Job summary
Delivering the Art of the Possibleis our people mission. We need an individual who has a record of success in leading teams responsible for inclusion, leadership development, learning and development, as well as an understanding and exposure in delivering the key components of an effective talent and leadership strategy. Fundamentally we need someone who can lead from the front, elegantly challenge the status quo, and deliver an effective and efficient people service for Lincolnshire County Council.
This exciting new role will support our journey towards culture change following a significant period of engagement with the workforce and the development of new values and behaviours. Another key area will be to review, develop and implement a new deal for corporate learning, as well as creating an inclusive and supportive culture for both employees and managers in LCC. In addition, we will need someone who is innovative in their thinking when creating a new approach to leadership development, supporting the need for compassionate leadership.Our people strategy is due for renewal in 2025 and this role will assist in its development for our 6000 employees and in which we deliver a diverse range of services as a County Council.
Main duties of the job
The Deputy Head of People (Talent and Leadership Development) will lead the team in identifying synergies between the 4 elements of, Leadership Development, Talent, Inclusion and Learning. The team will also look at enabling workforce transformation to ensure LCC meets the corporate objectives through having people employed in the right roles to meet our internal stakeholders and external residents needs.
Whilst the post will be based in Lincoln it does have the benefit of hybrid working.
Who are we looking for?We are looking for someone who can operate strategically with the confidence, composure and credibility to act as a senior professional across the organisation.
We need someone who can truly live our values of collaboration, adaptable, responsible, eco-conscious and supportive in how they lead their teams and provide support to our stakeholders.
You will have relevant technical expertise with but equally important is the ability to lead, manage, challenge, and inspire your team. Ideally you will hold a master level qualification in leadership or learning development (or equivalent) and have experience of working in a public sector organisation.
Ask yourselfare you capable of shaping and delivering Talent, Leadership Development and inclusion strategies across the organisation doing more with less? Do you also have a strong ambition, resilience, and appetite for change?
About us
Lincolnshire County Council, is one of the largest employers in the county. We are an organisation that embraces diversity, innovation and progress. We value our people and want to ensure that we can support you in joining and growing with us.
We will view you as an integral member of our community and recognise that your well-being is paramount. To show our appreciation, we've crafted a competitive package designed to not only acknowledge your hard work but also foster a healthy work-life balance.
From health benefits and retirement plans, we strive to provide a package that supports well-being and financial stability and that meets the diverse needs of our workforce.
We want everyone who works with us to feel included and celebrate their uniqueness. We are committed to promoting equality of opportunity, eliminating unlawful discrimination, harassment and victimisation, and promoting good relations for both employee and for the people of Lincolnshire.
People often say every day is a learning day and at LCC a culture of learning is something we really believe in. We recognise the importance of supporting your learning and development and can offer a variety of different learning opportunities depending on what is right for you and the organisation. This could be through your everyday tasks, through hands-on experience, structured programs, formal qualifications, coaching, or informal learning opportunities.
Job description
Job responsibilities
This role will be accountable for the effective operational delivery of a number of key people elements and will
lead the team in the provision of Leadership Development, Talent management, workforce planning, Learning
project support, and specialist advice to the Councils customers. The role will also be accountable for
provision of Organisational Development and team development support through the Talent and Leadership
Development business partners. The role will also be responsible for equality, diversity and inclusion EDI ensuring we meet our statutory responsibilities and develop our EDI strategy and plans, with support from the
Head of People and T and LD business partners. The postholder will be responsible for delivery of learning
activities, processes and systems across LCC in relation to leadership development, continuous professional
development, apprenticeships, mandatory training, appraisal, supervision and the learning management
system LMS.
This will be a key role as part of the senior people leadership team leading the way in terms of delivery of the art
of the possible- developing our people function through driving both innovative thinking and compassionate
leadership in how we approach things, creating an inclusive and supportive culture for both employees and
managers in LCC.
The Deputy Head of People Talent and Leadership Development will lead the team in identifying synergies
between the 4 elements of, Leadership Development, Talent, EDI and Learning. The team will also look at
enabling workforce transformation to ensure LCC meets the corporate objectives through having people
employed in the right roles to meet our internal stakeholders and external residents needs.
