Job summary
Hybrid working model - Home and office based
An
exciting opportunity has arisen for a People Planning and Intelligence Manager to
join NHS Kent and Medways People Strategy team, on a permanent basis.
Working
with colleagues within the ICB and stakeholders across the system, including NHS
Trusts, Primary Care, Social Care and NHS England, the postholder will support
the delivery of the Kent and Medway People Strategy and the national NHS Long
Term Workforce Plan, through the development and improvement of our workforce
analytics, planning and modelling functions.
We are looking for someone who combines
technical analytical expertise, with a depth of understanding of workforce
functions, ideally within the NHS. The postholder needs to be proactive,
innovative and adaptable to changing and competing demands.
The
team promotes flexible and hybrid working and strives to ensure we realise our
system ambition of making Kent and Medway a great place to live, work and
learn.
Main duties of the job
One
of the main duties of the role will be to develop, improve and maintain our
standard workforce reports and dashboards. This will require attention to
detail, drive to find more efficient and improved methodologies to deliver the
work, and good working relationships with key stakeholders. In a system role,
there are challenges which come with obtaining and utilising workforce data
from external sources, and the postholder will need to navigate these
challenges proactively and sensitively.
The
postholder will support the Associate Director of Workforce Planning &
Intelligence with a range of workforce planning functions, including
operational planning, transformation and strategic long-term planning. They
will be required to co-ordinate and align with other functions i.e. finance and
BI, to ensure our plans are robust, affordable and meet the needs of our
population.
The
postholder will support with the development of workforce planning and
analytical skills and capabilities within NHS Kent and Medway and across our
partner organisations.
Supporting the development of
a Kent and Medway long-term workforce model is another core component of this
role. This is a significant and complex piece of work and prior experience of
building workforce models would be advantageous.
About us
Would you like to work flexibly? In the NHS, we are
reminded every day of how important life is. As a flexible working friendly
organisation, we want to be sure that you can work in a way that is best for
us, for our patients and for you. Speak to us about how we might be able to
accommodate a flexible working arrangement which will not mean sacrificing time
for personal interests or family commitments. We aim to support you to work
flexibly in a way that will suit you and us.
We work with staff to agree
objectives through regular supervision, annual appraisal, and access to
training opportunities.
We are committed to equal
opportunities and diversity. In order to reflect the diversity of our
population, we positively encourage applications from all areas of the
community regardless of gender, race, faith, disability, age or sexual
orientation. If you would like this information in an alternative format, or in
a different language, please contact the HR team at kmicb.hr@nhs.net
Job description
Job responsibilities
This role is key to delivering a
workforce planning and intelligence service, and leading on a range of analytical
improvement projects, which bring together partners from across the system to
support the delivery of our Kent and Medway People Strategy 2023 2028 and the
national NHS Long Term Workforce Plan.
The postholder will be responsible for
the day to day management and proactive provision of workforce insights and
analytics to our ICS People Programme Boards, project sub-groups and the senior
ICB People and Culture Team. The postholder will support the delivery of
workforce priorities including system transformation programmes, workforce
modelling and planning, and development of system-wide workforce baseline, metrics
and effective monitoring processes.
The postholder will work with clinicians, senior managers and
corporate functions, along with to develop and report accurate workforce
intelligence across acute, community, primary care and social care settings.
Supported by the Associate Director for
Workforce Planning and intelligence, the postholder will also support
operational and other short term planning processes and deliver training
sessions to managers and team to improve our planning and analytical
capabilities.
In
addition, the post-holder will be expected to:
Demonstrate
knowledge and established practice of a variety and depth of analytical
techniques (including advanced Excel skills) to provide quality, timely
analysis and intelligence relating to system priorities.
Liaise
with appropriate teams across the ICB, system and wider sector, to gather
workforce data from existing sources where available and agree methods to
collect data where additional detail is required, to build a shared analytical
picture of our workforce.
Work
collaboratively with workforce leads to develop frameworks and templates to
gather workforce data, taking account of best practice and existing guidance.
Co-ordinate
data gathering across diverse organisations to ensure that accurate data is
provided in the right format to meet deadlines, following up and escalating as
necessary any delays in the return of key information.
Work
closely with NHSE to develop and produce system wide workforce metrics and
analysis as required.
Supporting
the delivery of key workforce planning metrics for the system and supporting
the Senior ICB People and Culture Team in setting targets and KPIs, and
monitoring these
Work
and regularly meet with planning leads and senior colleagues across the system
to understand their business and service needs, and to be able to interpret
this when supporting them in developing workforce plans
Provide
leadership on planning for future workforce requirements, working across and
with other organisations to ensure that commissioning and planning assumptions
are credible and align to strategic aims.
