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Head of People (pay evaluation pending AfC Band 8b/8c)
| Posting date: | 24 May 2024 |
|---|---|
| Salary: | £58,972.00 to £68,525.00 per year |
| Additional salary information: | £58972.00 - £68525.00 a year |
| Hours: | Full time |
| Closing date: | 09 June 2024 |
| Location: | Lowestoft, NR32 1DE |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | B9849-055-24 |
Summary
Lead and manage the People Team (HR, OD, and Training) Provide direction, support, and mentorship to ensure optimal performance and professional development. Coordinate and delegate tasks and responsibilities effectively, fostering a collaborative and cohesive team environment. Conduct individual performance appraisals and create personal development plans in accordance with company policy, agreeing with the Executive Director of Quality and People clear goals and objectives for the team that are aligned with organisational priorities, and monitor their progress. Ensure effective communication and coordination within the team and across other departments to ensure efficient processes. Cultivate a positive and inclusive team culture that promotes collaboration, innovation, and continuous learning. Manage the HR budget, oversee the Training budget, and be an authorised signatory. Employee Relations Advise on highly complex employment issues, including oversight of very complex employee relations cases and employment tribunal cases. Provide guidance and expertise to HR team members on complex HR issues, policies, and procedures, including undertaking regular case work review meetings to ensure that all cases are handled consistently, in a timely manner, and to address/escalate blockers. Act as the senior lead for working with the unions, ensuring effective and positive relationships. Chair the organisations Joint Consultation and Negotiation Committee (JCNC) as required, ensuring it operates effectively and maintains constructive dialogue between management and union representatives. Change Programmes Oversee and assist in the delivery of all change management processes (projects and consultations), including TUPE, ensuring that such initiatives, where appropriate, are delivered in accordance with agreed requirements realising effective coordination of people, resource, and talent. With allocated responsibility, to lead the process of staff involvement and to assist in the facilitation of change. Resourcing, workforce development, plans, and succession planning Collaborate with the Executive Director of Quality and People to contribute to the ongoing development and implementation of strategies for recruiting, retaining, and developing a high-quality, professional, and skilled workforce. Oversee recruitment and selection processes to ensure the organisation attracts and retains top talent. Work closely with the Executive Director of Quality and People to collaborate on the development, forecasting, and maintenance of workforce and succession plans, ensuring alignment with the organisations strategic vision and values. Develop, forecast and maintain workforce and succession plans with business leads and for the organisation, overseeing the People & HR Business Partners in relation to individual service plans. Workforce Health and Wellbeing Lead on the strategic approach to health and wellbeing, working closely with the Non-Executive Board Director nominated as the organisations wellbeing champion. Responsible for Chairing the Operational Health and Wellbeing Group, and the Strategic Health and Wellbeing Committee which reports into the People, Performance and Finance Committee as a sub-committee of the Board. Manage the Occupational Health Contract for Services; work closely with the external provider to ensure the delivery of comprehensive and high-quality occupational health service, aligning with organisational needs and demonstrating clear value to both staff and management. Manage the Employee Assistance Provider (EAP) Contract for Services to ensure the delivery of effective support services. Monitor and evaluate the effectiveness of health and well-being initiatives, including those provided by the EAP. Provide strategic oversight for absence management. Collaborate with People & HR Business Partners and the team to address absence trends and hotspots, ensuring effective implementation of existing policies and procedures. Employee Engagement and Satisfaction Collaborate with stakeholders such as the Associate Director of Communications, Executive Director of Quality and People, and the Shareholder Council to develop strategies that improve employee engagement and satisfaction, taking into account the diverse needs of the workforce. Utilise the NHS staff survey and its pulse checks to gather feedback from employees and identify areas for improvement. Support the implementation of initiatives that enhance employee morale, well-being, and job satisfaction, working collaboratively with stakeholders. ICS Collaboration Collaborate with partner organisations in the Norfolk and Waveney Integrated Care System (N&W ICS) to develop and implement shared ICS workforce policies and practices, and contribute to and execute the Norfolk and Waveney People Plan and related initiatives. Participate in meetings on behalf of the organisation, including but not limited to the N&W People Board (as required/delegated by the Executive Director of Quality and People), the N&W HRDs NHS/Health and Social Care meetings, and the East of England HRD Network. ECCH Internal Meetings Participate in senior management and leadership meetings to provide input on people related matters, ensuring effective communication of HR/people-rated initiatives and updates to the wider organisation. Chair the Independent Remuneration Review Group (IRRG), responsible for the annual review of the remuneration for non-executive directors, including the chair of ECCH, and staff directors, as outlined in the terms of their appointment. Support the Remuneration Committee, which conducts the annual review of executive directors and the GP associate role, by providing advice, support, benchmarking data, and other relevant information for committee members to consider. Attend committee meetings by invitation. On-Call Rota Participation Participate in the on-call rota. Ensure appropriate escalation and response procedures, including those within the HR & Training Business Continuity Plan, are followed during out-of-hours emergencies or critical incidents.