Job summary
This is a key role supporting the Chief People Officer in delivering high-quality People services across the Trust.
Both strategic and hands-on, its ideally suited to a senior people professional with experience operating at Deputy Director level or equivalent.
As Deputy Chief People Officer, you will have professional accountability for our People Advisory, People Transactions, and Business Partnering functions, and will deputise for the Chief People Officer as required.
This is an excellent opportunity for someone with aspirations to progress into a Chief People Officer role. You will be MCIPD qualified with significant NHS or public sector experience, including leading strategic workforce initiatives, managing complex employee relations matters, and providing expert advice to senior leaders and stakeholders, including Executive and Non-Executive Directors.
All employees of the Trust are strongly encouraged to be
fully vaccinated against COVID-19 to protect patients.
We are aware that an increasing number of applicants are
using AI technology to generate responses on NHS Job application forms. We strongly
discourage this and will conduct a thorough screening process before selecting
candidates to progress to the next stage. If you are using AI to enhance your
application, please disclose this in your NHS Jobs application form.
Main duties of the job
As
Deputy Chief People Officer, you will lead and oversee the delivery of
high-quality, responsive People services, including Business Partnering,
Advisory, and Transactional teams.
You
will work closely with the Chief People Officer and senior leaders to drive
strategic workforce priorities, support cultural improvement, and ensure
excellent people management practices across the Trust.
Acting
as a trusted advisor, you will provide expert guidance on complex employee
relations, workforce planning, and organisational change. You will be an
experienced and visible leader, able to inspire and develop teams, influence at
Executive level, and bring strong analytical, communication, and
relationship-building skills.
A
proactive, values-led approach and a commitment to continuous improvement are
essential to success in this role.
At the time of advertising,
this role does meet the minimum requirements set by UK Visas and Immigration to
sponsor candidates to work in the UK. We look forward to receiving your
application.
About us
We
are a specialist NHS Foundation Trust that provides community, mental health
and learning disability services for the people of Barnsley, Calderdale,
Kirklees and Wakefield. We also provide low and medium secure services and are
the lead for the west Yorkshire secure provider collaborative.
Our mission is
to help people reach their potential and live well in their communities, we do this
by providing high-quality care in the right place at the right time. We employ
staff in both clinical and non-clinical services who work hard to make a
difference to the lives of service users, families and carers.
We encourage
and welcome applications from all protected characteristic groups, we value
diversity and want our workforce to be reflective of our communities.
Being
a foundation Trust means were accountable to our
members, who can have a say in how were run. Around 14,300 local people
(including staff) are members of our Trust.
Join
us and you will be one of over 4,500 staff committed to supporting and improving
the mental, physical and social needs of the thousands of people we meet and
help each year.
We
are committed
to safeguarding and promoting the welfare of children, young people and
vulnerable adults and expects all colleagues and volunteers to share this
commitment.
We do reserve to right to close vacancy before the advertised closing date if necessary, so please apply as soon as possible.
Job description
Job responsibilities
The Deputy Chief People Officer will lead and be responsible for the
strategic development and delivery of the workforce including the development
and delivery of the Trust Workforce Strategy and Implementation plan.
The postholder will have corporate responsibility for the development and
implementation of the Trusts Organisational Development Strategy, leading with
engagement with senior stakeholders including the Board. Accountable for
dissemination throughout the organisation.
The postholder will be professionally responsible and accountable for all
aspects of the People Advisory, Support, Transactional and Occupational Health
services to the Trust.
The postholder will be accountable to provide direct and professional
leadership to the People Directorate and directly lead and manage the following
functions
People
Relations Advisory Services
Equality,
Diversity and Employer-ability
Workforce
Planning
Workforce
Information
Medical
Staffing
Employment
Services including, Payroll, Recruitment and Fleet Management
The postholder
will work closely with and provide professional support to the Associate
Director of Learning and Development and Organisational Development to ensure
an integrated Human Resources and Organisational Development offer.
The Deputy Chief
People Officer will deputise for the Chief People Officer as required including
attendance at the Trust Board, People and Renumeration Committee, national and
regional meetings.
Key Result Areas
1.
