Job Summary

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The Deputy Chief People Officer is the most senior People & Organisational Development (OD) leadership role below Board and has responsibility for developing and driving a high-performance People & OD service culture whilst also putting in place a range of large-scale initiatives that give our people the best experience in the NHS.

The Deputy Chief People Officer will be responsible for oversight of all aspects of the Trust’s People and OD team activities within their respective portfolios and will work closely with the Deputy Director of Learning & OD to deliver on our leadership development and education agenda.

The post-holder will jointly lead the HR & OD function within the Trust, ensuring that it serves the needs of clinical and non-clinical departments across the organisation and works in partnership with our staff and staff representatives.

The post will also have direct accountability for the workforce transformation and innovation agenda, in particular the use of robotics and artificial intelligence, and support both Associate Directors of People and OD in the delivery of their operational people portfolio.

 

Main Tasks and Responsibilities

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Strategy and Policy

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Develop strategic people plans in line with our new People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large scale initiatives and transformation programmes.

Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes ChelWest a great place to work.

Interpret and anticipate national, regional and local policy to ensure the Trust’s strategic plans support effective recruitment, retention, leadership and management of staff.  Contribute to the successful delivery of the ICS objectives.

Ensure all workforce and organisational development strategies and plans support the Trust’s mission and delivery of the Trust’s strategic objectives and are properly integrated into wider corporate and health care planning.

Develop and embed policies and procedures, appropriate to the needs of the organisation, consistent with the Trust’s values and compliant with legislative and regulatory requirements, ensuring that the Trust operates fair and responsible employee relations which support effective and efficient management of staff.

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Organisational Development

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Provide leadership, working with the Deputy Director of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trust’s mission, values and commitments.

Develop and implement plans to nurture and develop clinical and managerial talent for future leadership roles.  Support the implementation of talent management and formal succession planning frameworks to support the organisations objectives and enhance a culture of innovation and performance. Enhance devolved leadership at every level of the Trust, through development and delivery of high quality development programmes, and provision of advice and support to line managers, in support of positive culture change and innovation.

Work closely with other Executive Directors and Divisional leaders to introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation.

Develop the reward and recognition framework to incentivise appropriate behaviours and high performance throughout the Trust.  Working in partnership with staff and  staff representatives, lead the Trust’s approach to securing value for money and best practice through optimising the terms and conditions of staff.

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Equality, Diversity and Inclusion (EDI)

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Put in place a range of EDI programmes which address the underlying issues that impact upon the current experience of our black and minority ethnic staff in the organisation.

Develop a set of cultural plans that over the mid to long term improve the Trusts approach to EDI and maximise the benefits for our people and patients.

Develop an analytical model to identify areas for concern and take proactive action to address them.

Work actively with staff networks to help shape and drive the EDI agenda.

Develop and put in place a full schedule of EDI events and activities to celebrate and acknowledge the rich diversity of our communities and signal the organisations commitment to an inclusive culture.

Deliver improvements in the areas where the Trust is required to report publicly on the EDI agenda and communicate these actively inside and outside the organisation.

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Workforce Planning and Performance

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Develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trust’s annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels.

Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term.

Lead on the development, implementation and monitoring of key performance indicators and provide workforce information to the Trust Board and managers to facilitate improved individual and organisational performance and productivity.

Ensure there is a clear and transparent framework in place for appraisal and performance management of individuals, supporting delivery of the Trust’s workforce objectives, and that line managers are trained to use it robustly and held accountable for people management and performance at local level.

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Employee Relations

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Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning.

Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives.

Use national and local surveys and other methods to understand staff views and develop and implement plans to improve staff satisfaction.

Develop a ‘Just Culture’ approach to managing people issues and ensure greater equity in the experience of our black and minority ethnic colleagues.

Provide advice and support to the Chair, Chief Executive and other Executive Directors as required on specific senior employee relations or other workforce issues.

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People and OD function

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Provide professional leadership, vision and direction for the people and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust.

Develop the capacity and capability across all aspects of the HR and OD functions to ensure a fit for purpose team

Support the roll out of the People Strategy action plan, in line with national thinking and the needs of our people.

Ensure the Associate Directors of People & OD mirror this approach within their teams.

Be responsible for the medical staffing function, working closely with the Chief Medical Officer

Deliver year on year efficiency improvements within own areas of budgetary responsibility

Support the Chief People Officer to develop the senior leadership teams across the organisation.

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Other Responsibilities

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Contribute fully as a senior leader to the Trust’s overall strategy and direction, the effective functioning of the organisation and the promotion of strong partnerships within and outside the local health community.

Assume joint responsibility with other senior leaders for corporate performance and risk management and the achievement of the Trust’s strategic objectives for service, teaching and research.

Contribute to the achievement of the Trust’s Financial Plan, ensuring that the workforce is deployed as productively and efficiently as possible within the overall pay budget.

Support planning and delivery of the Trust-wide savings programme and lead Trust-wide initiatives to reduce the overall pay bill.

Participate in the senior manager on-call rota.

This job description may be subject to change according to the varying needs of the service. Such changes will be made after discussion between the post holder and his/her manager.

All duties must be carried out under supervision or within Trust policy and procedure. You must never undertake any duties that are outside your area of skill or knowledge level. If you are unsure you must seek clarification from a more senior member of staff.