Deputy Chief People Officer

Job description

Job responsibilities

Role Summary

This prominent role will provide comprehensive and strategic leadership across the workforce and Innovation team to ensure a comprehensive, efficient and professional service to clinicians, managers and staff at all levels in order to support the Trust in achieving its strategic and operational objectives.

Working with the director to engage at all levels of the workforce and the wider system, to deliver the Trusts strategic ambitions.

To be the HR lead in a range of corporate strategic projects including staff health and wellbeing.

Responsible for all aspects of managing the workforce directorate functions including Human Resources, Equality Diversity & Inclusion, Training and Development, Medical Education, E Roster and Innovation.

Trust lead for Equality and Diversity in partnership with the Chief People Officer.

Support the Innovation Manager to develop, establish and promote a culture of innovation across the Trust.

Responsible for the delivery of the Trusts People Strategy and associated action plan.

To ensure the management of the Occupational Health, Employee Assistance Programme and SLAs.

Working with the Chief People Officer to ensure dynamic engagement at system level including both the public and private sectors.

Key Responsibilities

To work with the Chief People Officer in the management and implementation of the People Strategy that reflects the national and local strategic framework for the NHS.

Delegated responsibility for the management of departmental budget and resources.

To lead the teams within workforce to ensure that appropriate professional infrastructures are in place to support the delivery of workforce services and functional requirements within the Trust in line with corporate objectives.

To provide leadership across the teams (deputising for the Chief People Officer as appropriate) including fundraising and research/development as required.

Lead and develop service standards (key performance indicators) and service level agreements for the provision of the workforce services within the Trust.

Take a lead role in the development of the Trusts staff engagement programme including responsibility for the annual staff survey

To ensure the provision of an effective and efficient specialist support, guidance, facilitation and advisory service to ensure employment issues are addressed and resolved in a timely manner, reflecting the policies and values of the Trust.

To support the development of HR capabilities of managers and staff and to promote good employment practices across the Trust.

To be responsible for the development, negotiation and maintenance of the Trusts employment policies and procedures, ensure that they support the business plan, meet new legislation, statutory requirements and reflect current best practice.

To participate in formal consultation and negotiation with Trade Union and Professional Organisation representatives on a full range of employment issues, both individual and collective, to resolve issues and to promote a positive employee relations culture.

To ensure appropriate systems are in place to monitor HR and employee relation activities in accordance with legislation and equality requirements.

Ensure the Trust has an equality and diversity framework inclusive of appropriate policies and interventions to support workforce development.

Ensure that HR management information and performance data is regularly provided to Trust Board, Executive Team and externally bodies as requested in a timely and appropriate manner.

Designated as risk lead for HR department, providing the organisation with assurance of compliance against standards appertaining to HR management under, CQC etc.

Develop Business Continuity Plan for HR providing robust planning in the event of unforeseen events e.g. flu pandemic, fire, floods etc.

Delegated budget holder for HR/Education departments and manage SLA contracts To provide advice and guidance to managers at all levels in the organisation on interpretation of legislation and policy and setting precedents for the future and to make recommendation in relation to diverse and highly complex employment issues.

To manage highly complex and sensitive communications in emotive and challenging situations, using influential negotiating and motivational skills to achieve desired outcomes. This may include contentious situations such as disciplinary cases, employee grievances and significant organisational change and TUPE transfers.

Person Specification

Other

• Track record of continuous professional development.

Qualifications

• Educated to masters level in HR/OD or equivalent
• Chartered MCIPD
• Evidence of leadership development, ideally designed for the modern NHS.

• Chartered FCIPD.

Experience

• Demonstrable NHS experience as a senior HR professionalSuccessful track record of delivering/exceeding performance foals/targets in a complex environment with conflicting priorities and demands
• Successful track record of developing Workforce/HR &OD strategies that result in organisational performance improvements
• Experience of leading and successfully delivering complex change
• Ability to identify, create and develop new partnerships, alliances and/or coalitions to open up wider business opportunities for the Trust
• Demonstrable track record of engaging with external stakeholder to improve service delivery
• Delivering HR solutions within a provider environment
• Extensive experience of successfully managing employee relations in a collaborative manner
• Demonstrable experience of delivering the Equality and Diversity agenda at an organisational level
• A strong commitment to health and wellbeing and evidence of local implementation
• Working with and influencing senior managers and Executive Directors
• Experience of managing significant financial, people and other resources.
• Ability to work with senior management, clinical colleagues and other staff to make sound judgments and respond positively to a rapidly changing environment
• Able to work under pressure and meet tight deadlines
• Proven line management experience and capability
• A strong understanding of all aspects of HR management including workforce planning and medical staff issues
• Up to date understanding of employment law and the ability to translate theory into practice
• Strong interpersonal skills and the ability to influence others by negotiation
• Work using own initiative, and work without direct supervision
• Interpersonal skills ability to influence others
• Ability to establish and maintain influential working relationships at all levels, internally and externally
• Working knowledge of health and safety legislation
• Knowledge of the HR agenda within the NHS.

• Ability to manage key projects to timescale and benefit realisation
• Able to research, develop and present reports to senior leaders.

Certificate of Sponsorship

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.

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.

UK Registration

Applicants must have current UK professional registration. For further information please see NHS Careers website.

Employer details

Employer name

The Walton Centre NHS Foundation Trust

Address

The Walton Centre

Lower Lane

Liverpool

L9 7LJ

https://www.thewaltoncentre.nhs.uk/