Head of Culture & Leadership Development | Central and North West London NHS Foundation Trust
| Posting date: | 13 May 2024 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £66,718 - £76,271 per annum inc HCAS |
| Hours: | Full time |
| Closing date: | 12 June 2024 |
| Location: | London, NW1 3AX |
| Company: | CNWL NHS Foundation Trust |
| Job type: | Permanent |
| Job reference: | 6293745/333-C-HQ-0679 |
Summary
As Head of Culture and Leadership Development, you will be a visible, inclusive and collaborative leader, leading the delivery of our 21stCentury Leadership Programmes (21CLP) and the strategic implementation of our cultural transformation programme, Safe, Compassionate, Accountable, Reflective, Fair (SCARF) across CNWL.
The successful applicant may have contact with patients or service users. As an NHS Trust we strongly encourage and support vaccination as this remains the best way to protect yourself, your family, your colleagues and of course patients and service users when working on our healthcare settings.
Based within the People and Culture Directorate, as a member of our Organisational Learning, Development and Inclusion Senior Management Team, you willcontribute to CNWL's People and Culture Strategic and Delivery plans, linking opportunities for SCARF and 21CLP to align / support / develop to achieve Trust ambitions.
You will take full responsibility for developing and directing the operationalisation of SCARF through delivery and assurance processes, working closely with SCARF Taskforce Chairs and other internal stakeholders.
You will oversee the delivery of 21CLP including cohort programmes, alumni continued development offers, external programmes, stand-alone modules and bespoke leadership development offers.
You will lead and manage the 21CLP team to ensure all aspects of programme are delivered on time and to the specification required, including scheduling, communications with participants, line managers, faculty and trainers, preparation and sharing of materials, tech support, venue liaison and event management.
You will engage and influence stakeholders in co-design, co-delivery, review and evaluation of all aspects of 21CLP and SCARF.
Cultural transformation and leadership development have increased in focus, with a pivotal role in the delivery of CNWL's People Plan, People & Culture Delivery Plan and modernisation programme for our People & Culture Directorate.
The team is currently developing Centres of Excellence around a new operating model and you will have the opportunity to help shape the role and responsibilities as the SMT structure and teams develop further.
We will expect you to uphold Trust values, SCARF principles and behaviours and a 21CLP ethos in all aspects of your work. You will promote equality, diversity, individual human rights;prioritising health and wellbeing and contributing to cultures across the Trust that are compassionate, fair, therapeutic, productive, accessible, inclusive, flexible and responsive to the needs of our workforce and those that we serve.
Values and Behaviours
To work at all times to promote equality, diversity and individual human rights.
To prioritise your own personal wellbeing, and to seek support if issues arise with work-life balance.
To uphold Trust values, SCARF principles and behaviours and a 21CLP ethos in all aspects of work.
Contribute to cultures across the Trust that are compassionate, fair, therapeutic, productive, accessible, inclusive, flexible and responsive to staff and service users’ needs.
Ensure excellent communication and liaison with colleagues within the wider services of the Trust, being an agent for change and a champion of organisational learning, development and inclusion in all interactions both within and outside the organisation.
To participate in supervision and appraisal, engaging in reflective practice and continued professional development to support high performance within the role.
Respect integrity, confidentiality, clinical governance and data protection requirements in line with Trust policy.
To act as an ambassador for the Trust with external agencies and partner organisations
Be efficient, responsible and maintain a high level of personal organisation; keeping accurate and appropriate records and providing information for monitoring and evaluation as required
Continuously improving own specialist practice, horizon scanning and benchmarking, knowledge management and use of technology.
Work flexibly, being prepared to perform other duties commensurate with the role which may include new areas of operation following consultation.
Strategic delivery:
• To contribute to the People and Culture Strategic and Delivery plans, linking opportunities for SCARF and 21CLP to align / support / develop to achieve Trust ambitions.
• Work collaboratively with the Head of EDI to ensure inclusion is embedded into 21CLP and SCARF, and where positive action is taken to ensure representation of all groups is in line with organisational ambition and expectation of national standards and enables delivery of the People & Culture Delivery Programme.
