Implementation Manager - North

Job responsibilities

In this role, you are accountable for

Operational Service Delivery & Optimisation

1. Responsible for the optimisation of the current workforce solution across the allocated sub-set of user organisations in maximising capabilities and achieving business goals.

2. Providing specialist functional advice, support and guidance to NHS organisations in relation to the current workforce solution.

3. Provide SME guidance and support to user organisations in the planning and successful execution of annual ESR assessments with user organisations. Encourage user organisations to identify areas where current workforce solution optimisation can support their strategic workforce objectives and provide enhanced project support for user organisations ongoing optimisation initiatives.

4. Maintain a detailed technical and functional knowledge of the current workforce solution to influence senior stakeholders within user organisations in order to maximise the benefits offered through greater optimisation.

Management of the Implementation Function

1. Supporting the Implementation Lead in the running of the Implementation function. Support the setting of strategic goals and operational procedures that will allow the function to provide comprehensive readiness and implementation support for user organisations.

Implementation of the Future NHS Workforce Solution

1. Use the available readiness frameworks to evaluate user organisations preparedness for the future solution. Use key readiness and implementation documentation (such as scoping templates or PIDs)

2. Work with the future supplier team in delivering their responsibilities to deliver implementation waves, support user organisations in each wave to transition successfully to the future solution. This will include sharing intelligence on dependencies and collaborating closely with stakeholders internally and externally to minimise impact on rollout schedule.

Data Insight & Reporting

1. Responsible for the collection and sharing of data quality and insight for the current workforce system and user organisation readiness for the future solution.

2. Support the creation of reporting frameworks on user organisations readiness that support decision-making into the programme and provide visibility across both current system optimisation and future implementation status and planning.

Stakeholder Relationship Management

1. Build and manage relationships with the future supplier and within NHS regions, including ICBs/ICSs and user organisations at all levels and wider stakeholders to foster engagement and collaboration on both the current workforce systems optimisation and the future solutions design and rollout.

2. Influence commitment from User Organisations to fulfil their roles in preparing for and implementing the future solution.

3. Supporting organisations in their efforts to optimise the current workforce solution and the roll out of the future solution, escalating issues whererequired and representing the NHSBSA on regional and internal project boards as required.

Developing the capabilities of the User Organisations

1. Use available frameworks to assess the change management, and wider capabilities needed for a user organisation to both optimise the current ESR solution and to successfully implement the future solution.

2. Work with user organisations to encourage use of roll out materials, skills and/or products that will support their implementation, delivering sessions with user organisations as required.

Continuous Improvement

1. Actively seek feedback and promote adaptability to continually refine processes, ensuring alignment with both user organisation needs and evolving system requirements.

2. Maintaining an understanding of NHS terms and conditions of service and NHS workforce strategies and initiatives and a clear understanding of how NHS organisations work.

Line Management

1. If, and when required provide line management capability, fostering a collaborative and supportive environment. Set clear goals, monitor performance, and provide coaching and development opportunities to ensure team members are equipped to meet both current and future demands. Encourage a culture of accountability, innovation, and continuous improvement.

Ways of working

1. Work at all times collaboratively with all members of the Implementation team to foster a collaborative, coordinated and supportive environment. Working with the wider NHSBSA programme team and NHSBSA teams.

2. Communicating with all levels of NHS staff, all types of NHS organisations, and individuals associated with the service such as contractors or consultants.

Qualifications

Essential

• Degree in relevant Discipline (eg. Public Sector Management)
• Project Management Qualification - PRINCE2 Foundation or equivalent
• Evidence of Continued Professional Development

Desirable

• Masters Degree or Postgraduate professional qualification (eg MCIPD)
• Prince 2 Practitioner qualification
• Qualification in programme management, or a related discipline.
• Leadership qualification level 4 or above.
• Change Management qualification (e.g., PROSCI).
• Certification in Data Analytics or Data Management (e.g., Certified Analytics Professional).

Personal Qualities, Knowledge and Skills

Essential

• Project and Programme Management: Demonstrable skills in operational and programme management, project planning, and implementation, including creating frameworks, readiness assessments, delivery plans and monitoring progress.
• Delivery and Outcome Bias: Strong focus on the delivery of optimisation and implementation activities, achieving measurable outcomes and ensuring alignment between project deliverables and programme objectives.
• Stakeholder Engagement and Relationship-Building: Proven skills in building relationships and engaging stakeholders at senior executive leadership levels to foster collaboration and ensure shared goals are met.
• Data Analysis and Insight: Experience of delivery in data collection, quality management, and analysis to inform readiness assessment and implementation planning.
• Change Management: Experience in the application of change management principles and methods, in order to be able to work effectively with the future supplier and influence User Organisations to drive their organisational change journeys, manage resistance, and deliver skill development.
• Communication and Influence: Excellent communication skills with the ability to inspire and influence and secure buy-in from senior stakeholders and manage cross-functional relationships.
• Current workforce solution: Specialised technical expertise in the current workforce solution (ESR) to effectively engage with and influence user organisations. This expertise will drive optimisation projects that promote a shift toward a self-service culture, ultimately enhancing the user experience for NHS employees and strengthening readiness for the implementation of future workforce solution.

Desirable

• Line management and Team Management: Demonstrates the ability to manage and mentor a team, ensuring they are aligned with both current system optimisation and the readiness and implementation goals for the future solution.
• Knowledge of Workforce Solutions/ERP Systems: Familiarity with workforce management, HR, or ERP system environments and an understanding of common challenges and best practices in system transition.
• Ability to operate in a complex and dynamic environment.
• Knowledge of the NHS landscape and the different organisation types that make up the NHS to support User Organisations in their readiness activities.
• Understanding of continuous improvement methodologies, such as PROSCI, Lean or Six Sigma, to support ongoing optimisation efforts.

Experience

Essential

• Demonstrated experience in a leadership role within an operational service delivery, programme management, or change management setting, ideally in technology or workforce solutions.
• Proven track record in managing system implementations and leading teams through significant transitions.
• Experience in stakeholder management and relationship-building at a senior executive level, with a focus on strategic engagement and collaboration.
• Experience with data insight and reporting to support decision-making and inform readiness and implementation strategies.
• Prior experience in supporting the establishment of a new function or programme area within an organisation.

Desirable

• Experience in an HR, workforce management, or Enterprise Resource Planning/Human Capital Management systems environment.
• Experience working in the NHS or public sector.
• Familiarity with continuous improvement methodologies (e.g., PROSCI Lean, Six Sigma).