The role will be responsible for developing a formalised approach to talent management to aid retention of
employees through having clear pathways for development internally. This will be aided through the use of our
new Learning Management System due to be implemented in Spring 2025. they will also oversee the strategic
direction for managing the pipeline of senior leaders and for succession planning to roles across the Council.
Monitoring the Councils Workforce Plan and impact assessment, the post holder will also support the
development and review of the annual HR Service Work Plan and monitor its implementation and impact as
part of its service management role as a member of the HR Management Team.
The postholder will - Act as the expert in organisational development, design, leadership and talent, able to describe and
support the implementation of best practice, creating interventions which encourage and enhance
individual, team and organisational performance and effective working relationships between teams
across the organisation promoting LCC values and behaviours
Advise and drive the strategy for workforce planning and retention, learning and development and the
Councils Early Careers and Apprenticeship Programme. Acting in line with Skills England proposals
and any changes to levy usage are implemented in line with government guidelines.
Be required to advise Corporate Leadership Team CLT and support progress reports on the Council
Workforce Plan to Elected Members through the Executive and the Overview Scrutiny Management
Board
Be responsible for day-to-day management of the Leadership development, Talent, Staff Engagement
and Learning teams, for defining roles and responsibilities and for allocating resource to both
corporate and Director Area projects and activities, as required.
Develop the team through sharing information effectively, coaching and communicating a clear vision
to ensure that staff are productive, engaged and motivated to deliver the Councils objectives. This will
include setting clear goals and smart stretching objectives that are aligned to those of the Council.
Manage the Leadership Development, Talent and Learning budget of approximately £750K and
overseeing service contracts.
Promotes high standards for improving diversity and equality in the organisation, as per the Workforce
Race Equality Standard and Workforce Disability Equality Standard
Ensuring the effective use of the Councils apprenticeship levy and function as Deputy safeguarding
lead for inhouse apprenticeship learning provision- take the lead on OFSTED inspections for
leadership/management apprenticeship provision.
1. Strategy Development In conjunction with the Assistant Director and Head of People be responsible for delivery of the current
people strategy. Also be fully engaged in developing a future focused people strategy ensuring the service has the ability
and agility to proactively manage changing service demands.
2 Corporate Workforce Plan and HR Services Work Programme - own and co-ordinate the development
and implementation of the People Strategy and impact assessments, responding with solutions to take
account of wider corporate requirements. Evaluate the effectiveness of service-specific and corporate
HR support and recommend ways to improve service effectiveness and value.
3 HR Service work plan develop, monitor and evaluate the HR Service work plan.
4 Strategic implementation and review of Leadership Development, Talent, EDI and Learning
policies and procedures - working with the Leadership Development and Talent Business Partners and
HR team, make a strategic contribution to the effectiveness of the service and introduce and manage
appropriate arrangements to monitor implementation, compliance and impact of relevant strategies
and policies ensuring that managers and employees are aware of their responsibilities and able to
perform to the best of their abilities. The team will take an innovative approach to workforce planning
and transformation to ensure best use of resources across LCC.
5 Procurement and Contract Management to work with the appropriate Business Partners when
commissioning internally and externally expert advice and support as necessary to ensure that talent
and learning solutions are delivered within required timeframes and in response to business need. Lead
the procurement and re-procurement of Talent, and Learning contracts, establishing options and cost effective contract management.
6 Talent Management Programme review, design and manage the delivery of the Councils talent
management programme working with external partners and internal stakeholders, where appropriate.
7
Staff engagement Actively develop a plan for staff engagement to improve retention of employees.
Support the Staff Engagement Lead to deliver on a retention plan to reduce turnover in high risk areas,
developing plans to increase our focus on stay interviews and active assessment of exit interview data
reporting regularly on this matter to CLT and DLT.
8 Training Plan develop an annual training implementation plan outlining how the corporate Learning
and Development Strategy will be delivered to the Councils workforce. Regular monitoring and
reporting on the apprenticeship levy will be included in this work.
9
Evaluation evaluate all learning and development activities to assess impact and value for money.