Support
the development of a long term workforce model .
Develop
and utilise workforce planning frameworks and templates taking account of
evidence based best practice and existing guidance.
Assist
with workforce planning activities and modelling as part of business and
activity planning in line with internal and external requirements
To
undertake assessments of turnover, workforce profiles, labour market research
and their impacts on workforce supply
Challenge,
in a positive manner, current working practices and promoting a culture of
continuous improvement
Produce
and present reports for managers to inform workforce planning decisions
Manage the
timely completion and submission of corporate business returns and reports for
the People and Culture team, internally and externally
Take a leadership role and have commitment to
actively promote the principles of equality, diversity and inclusion and comply
with associated legislation and policies
Please refer to job description for full details
Job description
Job responsibilities
This role is key to delivering a
workforce planning and intelligence service, and leading on a range of analytical
improvement projects, which bring together partners from across the system to
support the delivery of our Kent and Medway People Strategy 2023 2028 and the
national NHS Long Term Workforce Plan.
The postholder will be responsible for
the day to day management and proactive provision of workforce insights and
analytics to our ICS People Programme Boards, project sub-groups and the senior
ICB People and Culture Team. The postholder will support the delivery of
workforce priorities including system transformation programmes, workforce
modelling and planning, and development of system-wide workforce baseline, metrics
and effective monitoring processes.
The postholder will work with clinicians, senior managers and
corporate functions, along with to develop and report accurate workforce
intelligence across acute, community, primary care and social care settings.
Supported by the Associate Director for
Workforce Planning and intelligence, the postholder will also support
operational and other short term planning processes and deliver training
sessions to managers and team to improve our planning and analytical
capabilities.
In
addition, the post-holder will be expected to:
Demonstrate
knowledge and established practice of a variety and depth of analytical
techniques (including advanced Excel skills) to provide quality, timely
analysis and intelligence relating to system priorities.
Liaise
with appropriate teams across the ICB, system and wider sector, to gather
workforce data from existing sources where available and agree methods to
collect data where additional detail is required, to build a shared analytical
picture of our workforce.
Work
collaboratively with workforce leads to develop frameworks and templates to
gather workforce data, taking account of best practice and existing guidance.
Co-ordinate
data gathering across diverse organisations to ensure that accurate data is
provided in the right format to meet deadlines, following up and escalating as
necessary any delays in the return of key information.
Work
closely with NHSE to develop and produce system wide workforce metrics and
analysis as required.
Supporting
the delivery of key workforce planning metrics for the system and supporting
the Senior ICB People and Culture Team in setting targets and KPIs, and
monitoring these
Work
and regularly meet with planning leads and senior colleagues across the system
to understand their business and service needs, and to be able to interpret
this when supporting them in developing workforce plans
Provide
leadership on planning for future workforce requirements, working across and
with other organisations to ensure that commissioning and planning assumptions
are credible and align to strategic aims.
Support
the development of a long term workforce model .
Develop
and utilise workforce planning frameworks and templates taking account of
evidence based best practice and existing guidance.
Assist
with workforce planning activities and modelling as part of business and
activity planning in line with internal and external requirements
To
undertake assessments of turnover, workforce profiles, labour market research
and their impacts on workforce supply
Challenge,
in a positive manner, current working practices and promoting a culture of
continuous improvement
Produce
and present reports for managers to inform workforce planning decisions
Manage the
timely completion and submission of corporate business returns and reports for
the People and Culture team, internally and externally
Take a leadership role and have commitment to
actively promote the principles of equality, diversity and inclusion and comply
with associated legislation and policies
Please refer to job description for full details
Person Specification
Qualifications
Essential
- Educated to degree level in relevant subject or equivalent level qualification or significant experience of working at a similar level in specialist area.
- Data analytics and/or programming qualifications are desirable
Experience
Essential
- Extensive experience of working in a workforce analytics function, preferably in the NHS
- Extensive experience of being proactive in using analytical skills to draw insights from data and presenting this to senior managers
Additional Criteria
Essential
- Knowledge and experience of undertaking workforce analysis and gaining insight around areas for concern or to highlight the need for transformational change
Person Specification
Qualifications
Essential
- Educated to degree level in relevant subject or equivalent level qualification or significant experience of working at a similar level in specialist area.
- Data analytics and/or programming qualifications are desirable
Experience
Essential
- Extensive experience of working in a workforce analytics function, preferably in the NHS
- Extensive experience of being proactive in using analytical skills to draw insights from data and presenting this to senior managers
Additional Criteria
Essential
- Knowledge and experience of undertaking workforce analysis and gaining insight around areas for concern or to highlight the need for transformational change
