Director of Human Resources and Organisational Development

Job description

Job responsibilities

RELATIONSHIPS:

The post-holder will be a member of the Executive Team, Senior Management Group and Clinical Governance Committee and attend PML Board meetings.

JOB PURPOSE:

a. To provide leadership in shaping and evolving HR and OD strategies to underpin and consolidate the organisations visions and values and future corporate strategy to support CQC compliance.

b. Provide leadership specialist advice and professional expertise and overall responsibility for the successful functioning of the HR team to ensure optimal performance is provided and responding to changes in employment law, new workforce initiatives, improvements to organisational performance and culture change.

c. Lead responsibility for staff engagement, policy development, wellbeing/occupational health, education and training, organisational development, workforce planning, employee relations, health and safety, employment law/contracts and resourcing and corporate communications.

SPECIFIC RESPONSIBILITIES:

1. Strategy and Planning

Development, and implementation of all aspects of the HR Workforce/OD Strategy as a key enabler for PMLs Corporate Organisational Strategy e.g. job evaluation framework, reward strategy and appraisal system.

Maintain professional knowledge and understanding of best practice, research and development and to inform strategic planning and service delivery.

Ensure that complex and sensitive organisational change processes are planned with senior managers to ensure compliance with policy and legislation, delivery in an efficient and sensitive manner and minimise employee relations issues.

Responsible for the on-going review of existing HR policies and development of new policies ensuring compliance and best practice with employment law and that they contribute to the effective performance, corporate strategy and culture change and are CQC compliant.

2. Performance Management

Responsible for the performance and direction of all operational HR services, processes and systems and ensuring that they are efficient and responsive to the needs of PML.

Provide a comprehensive, high quality, generalist HR operational service to the Exec Team, Managers and Staff.

Development and continual review of workforce KPIs that will support the organisation in the management of performance across business areas, including the use of benchmarking.

Ensure workforce information systems (RotaMaster) are in place to provide accurate and reliable reporting data and planning, as required.

Ensure that accurate and timely information is provided to business areas to action as appropriate and support performance e.g. appraisal framework requirements.

Ensure the achievement of key HR performance indicators i.e. recruitment and induction timescales, completion of employee relations investigations.

3. Staff Engagement/Wellbeing

Develop a framework for staff representation, communication and consultation, developing an environment within PML of co-operation, involvement and fun.

Management of the annual Staff Survey (and other identified mechanisms for staff engagement) including analysis of the results and recommendations to the Executive Team.

Development, implementation and leadership of initiatives to enhance staff engagement and productivity.

Development, implementation and leadership of the activities to support and enhance the wellbeing of staff.

4. Organisational Development

Drive the delivery of the PMLs leadership and behaviours approach, including improvements to the appraisal systems and development support of managers.

Implement actions from the annual staff Survey

5. Education and Training

Lead and manage the education and training function, to meet organisational workforce development requirements and to respond to deliver high quality, appropriate training and development to all staff.

Manage the education and training budget to ensure maximum funding is achieved, compliance with the requirements of HEE and associated other funding sources are met, and training needs are appropriately identified and funded.

Ensure that responsibilities in relation to the provision of clinical experience and mentor support for pre and post professional clinical education is in line with local and national requirements.

Ensure annual training needs analysis is undertaken as part of an integrated approach to workforce planning.

Management of the approach to using the apprenticeship levy to ensure maximum financial benefit and correlation with training needs.

To lead the design and delivery of education /training programmes that support the development of teams, managers and individuals across the organisation.

6. Equality, diversity & Inclusion

Responsible for ensuring that HR policies and practice meet legislative requirements and promote best practice in relation to equality, diversity and inclusion issues.

Lead initiatives to improve diversity and inclusion within the workforce.

7. HR Team Development

Conduct supervision with direct reports on a regular basis to review achievement of KPIs, provide support and development to the team

Conduct appraisals of all direct reports and identify development opportunities for the team.

Deal with any sickness absences, disciplinary, grievance issues relating to direct reports.

Contribute to the development, regular review and updating of the risk register and business continuity plan.

8. Resource Management

Management of the HR, Education and Training and OD budgets.

As a member of the Executive Team, work with colleagues to achieve successful and consistent outcomes across all work streams. Act corporately to promote team working across divisions (both frontline and corporate).

Work in accordance with legislation, policies and procedures and maintain a professional and confidential approach.

Act in a way that respects diversity and be able to identify and positively take action when own or others behaviour undermines equality and human rights and/or dignity at work.

Maintain own continuous professional development by being personally committed to keeping up to date with changes to practice and legislation to ensure advice given is current and to the highest standard.

Person Specification

Experience

Essential

• Managing a HR function at a senior level in an organisation with >200 staff
• Developing and delivering a Workforce and OD strategy
• In-depth experience of HR and OD best practice
• Leading volume recruitment and adopted practices to achieve a diverse workforce
• A track record in building HR processes and developing HR policies.
• Conducting investigations
• Managing difficult/complex change

Desirable

• Worked in HR /OD within the NHS and/or Primary Care sector

Qualification and Training

Essential

• Currently holds Graduate member of CIPD or higher
• CIPD level 7 or equivalent level of experience within the field of HR/OD

Desirable

• Higher Academic qualification e.g. Masters

Other Job Requirements

Essential

• Ability to travel to meet the requirements of the post.
• Coping with uncertainty in a fast paced environment and building structure
• Thrives on variety and juggling day to day priorities

Personal Qualities

Essential

• Flexible leadership style
• Exceptional communication and interpersonal skills
• Self-motivated
• Innovative approach
• Ability to persuade and influence
• Ability to present credibly to a wide range of stakeholders
• Respect and consideration for others

Skills and Knowledge

Essential

• Up to date Employment law knowledge.
• Understanding of the Health & Social Care system
• Analytical mind able to reach conclusions and carry decisions forward
• Excellent leadership, facilitation and negotiation skills
• Ability to draft professional and detailed papers, reports and policies in a timely manner
• Prioritisation skills with the ability to manage competing demands
• Presentation skills to large audiences

Desirable

• Financial/resource management

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.

Employer details

Employer name

Principal Medical Limited

Address

Principal Medical Ltd

3 Barberry Place

Bicester

Oxfordshire

OX26 3HA

Employer's website

https://www.principal-medical.co.uk (Opens in a new tab)