Providing regular reporting to key stakeholders on progress and achievements
10 Effective Service Delivery and Efficiency contribute to processes which ensure that in-house and
outsourced services are delivered cost effectively using customer feedback and benchmarking to help
create a culture of continuous improvement and learning within the service.
11
Financial Management and Income generation Manage the Leadership development, Talent and
Learning budget of £750k and corporate contracts on behalf of the service. Consider/respond to relevant
opportunities to generate income from the expertise of the HR service and/or to partner with other
organisations to improve service resilience to the Council and the sector
12
Risk Management identify and develop responses to key risks relating to leadership development,
Talent, EDI and learning and to the implementation of any policies and programmes. This will require
supporting the development of business information and reports to senior managers to ensure that the
service area/s Director is prepared to meet any new challenges and requirements minimising risk by early
and effective interventions
13
Relationship Management ensure all aspects of stakeholder management are implemented for
identified key corporate stakeholder/s. Build the necessary relationships with the relevant HR Business
Partner to ensure that strategy development and advice meets business needs, recommending
innovative solutions to respond to changing requirements.
Work closely with the senior people leadership team to develop and deliver on the people strategy
14
Role Model provide visible leadership of the Council's values and culture, role modelling CIPD and
required behaviours and challenging others. Act as a trusted partner to Directors and Senior Managers,
providing appropriate challenge and also advising on sensitive and confidential matters within the
context of the role.
Active involvement in the corporate diversity steering group and regular attendance at the staff network
meetings to understand the EDI challenges LCC has in order to retain and promote our under-represented
groups
15
Team and service management day to day management of the Team, defining roles and responsibilities and allocating resource to both
corporate and Director Area projects and activities, as required. Development of the team through
sharing information effectively, coaching and communicating a clear vision to ensure that staff are
productive, engaged and motivated to deliver the Councils objectives. This will include setting clear
goals and smart stretching objectives that are aligned to those of the Council. Manage the Leadership
development, Talent and Learning budget and service contracts on behalf of the service.
Job description
Job responsibilities
This role will be accountable for the effective operational delivery of a number of key people elements and will
lead the team in the provision of Leadership Development, Talent management, workforce planning, Learning
project support, and specialist advice to the Councils customers. The role will also be accountable for
provision of Organisational Development and team development support through the Talent and Leadership
Development business partners. The role will also be responsible for equality, diversity and inclusion EDI ensuring we meet our statutory responsibilities and develop our EDI strategy and plans, with support from the
Head of People and T and LD business partners. The postholder will be responsible for delivery of learning
activities, processes and systems across LCC in relation to leadership development, continuous professional
development, apprenticeships, mandatory training, appraisal, supervision and the learning management
system LMS.
This will be a key role as part of the senior people leadership team leading the way in terms of delivery of the art
of the possible- developing our people function through driving both innovative thinking and compassionate
leadership in how we approach things, creating an inclusive and supportive culture for both employees and
managers in LCC.
The Deputy Head of People Talent and Leadership Development will lead the team in identifying synergies
between the 4 elements of, Leadership Development, Talent, EDI and Learning. The team will also look at
enabling workforce transformation to ensure LCC meets the corporate objectives through having people
employed in the right roles to meet our internal stakeholders and external residents needs.
The role will be responsible for developing a formalised approach to talent management to aid retention of
employees through having clear pathways for development internally. This will be aided through the use of our
new Learning Management System due to be implemented in Spring 2025. they will also oversee the strategic
direction for managing the pipeline of senior leaders and for succession planning to roles across the Council.
Monitoring the Councils Workforce Plan and impact assessment, the post holder will also support the
development and review of the annual HR Service Work Plan and monitor its implementation and impact as
part of its service management role as a member of the HR Management Team.
The postholder will - Act as the expert in organisational development, design, leadership and talent, able to describe and
support the implementation of best practice, creating interventions which encourage and enhance
individual, team and organisational performance and effective working relationships between teams
across the organisation promoting LCC values and behaviours
Advise and drive the strategy for workforce planning and retention, learning and development and the
Councils Early Careers and Apprenticeship Programme. Acting in line with Skills England proposals
and any changes to levy usage are implemented in line with government guidelines.
