Digital Workforce Manager

Job description

Job responsibilities

Scope and research evidence based digital workforce solutions, which bring about real benefits and efficiencies to the Trust, staff, managers and patients, and support the achievement of the NHS People Plan.

Working in collaboration with other key stakeholders, and with the support of the Head of HR, develop business cases and other associated reports and documents to secure organisational support to implement and develop digital workforce solutions.

Project manage the implementation of digital workforce solutions and developments, reporting and presenting progress to relevant meetings and committees.

Develop mechanisms to evaluate the impact of digital workforce solutions. Monitor, measure and report on benefits and efficiencies realised.

Lead the development, and oversee the implementation of plans to improve the use of existing Trust Workforce solutions.

Take the lead, on behalf of the HR & OD Team, to explore how the service can make the best use of technology and digital solutions to deliver great HR and OD services to the workforce.

Oversee the management of Trust digital workforce systems, e.g. ESR, ensuring that the functionality of relevant systems is maximised, and that the highest standards of data and information is maintained.

Working closely with the Head of Workforce Planning & Transformation, support workforce planning and workforce transformation programmes across the Trust, with bespoke and complex workforce reporting, information and analysis.

Work with a variety of internal and external data warehouse and benchmarking tools, in order to present workforce reports and analysis of the most up to date and valid comparators for Trust workforce data.

Support the development of the Trusts use and understanding of workforce benchmarking data, especially amongst senior HR colleagues and Senior Managers, Clinical and Professional Leads within the Trust.

Present workforce reports and workforce analysis, at relevant internal and external Trust/Committee Meetings.

Provide expert advice and guidance on both the approach to and on specialist analyses and best use of the information available on Trust systems.

Carry out, on a continual basis, research into innovative workforce reporting and analysis, applying the learning from this research to develop more effective mechanisms for workforce reporting, analysis and review.

Oversee the processes to ensure statutory returns containing workforce data, Freedom of Information (FOI) queries, CQC Data, NHSE/I data requests and other internal and external surveys and reports are completed in a timely and accurate manner.

Engage and work with key stakeholders to establish the range and timing of workforce reports, dashboards and analysis, ensuring that these provide comprehensive, accurate and useful workforce data and insights, which can support decision making and the development of short and long term plans and strategies. Incorporate user feedback in further development of the reports and analysis.

Support the Workforce Systems and Information Manager to ensure a programme of robust and sustainable workforce reporting is in place, and that the skills and capacity exists within the team to respond to both regular and ad hoc requests for data and reports.

Produce complex workforce reports as and when required.

Utilise workforce modelling and forecasting techniques to predict future need and demand.

Deputise for the Head of HR, as and when appropriate.

Provide overall leadership and management to the Workforce Systems Team, directly line managing Workforce Systems and Information Manager role.

Support the Workforce Systems and Information Manager to develop the knowledge, skills and capability of the team.

Manage a delegated budget ensuring an effective use is made of departmental allocation.

Develop and deliver training for managers in relevant subject areas.

Attend meetings, seminars etc, as appropriate to role, feedback and present relevant points to the wider HR team.

Lead the development and implementation of Trust wide policies and procedures relating Workforce Systems/information

Support the Head of HR in the monitoring and management of relevant external contracts e.g. payroll, ensuring that KPI achievement is considered and monitored.

Support the development of systems, processes and training to ensure that staff are paid correctly 100% of the time.

Support the Head of HR in undertaking work to reduce overpayments across the Trust.

Develop processes and systems to seek user feedback on the work undertaken by the team, to ensure the highest standards of customer service can be achieved.

In conjunction with the Head of HR, take the lead in developing action plans and responses to recommendations identified from internal and external audits. Work with the Workforce Systems and Information Manager to ensure that recommendations and actions are implemented and a programme of regular self/team audits are in place.

Work closely with colleagues across other departments and external organisations to share best practice, reduce duplication and bring about further innovation, transformation and efficiencies.

Participate in relevant internal and external working groups/projects, services and initiatives to provide, information and analytical advice and expertise.

Person Specification

Education

Essential

• Educated to Masters level in relevant subject or equivalent level of experience of working at a similar level in specialist area - information / data analysis, programme management, Human Resources

Desirable

• MCIPD

Experience

Essential

• Significant experience within a data analysis role
• Experience of producing developing and designing workforce reports/dashboards
• Project Management experience
• Experience of implementing service improvements/developments/ transformation

Desirable

• Experience within an NHS workforce information/systems department at a senior level

Skills

Essential

• Clear communicator with excellent writing, report writing and presentation skills; capable of constructing and delivering clear ideas and concepts concisely and accurately for diverse audiences

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

Greater Manchester Mental Health NHSFT

Address

Prestwich

Manchester

M25 3BL

Employer's website

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