Strategic Workforce Development
1.1
To
work closely with the Chief People Officer and other Directors on the
development and implementation of the Trusts Workforce Strategy aligned to
service and financial strategies and consistent with the organisations values.
1.2
To lead
the development of and be responsible for the delivery of the Trusts workforce
strategy implementation plan including clear performance targets.
1.3 Develop
and implement workforce development programmes to promote the delivery of high
quality, effective, efficient and safe services.
1.4
To lead on the
Trusts priority programme of making SWYPFT A Great place to Work
1.5
To
work with other People system leaders on delivery of systems plans which
support integrated and seamless services to local communities.
1.6
To
lead the alignment of the Trusts workforce plans, policies and procedures with
the National People Plan and other key national, regional and local developments.
1.7
To
ensure that the Trust has a strategic workforce plan linked to organisational
strategies including finance and service plans.
1.8
Responsible
for the development of People policies and procedures which support effective,
safe and compassionate services
1.9
Ensure
that the Trust has effective Recruitment and Retention Plans and that these are
delivered in line with workforce plans.
1.10
Development
of policies and plans which makes the Trust a Great Place to Work
1.11
Development
of Workforce Performance Reports for the Trust Board, Executive Team and
Operational Management Group.
1.12
To
lead on any significant organisational change process including redundancy,
service closure, mergers and decommissioning.
1.13
To
lead on responses to MPs, NHSE I and local authorities on Workforce enquiries.
1.14
To
act as CPO Director Lead on specific identified projects including attendance
at HR Director meetings, discussions/negotiations on shared services and future
collaborations and strategic partnerships including leading on regional
initiatives.
1.15
To
advise and present to the Executive Management Team and Trust Board on national
policy and key employment law updates.
1.16
To
ensure that the Trust has strategic and operational workforce plans linked to
service and financial plans.
2.
Organisational Development
2.1
To
have corporate and strategic responsibility for development and implementation
on behalf of the Board of the Trusts Organisational Development Strategy which
supports the delivery of high quality services, productivity and innovation.
2.2
To
be the lead for the Trust to support regional and service (mental health)
strategic workforce planning for the Trust
2.3
To
be the strategic lead for collaborative working on People services on behalf of
the Board/Trust to ensure that they remain fit for purpose.
2.4 To
work with Executive and Non-Executive Directors on the development and implementation of the Organisational Development
Strategy.
2.5
To
support system wide organisational development including with key leaders on
collaborative system working.
3.
Equality and Inclusion
3.1
To have overall strategic responsibility for
the active promotion and delivery of staff related EDI plans to reflect the
Trusts commitment to a diverse and inclusive workforce.
3.2 Ensure that equality and diversity
integrated into all aspects of the workforce
and organisational development plans and strategies.
3.3
To
ensure that the Trust has clear and effective plans for the WRES, WDES and
EDS2.
3.4
To
lead and develop plans for ensuring that any pay gaps based on protected
characteristics are reduced and eliminated.
3.5
To
develop plans and policies which actively support equality, diversity and
inclusion.
For further job information, please see attached documentation.
Job description
Job responsibilities
The Deputy Chief People Officer will lead and be responsible for the
strategic development and delivery of the workforce including the development
and delivery of the Trust Workforce Strategy and Implementation plan.
The postholder will have corporate responsibility for the development and
implementation of the Trusts Organisational Development Strategy, leading with
engagement with senior stakeholders including the Board. Accountable for
dissemination throughout the organisation.
The postholder will be professionally responsible and accountable for all
aspects of the People Advisory, Support, Transactional and Occupational Health
services to the Trust.
The postholder will be accountable to provide direct and professional
leadership to the People Directorate and directly lead and manage the following
functions
People
Relations Advisory Services
Equality,
Diversity and Employer-ability
Workforce
Planning
Workforce
Information
Medical
Staffing
Employment
Services including, Payroll, Recruitment and Fleet Management
The postholder
will work closely with and provide professional support to the Associate
Director of Learning and Development and Organisational Development to ensure
an integrated Human Resources and Organisational Development offer.
The Deputy Chief
People Officer will deputise for the Chief People Officer as required including
attendance at the Trust Board, People and Renumeration Committee, national and
regional meetings.