Be required to advise Corporate Leadership Team CLT and support progress reports on the Council
Workforce Plan to Elected Members through the Executive and the Overview Scrutiny Management
Board
Be responsible for day-to-day management of the Leadership development, Talent, Staff Engagement
and Learning teams, for defining roles and responsibilities and for allocating resource to both
corporate and Director Area projects and activities, as required.
Develop the team through sharing information effectively, coaching and communicating a clear vision
to ensure that staff are productive, engaged and motivated to deliver the Councils objectives. This will
include setting clear goals and smart stretching objectives that are aligned to those of the Council.
Manage the Leadership Development, Talent and Learning budget of approximately £750K and
overseeing service contracts.
Promotes high standards for improving diversity and equality in the organisation, as per the Workforce
Race Equality Standard and Workforce Disability Equality Standard
Ensuring the effective use of the Councils apprenticeship levy and function as Deputy safeguarding
lead for inhouse apprenticeship learning provision- take the lead on OFSTED inspections for
leadership/management apprenticeship provision.
1. Strategy Development In conjunction with the Assistant Director and Head of People be responsible for delivery of the current
people strategy. Also be fully engaged in developing a future focused people strategy ensuring the service has the ability
and agility to proactively manage changing service demands.
2 Corporate Workforce Plan and HR Services Work Programme - own and co-ordinate the development
and implementation of the People Strategy and impact assessments, responding with solutions to take
account of wider corporate requirements. Evaluate the effectiveness of service-specific and corporate
HR support and recommend ways to improve service effectiveness and value.
3 HR Service work plan develop, monitor and evaluate the HR Service work plan.
4 Strategic implementation and review of Leadership Development, Talent, EDI and Learning
policies and procedures - working with the Leadership Development and Talent Business Partners and
HR team, make a strategic contribution to the effectiveness of the service and introduce and manage
appropriate arrangements to monitor implementation, compliance and impact of relevant strategies
and policies ensuring that managers and employees are aware of their responsibilities and able to
perform to the best of their abilities. The team will take an innovative approach to workforce planning
and transformation to ensure best use of resources across LCC.
5 Procurement and Contract Management to work with the appropriate Business Partners when
commissioning internally and externally expert advice and support as necessary to ensure that talent
and learning solutions are delivered within required timeframes and in response to business need. Lead
the procurement and re-procurement of Talent, and Learning contracts, establishing options and cost effective contract management.
6 Talent Management Programme review, design and manage the delivery of the Councils talent
management programme working with external partners and internal stakeholders, where appropriate.
7
Staff engagement Actively develop a plan for staff engagement to improve retention of employees.
Support the Staff Engagement Lead to deliver on a retention plan to reduce turnover in high risk areas,
developing plans to increase our focus on stay interviews and active assessment of exit interview data
reporting regularly on this matter to CLT and DLT.
8 Training Plan develop an annual training implementation plan outlining how the corporate Learning
and Development Strategy will be delivered to the Councils workforce. Regular monitoring and
reporting on the apprenticeship levy will be included in this work.
9
Evaluation evaluate all learning and development activities to assess impact and value for money.
Providing regular reporting to key stakeholders on progress and achievements
10 Effective Service Delivery and Efficiency contribute to processes which ensure that in-house and
outsourced services are delivered cost effectively using customer feedback and benchmarking to help
create a culture of continuous improvement and learning within the service.
11
Financial Management and Income generation Manage the Leadership development, Talent and
Learning budget of £750k and corporate contracts on behalf of the service. Consider/respond to relevant
opportunities to generate income from the expertise of the HR service and/or to partner with other
organisations to improve service resilience to the Council and the sector
12
Risk Management identify and develop responses to key risks relating to leadership development,
Talent, EDI and learning and to the implementation of any policies and programmes. This will require
supporting the development of business information and reports to senior managers to ensure that the
service area/s Director is prepared to meet any new challenges and requirements minimising risk by early
and effective interventions
13
Relationship Management ensure all aspects of stakeholder management are implemented for
identified key corporate stakeholder/s. Build the necessary relationships with the relevant HR Business
Partner to ensure that strategy development and advice meets business needs, recommending
innovative solutions to respond to changing requirements.
