Head of Workforce Transformation

Job description

Job responsibilities

Lead on the production of a Trust wide workforce plan for the new hospital, working collaboratively with ICB, local leaders and wider health and social care partners, ensuring the approach is coordinated and strategic.

To act as the project lead for the workforce elements of the NHP - ensuring that the project is structured and managed within agreed frameworks

To create detailed project plans for the delivery of all of the workforce aspects of the NHP with support from the NHP programme management team including identification of dependencies and risks and regular monitoring and reporting.

Identify opportunities and barriers to the success of the Workforce workstream and develop solutions to address these.

To provide workforce support to the NHP Board and clinical, divisional and department leads.

To be a key contributor for the Estate Redevelopment Programme Board and future governance arrangements as the programme develops.

To act as the workforce lead for wider workstreams e.g. Communications, Estates

Lead on workforce planning and workforce remodeling for the NHP, leading, developing and implementing project workforce plans thereby ensuring delivery of all people aspects of the project.

Identify all workforce changes required considering the wider ways of working across the organisation and the impact on the workforce.

Work with clinical leads to develop new and innovative ways of working within the new healthcare facility.

Be the lead for all divisional leadership teams in the development and implementation of effective Trust-wide strategic workforce planning as part of the NHP.

Be the key workforce conduit between the NHP and the Trusts Sustainability and Social Value Lead to ensure that anchor institution principles are embedded as part of the future design.

As a significant responsibility, working with divisional teams, research and identify new ways of working across the new hospital, considering new roles, upskilling and the impact of advancing digital technology on the workforce and identifying training opportunities to support a move to new ways of working in a new building safely.

Develop and implement an organisational development approach to engage staff in developing new way of working and delivering services, through design and delivery of staff engagement strategies and action plans.

Develop and implement an induction/ transfer process for all staff moving to new ways of working.

Lead in the development of staff engagement plans ensuring staff involvement, motivation and contribution to the project.

Work in collaboration with colleagues in Education and Training to use a range of support methods to develop training and engagement packages as required.

Engage with divisions to understand the current models of delivery and associated workforce. Identify challenges and opportunities and proactively partner with service leads to design future requirements.

Expert advisor to the wider workforce team to inform the future People Strategy to deliver the NHP and priorities.

Be responsible for the delivery of workforce project KPIs providing an efficient and timely supply of relevant information for project management.

To promote the use of comparative benchmarking within the Trust, the local NHS community and regional and national organisations to support efficiency and use of best practice.

Present workstream progress to the project management team and Trust Executive Board, as and when required.

To work with NHP Project Management Office to deliver regular reporting in line with PMO requirements on workforce work streams and project delivery activity, risks and dependencies to the NHP Board and other groups and committees.

Present at ad hoc forums to inform and support visibility and ensure NHP requirements are fed into divisional and departmental workforce planning and decision making.

Lead the process of staff consultation and assist in the facilitation of change necessary to enable the divisions to introduce new ways of working, in line with employment law.

Act as an advocate for the project, by identifying the need for delivering productivity and efficiency improvements through new working practices.

Provide lead workforce support and specialist advice on a range of organisational change processes.

Consult and negotiate with staff side organisations when planning and implementing organisational change and transformation.

Coach managers in the process of implementing change and supporting those involved and affected by it.

Work in partnership with the finance and project leads providing expert workforce intelligence and solutions.

To work alongside the HR team on relevant aspects of processes and procedures relating to job creation, job evaluation, job matching / banding and recruitment in the context of service redesign and workforce planning.

Collaborate with hiring managers to identify critical roles and develop effective recruitment and selection processes.

Develop and implement a comprehensive talent acquisition strategy to attract and retain top-tier talent for the New Hospital Programme.

To work with people team colleagues to develop leadership capability and talent including developing succession plans for key roles.

Person Specification

Education

Essential

• MCIPD qualified or equivalent proven HR skills and experience
• Educated to masters level or equivalent level of experience of working at a senior level in specialist area

Desirable

• Organisational Development Practitioner qualification or equivalent experience
• Improvement methodology/ approaches

Knowledge

Essential

• Project Management
• Experience of the development and delivery of long ranging workforce plans including role and service redesign
• Significant experience of complex, large organisational change including leading and managing people through change/ improvement programmes
• Experience of managing a workforce stream in the setting up of a large and complex new organisation or transfer of premises (circa 5,000FTE)
• oProven experience in talent management, organisational effectiveness, or a related HR function, ideally within a healthcare or public sector environment

Skills

Essential

• Planning and organisational skills - able to prioritise and work to tight timescales and respond effectively to multiple priorities
• Excellent written and oral communication skills
• Ability to motivate and positively influence colleagues and staff
• Analytical and strategic visioning skills to support analysis of complex organisational development solutions where no precedent exists

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

Mid Cheshire Hospitals NHS Foundation Trust

Address

Infinity House

Mallard Way

Crewe

CW1 6ZQ

Employer's website

https://www.mcht.nhs.uk/ (Opens in a new tab)