Key Result Areas
1.
Strategic Workforce Development
1.1
To
work closely with the Chief People Officer and other Directors on the
development and implementation of the Trusts Workforce Strategy aligned to
service and financial strategies and consistent with the organisations values.
1.2
To lead
the development of and be responsible for the delivery of the Trusts workforce
strategy implementation plan including clear performance targets.
1.3 Develop
and implement workforce development programmes to promote the delivery of high
quality, effective, efficient and safe services.
1.4
To lead on the
Trusts priority programme of making SWYPFT A Great place to Work
1.5
To
work with other People system leaders on delivery of systems plans which
support integrated and seamless services to local communities.
1.6
To
lead the alignment of the Trusts workforce plans, policies and procedures with
the National People Plan and other key national, regional and local developments.
1.7
To
ensure that the Trust has a strategic workforce plan linked to organisational
strategies including finance and service plans.
1.8
Responsible
for the development of People policies and procedures which support effective,
safe and compassionate services
1.9
Ensure
that the Trust has effective Recruitment and Retention Plans and that these are
delivered in line with workforce plans.
1.10
Development
of policies and plans which makes the Trust a Great Place to Work
1.11
Development
of Workforce Performance Reports for the Trust Board, Executive Team and
Operational Management Group.
1.12
To
lead on any significant organisational change process including redundancy,
service closure, mergers and decommissioning.
1.13
To
lead on responses to MPs, NHSE I and local authorities on Workforce enquiries.
1.14
To
act as CPO Director Lead on specific identified projects including attendance
at HR Director meetings, discussions/negotiations on shared services and future
collaborations and strategic partnerships including leading on regional
initiatives.
1.15
To
advise and present to the Executive Management Team and Trust Board on national
policy and key employment law updates.
1.16
To
ensure that the Trust has strategic and operational workforce plans linked to
service and financial plans.
2.
Organisational Development
2.1
To
have corporate and strategic responsibility for development and implementation
on behalf of the Board of the Trusts Organisational Development Strategy which
supports the delivery of high quality services, productivity and innovation.
2.2
To
be the lead for the Trust to support regional and service (mental health)
strategic workforce planning for the Trust
2.3
To
be the strategic lead for collaborative working on People services on behalf of
the Board/Trust to ensure that they remain fit for purpose.
2.4 To
work with Executive and Non-Executive Directors on the development and implementation of the Organisational Development
Strategy.
2.5
To
support system wide organisational development including with key leaders on
collaborative system working.
3.
Equality and Inclusion
3.1
To have overall strategic responsibility for
the active promotion and delivery of staff related EDI plans to reflect the
Trusts commitment to a diverse and inclusive workforce.
3.2 Ensure that equality and diversity
integrated into all aspects of the workforce
and organisational development plans and strategies.
3.3
To
ensure that the Trust has clear and effective plans for the WRES, WDES and
EDS2.
3.4
To
lead and develop plans for ensuring that any pay gaps based on protected
characteristics are reduced and eliminated.
3.5
To
develop plans and policies which actively support equality, diversity and
inclusion.
For further job information, please see attached documentation.
Person Specification
Training
Essential
- Evidence of continuous professional and personal development.
- Evidence of leadership and management training
Desirable
- Undertaken a formal/recognised leadership and management
- development programme.
Experience
Essential
- Experience of working at a senior/Board in Human Resource Management which demonstrates proficiency in a broad range of HR competencies.
- Organisational development experience at a senior level.
- Experience of working as part of a formal general management team.
- Writing and presenting reports.
- Experience of new role development and workforce planning.
- Effective management of complex change.
- Project management experience.
- Experience of Developing Policies and procedures.
- Experience of working in a complex unionised organisation with a wide range of staff groups and stakeholders.
- Demonstrates a successful track record of strategic and operational experience of staff involvement and partnership working.
- Experience of effectively managing and developing staff.
Desirable
- Experience of working at board level.
Special Knowledge and Skills
Essential
- Ability to work at strategic level and develop strategic processes.
- Lead/participate in service development projects.
- Up to date knowledge of employment legislation and associated guidelines.
