trust at system andNHS England networks and formal governance groupsPolicy4. Operational owner of the Trust workforce planning policy (planning approach),ensuring it is widely understood and embedded in the organisation and that thedocument is adapted and refreshed as organisational need or nationalrequirements change5. Ensuring best practice is reflecting in the Trust workforce planning approach, usingpublished literature, network participation and working collaboratively with systempartners to do so6. Support the Assistant Director of Workforce Planning, People Systems and Datawith subject matter expert for workforce planning modelling, forecasts and analysisand workforce planning approach, including responding to changing situations andrequirements, designing modelling approaches from scratch or responding topartial guidance or informationStrategic Workforce Planning7. Engaging stakeholders to ensure the value of strategic workforce planning isunderstood in the organisation and that this is translated into engagement andaction in the Trust8. Ownership of both the workforce demand and workforce supply side of planning,working with stakeholders from operational, clinical, and financial teams to ensurealignment on the development and use of long-term assumptions for planning9. Leading the use of the Trust Long-Term (Strategic) Workforce Planning tools,ensuring they are widely understood and embedded in divisional and professionalplanning activity10. Ensuring the Trusts tools can incorporate data from multiple systems andstakeholder feedback to produce outputs that allow different scenarios to bepresented, recognising that often uncertainty will be a large part of the planningprocess and that robust tools can support stakeholders making decisions11. Translating modelling outputs and stakeholder analysis and feedback into cohesivenarrative to be used internally up to Trust Board level and externally with systemand NHS England stakeholders12. Working with system partners to ensure alignment of planning tools, approach, andassumptions, often having to negotiate and influence others to ensure the bestpossible outcome for the Trust and other stakeholdersOperational Workforce Planning13. Support the Assistant Director of Workforce Planning, People Systems and Data inleading the operational workforce planning process in the Trust, ensuring thatoperational plans produced are aligned with activity and finance and also withresourcing, learning and development and profession level assumptions14. Receive and translate NHS England and system planning guidance intooperational plans, taking overall responsibility for disseminating information to allstakeholders involved in the workforce element of operational planning15. Design, build and develop the operational planning model for workforce building inall required assumptions, aligning with long-term planning assumptions whererequired and covering all areas of workforce (substantive, bank and agency)16. Provide a single point of contact for divisions to deliver their operational plans,including forecasts models, analysis, and modelling to inform target setting anddecision making andWorkforce Information17. Lead the Trust workforce information team ensuring all statutory and mandatoryworkforce reporting is delivered including monthly and ad-hoc returns to NHSEngland18. Lead the workforce information team to ensure that the needs of the Trust are metacross all regular workforce performance reports to ad-hoc reporting and analysis.Designing and adapting BI tools and analysis to meet a range of needs, e.g. wherespecific technical requirements of stakeholders are known, where stakeholdershave simply posed a question or described a complex problem to where you as anindividual identify the need to carry out the work19. Lead the data element of regular safer staffing reviews and ensure models remainfit for purpose20. Lead the production and use of workforce benchmarking information, using a rangeof nationally available platforms and data sets or from networks and targetedcontact with other NHS organisations to enhance understanding, complimentinternally produced information and facilitate decision making and target setting.
Person Specification
Education/Training/Qualifications
Essential
- Educated to Masters Level in a relevant subject area, e.g., workforce planning, CIPD or business information.
- Evidence of relevant specialist training in workforce planning, workforce information and workforce systems
- Evidence of project and/or programme management training or equivalent work based experience
Work Experience
Essential
- Experience of leading operational and strategic workforce planning in a large complex organisation
- Experience of short- and long-term scenario planning, presenting uncertainty and facilitating stakeholder use to make organisation and profession wide decisions
- Experience of workforce planning in the NHS
- Experience of delivering workforce planning models, forecasts and analysis using highly complex and contentious information and often where multiple scenarios are required due to uncertainty and to aid decision making
- Experience of presenting planning models, forecasts, and analysis to large groups of stakeholders from all levels throughout an organisation including up to Trust Board level and facilitating decision making where there are conflicting views or agreement is required to proceed with the next stage of work
- Experience of leading a team to deliver complex analytic models/statistical analysis and workforce information to a large complex organisation with a broad range of stakeholders
- Experience of designing, adapting, and enhancing using BI tools to present workforce information
- Experience of designing and leading training delivering for workforce information and workforce planning tools
- Experience of translating national, regional and local policy and procedural information into workforce models, forecasts and analysis
- Experience of delivering work using project or programme management skills and tools
Personal Qualties/Special Circumstances
Essential
- Able to manage stressful situations on various issues, e.g. when presenting unwelcome workforce information or managing difficult staffing issues
- Able to for frequent periods of prolonged concentration required for analysing highly complex workforce information and data
- Able to manage a large and diverse workload, including competing priorities, working with the most senior staff members in the Trust and externally
- Able to work in an open plan office and use Display Screen Equipment
- Able to manage light or occasionally moderate physical work such as carrying equipment for meetings may be required
- Able to complete work to tight timescales and deadlines, both internally and externally set.
- Able to work with a varied and unpredictable work load, requiring initiative to prioritise, resolve problems, undertake analysis or investigation including following up enquiries and obtaining information
Person Specification
Education/Training/Qualifications
Essential
- Educated to Masters Level in a relevant subject area, e.g., workforce planning, CIPD or business information.
- Evidence of relevant specialist training in workforce planning, workforce information and workforce systems
- Evidence of project and/or programme management training or equivalent work based experience
Work Experience
Essential
- Experience of leading operational and strategic workforce planning in a large complex organisation
- Experience of short- and long-term scenario planning, presenting uncertainty and facilitating stakeholder use to make organisation and profession wide decisions
- Experience of workforce planning in the NHS
- Experience of delivering workforce planning models, forecasts and analysis using highly complex and contentious information and often where multiple scenarios are required due to uncertainty and to aid decision making
- Experience of presenting planning models, forecasts, and analysis to large groups of stakeholders from all levels throughout an organisation including up to Trust Board level and facilitating decision making where there are conflicting views or agreement is required to proceed with the next stage of work
- Experience of leading a team to deliver complex analytic models/statistical analysis and workforce information to a large complex organisation with a broad range of stakeholders
- Experience of designing, adapting, and enhancing using BI tools to present workforce information
- Experience of designing and leading training delivering for workforce information and workforce planning tools
- Experience of translating national, regional and local policy and procedural information into workforce models, forecasts and analysis
- Experience of delivering work using project or programme management skills and tools
Personal Qualties/Special Circumstances
Essential
- Able to manage stressful situations on various issues, e.g. when presenting unwelcome workforce information or managing difficult staffing issues
- Able to for frequent periods of prolonged concentration required for analysing highly complex workforce information and data
- Able to manage a large and diverse workload, including competing priorities, working with the most senior staff members in the Trust and externally
- Able to work in an open plan office and use Display Screen Equipment
- Able to manage light or occasionally moderate physical work such as carrying equipment for meetings may be required
- Able to complete work to tight timescales and deadlines, both internally and externally set.
- Able to work with a varied and unpredictable work load, requiring initiative to prioritise, resolve problems, undertake analysis or investigation including following up enquiries and obtaining 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).
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).