Work closely with the senior people leadership team to develop and deliver on the people strategy
14
Role Model provide visible leadership of the Council's values and culture, role modelling CIPD and
required behaviours and challenging others. Act as a trusted partner to Directors and Senior Managers,
providing appropriate challenge and also advising on sensitive and confidential matters within the
context of the role.
Active involvement in the corporate diversity steering group and regular attendance at the staff network
meetings to understand the EDI challenges LCC has in order to retain and promote our under-represented
groups
15
Team and service management day to day management of the Team, defining roles and responsibilities and allocating resource to both
corporate and Director Area projects and activities, as required. Development of the team through
sharing information effectively, coaching and communicating a clear vision to ensure that staff are
productive, engaged and motivated to deliver the Councils objectives. This will include setting clear
goals and smart stretching objectives that are aligned to those of the Council. Manage the Leadership
development, Talent and Learning budget and service contracts on behalf of the service.
Person Specification
Qualifications
Essential
- Level 7 qualified in a relevant subject such as Organisational
- Development/Leadership with Chartered MCIPD status or
- equivalent level of experience
- Ability to undertake work of a highly complex and diverse nature which requires advanced knowledge and skills in a range of disciplines e.g equality legislation, organisational development and design and pay and workforce transformation and planning.
- Good understanding of the Council's strategy, performance goals and drivers and of the changing priorities of local councilors and the public sector nationally.
- Knowledge of latest thinking and best practice in all aspects of Leadership development, EDI and Learning and the capacity and understanding to interpret this for the benefit of the relevant Director/Service Area/s and the Council
- Demonstrable experience of developing and implementing
- leadership development, talent and EDI strategies
- Significant experience of leading, developing and mentoring
- teams.
- DBS clearance
- Experience of delivering projects and tasks through others
- Experience of managing and influencing multiple stakeholders both internally and externally
- Experience in Talent management approaches and systems
- Experience in Learning and Development strategy and delivery
- Role modelling CIPD and required behaviours and challenging others. Act as a trusted partner to Directors and Senior Managers advising on sensitive and confidential matters within the context of the role.
- Able to demonstrate the LCC values of Collaboration, Adaptable, Responsible, Eco-conscious, Supportive
- Evidence of continuous professional development
- Budget management
Desirable
- ILM (or other leadership body) Level 5 qualification
- Experience of working in a public sector, and understanding the opportunities, constraints and pragmatism of working in a
- political organisation.
- Experience of managing Apprenticeships
- Knowledge and experience of contract management and
- procurement
Person Specification
Qualifications
Essential
- Level 7 qualified in a relevant subject such as Organisational
- Development/Leadership with Chartered MCIPD status or
- equivalent level of experience
- Ability to undertake work of a highly complex and diverse nature which requires advanced knowledge and skills in a range of disciplines e.g equality legislation, organisational development and design and pay and workforce transformation and planning.
- Good understanding of the Council's strategy, performance goals and drivers and of the changing priorities of local councilors and the public sector nationally.
- Knowledge of latest thinking and best practice in all aspects of Leadership development, EDI and Learning and the capacity and understanding to interpret this for the benefit of the relevant Director/Service Area/s and the Council
- Demonstrable experience of developing and implementing
- leadership development, talent and EDI strategies
- Significant experience of leading, developing and mentoring
- teams.
- DBS clearance
- Experience of delivering projects and tasks through others
- Experience of managing and influencing multiple stakeholders both internally and externally
- Experience in Talent management approaches and systems
- Experience in Learning and Development strategy and delivery
- Role modelling CIPD and required behaviours and challenging others. Act as a trusted partner to Directors and Senior Managers advising on sensitive and confidential matters within the context of the role.
- Able to demonstrate the LCC values of Collaboration, Adaptable, Responsible, Eco-conscious, Supportive
- Evidence of continuous professional development
- Budget management
Desirable
- ILM (or other leadership body) Level 5 qualification
- Experience of working in a public sector, and understanding the opportunities, constraints and pragmatism of working in a
- political organisation.
- Experience of managing Apprenticeships
- Knowledge and experience of contract management and
- procurement
Additional information
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).
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