- Able to take a partnership approach to employee relations.
- Analytical/problem solving skills.
- Good organisational skills.
- Excellent interpersonal skills including strong written and verbal communication skills and ability to present written information in a logical manager.
- Ability to communicate unpleasant and sensitive information in a variety of settings with individuals of varying levels of understanding.
- Knowledge of and participation in financial management.
- Use of influencing skills in difficult situations.
- Attention to detail.
- Ability to meet deadlines under pressure.
- Appropriate IT skills.
- Presentation and facilitation skills.
- Knowledge of national HR strategy.
- Knowledge of current NHS policy and the direction of government policy in this regard.
- Processes of effective financial management
- Knowledge of the key features of corporate governance
Personal Attributes
Essential
- Resilience: is able to maintain performance during complex and difficult situations and under time pressures.
- Sensitivity, tact, diplomacy and empathy.
- Ability to build relationships with key stakeholders.
- Self-motivated, confident and able to motivate others.
- Team worker.
- Flexible.
- Approachable.
- Empathetic with the ability to deal with sensitive situations.
- Tactful and diplomatic.
- Committed attitude to work.
- Ability to exercise professional judgment and work under own initiative.
- Performance management and results orientated.
Qualifications
Essential
- Masters degree in HR management (or relevant management subject) or evidence of equivalent level of knowledge achieved through experience.
- Fellow of the CIPD
Physical Attributes
Essential
- Ability to undertake duties as required.
- A Current driving licence and access to a
- car during the working day is essential (reasonable adjustments will be considered for any applicants who are unable to drive due to a disability)
Person Specification
Training
Essential
- Evidence of continuous professional and personal development.
- Evidence of leadership and management training
Desirable
- Undertaken a formal/recognised leadership and management
- development programme.
Experience
Essential
- Experience of working at a senior/Board in Human Resource Management which demonstrates proficiency in a broad range of HR competencies.
- Organisational development experience at a senior level.
- Experience of working as part of a formal general management team.
- Writing and presenting reports.
- Experience of new role development and workforce planning.
- Effective management of complex change.
- Project management experience.
- Experience of Developing Policies and procedures.
- Experience of working in a complex unionised organisation with a wide range of staff groups and stakeholders.
- Demonstrates a successful track record of strategic and operational experience of staff involvement and partnership working.
- Experience of effectively managing and developing staff.
Desirable
- Experience of working at board level.
Special Knowledge and Skills
Essential
- Ability to work at strategic level and develop strategic processes.
- Lead/participate in service development projects.
- Up to date knowledge of employment legislation and associated guidelines.
- Able to take a partnership approach to employee relations.
- Analytical/problem solving skills.
- Good organisational skills.
- Excellent interpersonal skills including strong written and verbal communication skills and ability to present written information in a logical manager.
- Ability to communicate unpleasant and sensitive information in a variety of settings with individuals of varying levels of understanding.
- Knowledge of and participation in financial management.
- Use of influencing skills in difficult situations.
- Attention to detail.
- Ability to meet deadlines under pressure.
- Appropriate IT skills.
- Presentation and facilitation skills.
- Knowledge of national HR strategy.
- Knowledge of current NHS policy and the direction of government policy in this regard.
- Processes of effective financial management
- Knowledge of the key features of corporate governance
Personal Attributes
Essential
- Resilience: is able to maintain performance during complex and difficult situations and under time pressures.
- Sensitivity, tact, diplomacy and empathy.
- Ability to build relationships with key stakeholders.
- Self-motivated, confident and able to motivate others.
- Team worker.
- Flexible.
- Approachable.
- Empathetic with the ability to deal with sensitive situations.
- Tactful and diplomatic.
- Committed attitude to work.
- Ability to exercise professional judgment and work under own initiative.
- Performance management and results orientated.
Qualifications
Essential
- Masters degree in HR management (or relevant management subject) or evidence of equivalent level of knowledge achieved through experience.
- Fellow of the CIPD
Physical Attributes
Essential
- Ability to undertake duties as required.
- A Current driving licence and access to a
- car during the working day is essential (reasonable adjustments will be considered for any applicants who are unable to drive due to a disability)
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
