Director for Workforce and Organisational Development

Essential

• Substantial experience of leading a complex Workforce & OD function / service.
• A comprehensive understanding of the NHS landscape, including Integrated Care Boards & Systems, and the role that the People agenda plays in building capacity, capability and culture to ensure high quality patient care.
• Significant experience of operating and leading at a director or deputy level in a complex organisation including experience of operating as part of, or regularly working with, a senior executive leadership team.
• Significant experience of providing authoritative professional advice to Executive Directors and senior decision-making or governance forums on complex and sensitive workforce matters.
• Experience of making a significant corporate contribution beyond the boundaries of the individual's professional portfolio
• Demonstrable experience of identifying, managing and escalating significant organisational workforce risks and supporting effective executive assurance arrangements
• Expert and up-to-date knowledge of employment legislation, NHS Terms and Conditions of Service, employee relations, contemporary HR practice and organisational development methodologies, with significant experience of interpreting and applying these within a complex NHS environment
• Substantial experience of leading and advising on complex, sensitive and high-risk employee relations matters, with the professional credibility to provide authoritative advice to Executive Directors and senior leaders on employment legislation, NHS Terms and Conditions, organisational change and complex workforce cases.
• A successful track record of leading and facilitating major change and transformation programmes, including cultural change.
• Significant experience of employee and industrial relations, including effective partnership working, consultation and negotiation with recognised trade unions and staff-side representatives
• Significant experience of diagnosing and influencing organisational culture and climate within a large and complex organisation, using workforce intelligence, staff experience and organisational insight to deliver measurable and sustained cultural improvement.
• Experience of providing workforce and OD leadership within strategic partnerships, alliances or system arrangements, including working successfully across organisational boundaries and managing the people and cultural dimensions of complex organisational change.

Desirable

• Experience of working in, or with, organisations outside the NHS, bringing broader perspectives and learning to workforce and organisational development practice.

Essential

• Resilience required to operate in a challenging organisation and a complex external environment.
• A leader who leads by example and empowers others, even in high pressure environments.
• Highly motivated to deliver high standards that contribute to the improvement in the quality of services.
• Personal and professional demeanour and credibility that always generates trust and confidence in others.
• Motivated to make a difference in whatever way they can.
• Demonstrable experience of role-modelling Trust values
• Values and respects others, treats everyone as an individual, is non-judgemental.
• Commitment to leading and driving the creation of an inclusive culture.
• The highest degree of honesty, probity and integrity

Essential

• Demonstrable and highly developed strategic leadership capability, with the credibility and personal authority to operate effectively as a member of the Trust Executive Committee.
• Highly developed oral, written and presentation skills, with the ability to develop, communicate and gain ownership for a clear vision.
• Highly developed influencing, negotiation and interpersonal skills, able to influence and appropriately challenge through personal and professional credibility rather than managerial authority
• Ability to think and act strategically, developing practical, innovative and creative solutions to the management of strategic issues and complex problems.
• Highly developed organisational development capability, with the ability to diagnose organisational culture and climate, identify underlying organisational issues and develop evidence-based interventions that create sustainable behavioural and cultural change.
• Evidence of supporting, guiding and coaching senior and executive staff to role-model values.
• The ability to shape and influence across organisational boundaries.
• Ability to provide independent, authoritative professional advice and appropriately challenge Executive Directors and other senior leaders while maintaining constructive and effective working relationships.
• Ability to balance professional leadership of the workforce agenda with collective responsibility for the wider strategic priorities and performance of the Trust.