Job responsibilities
Reporting to the Chief Executive, the Director of People and Organisation Development is a critical role within the ICBs senior management team. The Director will be a trusted advisor on all workforce related matters and will work closely with executive colleagues in order to secure the engagement of all staff with the ICBs vision, objectives, and values.
The Director of People and Organisation Development will be responsible for influencing the development of an organisation culture that is characterised by engagement, innovation,accountability, patient focus and performance delivery.
The Director will help to build on thereputation of the ICB as one that is people centred, career-enhancing, and in which leading- edge commissioning and service development is standard.
The Director will act as an ambassador of ICB values based culture:
-Empowering communities,
-Always Inclusive,
-Growing together,
-Driving innovation,
-Mutually accountable
ensuring these are full embedded within our people management strategies and that the organisation is equipped to make a difference to the people we support and care for.
The Director will act as an employee advocate with accountability for ensuring that all staff across the organisation have the most up to date tools and information to perform to the best of their ability.
Key Duties and Responsibilities
Strategic
To lead on the development of NWL ICBs People and Organisational Development Strategy and to ensure this is fit for purpose and that all components are fully and appropriately implemented, through the following workforce themes, utilising an overarching employee/people life cycle approach; Inclusive and Diverse, Skilled and Agile, Healthy and Fulfilled, Sustained and Engaged.
To develop and regularly review the effectiveness of the ICBs People Strategy, including regularly reviewing key performance indicators and adjusting operational plans, where necessary, refresh and communicate it regularly involving all staff and stakeholders in its development, driven by ICB values.
To develop appropriate initiatives that will ensure a positive employee experience such as inclusivity, health and wellbeing, employee voice and reward and recognition.
To actively lead on Governance arrangements linked to the People & OD Group that reports into the ICB Remuneration and People Committee, (Chaired by ICB Non-Executive Member) This will include preparing papers to agree a range of workforce initiatives, including annual pay award distribution.
To contribute to the overall corporate development of the organisation as a member of the Senior Management Team by undertaking or supporting work related to developing and implementing the organisations strategy.
To contribute to the work of the ICB by attending ICB Executive meetings and Board meetings as and when required, including providing written reports, advice and help to its members. In addition, support senior recruitment, induction and ongoing training where applicable, to ensure ICB senior staff can fulfil their responsibilities effectively.
To lead on relevant workforce requirements that support the organisation to meet its statutory obligations through maintaining and improving upon relevant compliance of workforce systems and processes.
To support appropriate collaboration between in-house and outsourced HR provision and OD functions to address future talent and succession planning needs, including executive and non-executive leadership roles, and help to create future talent pipelines built into our workforce plan
To regularly undertake research and development in relation to organisational development, including horizon scanning for upcoming good practice benchmarking with other organisations/ industries to add value to the internal OD services.
Functional responsibilities
Staff Management
Equality, Diversity and Inclusion
To provider leadership and management of the ICBs Equality, Diversity and Inclusion work programme to achieve the aspirational goals on representation of BAME staff at senior levels and implement targeted actions and interventions to address any under-represented groups based on analysis of the workforce and the composition of the population served.
To ensure the organisation is compliant with the requirements of the Equality Act and public sector duties as well as NHS-specific policies such as the Workforce Race Equality Standards (WRES) and the Workforce Disability Equality Standards (WDES)
To develop the Equality, Diversity and Inclusion Group and other governance arrangements to ensure a systematic and integrated approach to equality, diversity and inclusion across the organisation
To review and understand the results of staff surveys and other feedback gathered and use the results to inform and transform the level of engagement of staff, developing local improvement plans to make a difference in reducing bullying and harassment, reducing violence and aggression, managing sickness absence, optimising temporary staffing and improving recruitment.
Operational
A key aspect of the role is the requirement to support the Chief Executive at Board meetings and at the weekly ICB Executive meetings. The Director will be required to taken on the role of Chair of ICB People and OD Group and join the ICB People and Remuneration Committee as a non-voting member.
To provide effective leadership and management of the outsourced HR/People and OD function, ensuring leadership and support for the implementation of all HR processes across the organisation, and that there is adherence to the service level agreement and for any change to be appropriately planned for and resourced by the provider.
To prepare workforce related papers for discussion and approval for relevant audiences including Executive Team, People & OD Group, Remuneration and People Committee.
To ensure the effectiveness of processes around recruitment and selection, remuneration and reward, performance management, talent management, and training and development of the workforce, including those in leadership roles.
To provide advice to ICB senior leadership on complex and sensitive HR and employee relations issues up to tribunal; ensuring advice is sound and aligned to the organisational policies and best practice and legal precedent.
Communications & Relationships
To manage complex, highly sensitive and often contentious information in areas where there are significant barriers to acceptance and understanding.
To build effective relationships with colleagues at all levels through open communication and constructive feedback.
To lead the strong partnership working with our Trade Union representatives and Staff Networks through engagement and relationship building.
To provide regular assurance to the Executives on all people-related matters across the organisation, demonstrating performance against agreed KPIs.
To work with the OD team to develop and deliver staff development plan, to ensure the ICB develops and retains high calibre staff.
The Director will oversee the development of a new model of employee relations and change processes delivery, which is based in pro-active conflict resolution, relationship management and building line manager capability. Through engagement with the Executive and Senior Leadership Team champion good people management practices at all levels and support cultural and behavioural change to develop empowered leaders and strong change management processes.
Financial and Physical Resources
To take responsibility for overseeing the budget related to HR, OD, learning and development. Ensure sound and prudent financial and resource management of the HR services contract.
To contribute effectively to the budget planning process working within agreed budgets through monitoring and forecasting expenditure on a monthly basis.
To have operational oversight of NHS pay scales and staff terms and conditions of service, ensuring that pay and benefits support staff recruitment, retention, performance and positive behaviours.
Autonomy/Freedom to act
To be the expert voice of the ICB in relation to HR and OD, and be expected to lead and develop these functions with limited oversight.
To provide expert strategic HR & OD advice to the senior executive and Board members.
To provide advice and practical support to senior managers on all matters relating to HR & OD and be responsible for raising risks and implementing mitigations and controls within own area of work and ensuring that these are reflected on the corporate risk register.
To ensure HR staff keep up-to-date with the requirements of Information Governance and follow ICB policies and procedures.
Information management/resources including any databases used
To ensure that effective performance management, monitoring and reporting systems are in place to provide accurate OD, workforce, training, development and education information.
This will include the development of a comprehensive HR and OD governance programme, covering all aspects of HR, and OD from recruitment all the way through the employee lifecycle.
Service Development
To undertake a range of ad hoc or long term projects relating to the areas within the remit of this role.
To Lead projects to improve any elements of HR where opportunities are identified and that all HR policies are reviewed and revised according to HR best practice and NHS guidelines.
To ensure up to date HR standard operating procedures are in place for all staff to follow and act as a point of escalation to ensure any HR issues are appropriately dealt with and effectively support individuals and the organisation; ensure that there are good and regular briefings on risks and issues within the organisation.
To ensure that all HR/People policies, procedures and practices are up-to-date and enable high standards to be set and maintained. Advise line managers on the consistent application of policies and procedures, and employee relations matters including the conduct of disciplinary and grievance cases.