• Work collaboratively with the Head of Learning & Development to develop 21CLP as our strategic leadership framework in line with organisational ambition and enables delivery of the People & Culture Delivery Programme.
• Attend the People and Culture Directorate and SMT meetings as required.
• Contribute to the People and Culture Directorate workstreams as indicated.
• Ensure senior and executive leadership teams are kept informed of new requirements and developments, providing reports to the Trust Board, Executive Group and Divisional Boards as required.
21CLP delivery & development:
• Coordinate the wider 21CLP Faculty including planning agendas and chairing meetings, identifying priorities, implementing agreed actions and continued development to ensure currency of 21CLP offers.
• Be a 21CLP Director / Co-Facilitator.
• Deliver training for aspects of 21CLP which align to subject matter expertise, e.g. as a trainer / coach / facilitator.
• Oversee engagement with partner stakeholders, e.g. partners providing action learning set facilitator supervision, programme accreditation, design and publication of materials and academic partners involved in 21CLP evaluation.
• Support 21CLP Directors with communications and provisions to recruit and engage senior leaders in the delivery of 21CLP, e.g. as action learning set facilitators, bespoke workshops by divisional leads.
• Contribute to the development of new aspects of 21CLP, including tailored new programmes for emerging leaders and for established senior leaders, and bespoke tools to support participants and alumni leadership development, initiating business proposals where indicated.
• Advise on skill mix required in the 21CLP team to deliver programme developments.
• Support 21CLP Directors with continued engagement of Module Design Leads, to update on 21CLP progress and to co-produce further programme developments.
• Prepare reports, updates, proposals, business cases as needed for programme Directors.
21CLP Team management:
• Lead compassionately and with accountability.
• Supervise, appraise and support the development of team members.
• Lead recruitment and induction of team members as indicated, including review of skill mix as 21CLP evolves to business as usual.
• Ensure all aspects of the programme are delivered on time and to the specification required, including scheduling, communications with participants, line managers, faculty and trainers, preparation and sharing of materials, tech support, venue liaison and event management.
• Contribute to all aspects of team work as needed, supporting with scheduling and prioritising as required.
• Meet regularly with team members to progress the work of the team.
• Attend to team engagement, effectiveness, efficiency and sustainability.
• Ensure effective team processes to mitigate risks to quality of team work, e.g. the impact of unplanned absence.
Evaluation and quality assurance
• Engage stakeholders in design, delivery, review and evaluation of all aspects of 21CLP.
• Ensure robust quality assurance of programme content, materials and delivery.
• Coordinate evaluation of 21CLP, liaising with academic partners to design, implement and review evaluation processes, to share evaluation with stakeholders, and to derive learning from evaluation reports for development of 21CLP.
• Review, together with staff network co-leads and representatives, the accessibility and effectiveness of 21CLP as an inclusive programme, which contributes to progress towards an inclusive culture across CNWL.
• Draw organisational learning from all aspects of programmes and work with 21CLP Directors and Faculty to address sharing of learning as indicated.
Management of Resources
• Manage delegated budgets in accordance with the Trust’s overall policies, procedures and standing financial instructions. This may include implementing cash releasing efficiency targets on an annual basis.
• Undertake evaluations of interventions to assess the ‘return on investment’ and take appropriate actions to maintain an effective and efficient business approach.
• Defining evaluation benchmarks and impact assessment measures and ensuring that recommended interventions optimise these performance indicators.
• Agree, set and oversee the measurement of quality standards for the provision of 21CLP activity.
• Develop and seek income generation opportunities to deliver leadership packages of training to other NHS Trusts and external customers.
Deputise for Associate Director for Culture & Inclusion
• As part of the Organisational Learning, Development and Inclusion Senior Management Team distributed leadership model, support the Associate Director for Culture & Inclusion by deputising and attending meetings as agreed.
• Support the Associate Director for Culture & Inclusion with appropriate projects and work streams.
This advert closes on Monday 27 May 2024
Proud member of the Disability Confident employer scheme
Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.