Engagement and Organisational Development Specialist
| Posting date: | 20 September 2024 |
|---|---|
| Salary: | £53,755.00 to £60,504.00 per year |
| Additional salary information: | £53755.00 - £60504.00 a year |
| Hours: | Full time |
| Closing date: | 06 October 2024 |
| Location: | Manchester, M20 4BX |
| Company: | NHS Jobs |
| Job type: | Contract |
| Job reference: | C9413-24-0812 |
Summary
DUTIES AND RESPONSIBILITIES Culture and Organisational Development Lead a portfolio of OD initiatives that drive organisational effectiveness and staff engagement, helping to evolve cultures by impacting on behaviours, habits, and ways of working within the Trust. Contribute to the development and implementation of strategic OD and engagement plans for the workforce, delivering interventions aligned to NHS national and regional standards and providing evidence-based changes to the working lives of staff. Lead the design and development of Trust values and behaviours, collaborating with stakeholders to embed these into everyday systems and processes. Design and deliver internal presentations and workshops, and showcase these at regional and national forums. Be an internal consultant on OD and culture to colleagues at all levels. Diagnose, design, and deliver organisational design and organisational development interventions. Facilitate small and large groups on multi-faceted cultural and behavioural change activity, incorporating multiple inputs and the needs of stakeholders with changing priorities. Provide expert advice to colleagues in HR on OD, staff engagement, cultural development, and leadership behaviours. Work with HR Business Partners on complex team dynamics and behavioural issues; designing, delivering and/or commissioning cultural interventions. Ensure OD and engagement activities are well communicated and clearly understood by stakeholders, using consistent and engaging approaches to connecting with people. Manage delegated budget in relation to OD projects. Apply OD thinking and the principles of equity, diversity, belonging and inclusion into conversations and interventions. Draw on contemporary theory from OD philosophy and behavioural sciences, employing diagnostic and dialogic techniques to help teams foster sustainable people-focused culture change. Strategic talent management, leadership and management, and PDR Enhance long-term leadership capability and effectiveness by driving improvements. Lead activities that deepen our understanding of leadership within workplace culture. Research and design an internal leadership development framework, articulating competencies, capabilities, behaviours and development needs and the transition points between stages. Create large-scale programmes and interventions that enable our leaders to develop in line with this framework. Develop and implement the Trust strategic leadership plans, incorporating The Christie Leadership Framework into leader recruitment, selection, assessment, and development of leaders at all levels. Ensure these that plans align with Trust objectives, the NHS long term plan, and national and regional NHS standards. Lead the development and promotion of the Trust-wide appraisal activity. This includes developing and implementing the Personal Development Review (PDR) policy, ensuring national benchmarking, researching best practice and monitoring its application across the trust. Lead the introduction of a new electronic PDR system to improve completion rates and quality across all directorates and inform talent management and succession planning. This involves researching system solutions, overseeing system design and development, conducting user testing and training, and managing daily operations to ensure effective use by all staff. Lead the development and implementation of the Trust talent management plans, including the succession planning model through which potential successors for our critical roles will be fairly identified. Stay updated on trends in equity, diversity, inclusion and belonging in relation to leadership development, career progression and team effectiveness. Use this knowledge to challenge inequity and to create inclusive and accessible leadership programmes, experiences, and interventions. Work across other NHS, Greater Manchester organisations and the GM Integrated Care System (ICS) to develop joint solutions and initiatives for talent progression and leadership development on behalf of our Trust; particularly leadership development programmes linked to race, disability and broader protected characteristics. Be a stakeholder in national OD and leadership development work to advance the evolution of this work across the NHS system. Develop and manage a bank of external suppliers for leadership development, culture work, coaching, mentoring and associated activities. Maintain strong stakeholder relationships, make recommendations and commission services, remaining mindful of cost, procurement regulations, and ethics. Lead on the development of a coaching and mentoring culture in the organisation by developing and facilitating plans to increase coaching and mentoring capacity and capability. Lead on the CPD, quality and supervision for internal coaches. Coach senior leaders on personal and professional development. Conduct 360-degree feedback, behavioural assessments or psychometrics and provide feedback that enhances self-awareness, raises aspirations, and strengthens leadership capability across the organisation. ork closely with HR colleagues to understand key organisational challenges that impact on management and leadership capability, and design bespoke change interventions that will shift or address these, aligned to Trust objectives. Create strategies and initiatives to drive high performance by helping leaders understand their teams motivational drivers. Collaborate with colleagues to ensure that these initiatives are cohesive, maximising motivation, engagement, and productivity, whilst fostering an inclusive work environment. Collaboratively develop internal groups and networks to support leader engagement, connection, conversation and collective learning in line with Trust values and behaviours. Conduct research, surveys, and audits to assess the quality and effectiveness of talent management, PDR, OD and HR activity (within role responsibilities). This includes introducing and evaluating new frameworks, policies, processes, and programmes. Regularly audit and evaluate interventions to ensure they align with strategic plans, analysing both quantitative data and qualitative feedback. Create and deliver reports, presentations, and training events in formal settings. This includes reporting to senior committees (in line with Trust document standards) and presenting updates to the Executive Board and sub-Board. Where appropriate, supervise staff working on projects, authorising timesheets where applicable Leadership Deputise for the Head of OD & Engagement as required. Act as a role model for The Christie Leadership Framework (Appendix 1) and collaborate with colleagues to ensure an effective and positive working environment for the HR team. Develop effective networks and represent the Trust across Greater Manchester, in order to deliver effective and efficient working practices within the Trust and across the system. Engage in personal and professional development to stay updated on emerging trends, thinking and innovations. Encourage workplace discussions to promote collective learning and integrate ideas into activity. Any other duties as may be required from time to time and which are commensurate with the grade of the post. NB. The portfolio may flex based on emerging requirements, and the preferences and competencies of the role-holder. Examples of other activities may include e.g., staff engagement, health & wellbeing, reward and benefits, etc.