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Head of Organisation Development & Leadership
| Posting date: | 09 January 2025 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £82,462 - £93,773 per annum |
| Hours: | Full time |
| Closing date: | 22 February 2025 |
| Location: | Tooting, London, SW17 0QT |
| Company: | st georges nhs trust |
| Job type: | Permanent |
| Job reference: | 6907376/200-NN-6907376-AC-A |
Summary
A Vacancy at St George's University Hospitals NHS Foundation Trust.
This role is vital to the delivery of our Group CARE Strategy, playing a key part in ensuring that everyone who works in gesh is empowered and engaged. The post holder will use their expertise to analyse cultural and behavioural trends across the Group, our hospitals and our services to design and deliver interventions to drive positive improvements. They will engage all parts of our workforce to maximise organisational effectiveness and foster a high-performance culture within our Group. They will work closely with our Executive team and others to design and deliver strategies that align with our organisational objectives. They will partner with leaders across our clinical services to help make sure our teams are as effective, innovative, and resilient as possible.
As we strive to make gesh a great place to work, the postholder will form an evidence base that demonstrates the tangible improvements we are making to our organisational culture and how it feels to work at gesh. This role leads on the delivery of the NHS People Promise and staff survey, working with HR Business Partners to support the development of local action plans and ensuring that the corporate People agenda is focused on the changes that will make the most difference to our people. They will refine and embed our values and the behaviours we need to deliver outstanding care, together, and they will lead our leadership and talent development work.
Leadership of the People function as part of the extended Senior Leadership Team.
· Roll model excellent team management.
· Design and deliver high quality Organisation Development interventions which impact positively on organisational performance, using approaches that are evidence-based and grounded in OD theory.
· Own the design and implementation of the Group approach to leadership development and talent management, ensuring robust succession planning is in place for key roles.
· Enhance employee engagement, champion delivery of the People Promise and drive continued improvements in the NHS Staff Survey results.
· Oversee staff recognition programmes and processes.
· Deliver culture and inclusion forums at Trust and Group level to maximise debate and discussion and encourage a positive, high support/high challenge organisational dynamic.
· Support the development and delivery of workforce projects and initiatives in line with national and local priorities and strategies, including the NHS People Plan and regional initiatives/collaborations.
St George’s, Epsom and St Helier University Hospitals and Health Group cares for a population of four million people in South West London and North East Surrey. Our sites include St George’s Hospital, one of 11 major trauma centres in the UK and the largest healthcare provider and major teaching hospital in the area; St Helier Hospital, home to the South West Thames Renal and Transplantation Unit and Queen Mary's Hospital for Children; and Epsom Hospital, home to the South West London Elective Orthopaedic Centre (SWLEOC).
After years of collaboration, our two Trusts became a hospitals group in 2021. While remaining as two separate Trusts, being a hospitals group will help us to collaborate more closely on research, and the development, education, and training of our 17,000-strong workforce.
1. Leadership of the People function as part of the extended Senior Leadership Team.
a. Assist in the design, delivery and implementation of the Group People Strategy through strong engagement with stakeholders.
b. Use data, research and other evidence to provide insights into People solutions, to make our work as value adding as possible.
c. Collaborate across the People function to support other areas and ensure delivery is coherent and impactful.
d. Represent the OD & Culture Directorate and People function and deputise for the Group Director as needed.
e. Build closer relationships with, and provide OD expertise and input to, teams outside of the People function, including Quality Improvement, Integration and work commissioned across South West London by the ICB.
2. Roll model excellent team management.
a. Provide ongoing guidance and managerial support to the team, leading by example and championing a learning culture.
b. Undertake coaching and performance management activities with teams and individuals, modelling behaviours of a good leader and be able to give constructive feedback.
c. Ensure all team members are set objectives and KPI’s, receive regular supervision, appraisals and updated personal development plans.
d. Ensure the team is properly staffed to maintain a high level of service.
e. Commit to continual development of self and the team, including continual development of self awareness and interpersonal skill through reflection and seeking feedback.
3. Design and deliver high quality Organisation Development interventions which impact positively on organisational performance, using approaches that are evidence-based and grounded in OD theory.
a. Deliver positive shifts in our culture in teams, services and across the Group by provide leading edge thinking, advice and challenge to leaders on performance issues and complex change.
b. Lead the delivery of cultural transformation initiatives that foster a positive work environment, promote collaboration and encourage innovation and continuous improvement.
c. Partner with leaders to understand their current and future needs and contract with them effectively to deliver OD interventions.
d. Lead an internal consultancy service to support local OD requirements in collaboration with HR Business Partners.
e. Build OD capability across the People function and wider educations teams to ensure that others can adopt tools and techniques which empower and engage our staff.
f. Take a programmatic approach to ensure we deliver at the scale needed to have a meaningful impact in an organisation of 17,000 staff, sharing plans and achievements with the Group PMO under the Culture, Equality and Inclusion strategic initiative.
4. Own the design and implementation of the Group approach to leadership development and talent management, ensuring robust succession planning is in place for key roles.
5. Enhance employee engagement, champion delivery of the People Promise and drive continued improvements in the NHS Staff Survey results.
6. Oversee staff recognition programmes and processes.
7. Deliver culture and inclusion forums at Trust and Group level to maximise debate and discussion and encourage a positive, high support/high challenge organisational dynamic.
8. Support the development and delivery of workforce projects and initiatives in line with national and local priorities and strategies, including the NHS People Plan and regional initiatives/collaborations.
Key working relationships
· The OD & Culture Directorate collaborates to deliver an aligned and mutually reinforcing programme of work. It’s essential that the Directorate operate as a single integrated team so this role will work closely with the Heads of L&D, EDI and Wellbeing to create and deploy a seamless offer and range of OD interventions which meet our holistic and ambitious objectives.
· This role is designed to be an active member of the People function’s extended senior leadership team. They will work well with all other areas of the People function, aiming to share insight and deliver a coherent set of projects and programmes which meet our people’s needs and move the organisation forward.
· To be successful this post holder will need strong formal and informal networks with colleagues at all levels, including the gesh Culture Forum, Staff Side and Staff Networks.
· They will also need to build relationships within and outside of the NHS with OD specialists, agencies and the wider OD Community to share and learn good practice and innovations in OD, to bring in new thinking, and to enhance the Group’s reputation.
This advert closes on Wednesday 29 Jan 2025
This role is vital to the delivery of our Group CARE Strategy, playing a key part in ensuring that everyone who works in gesh is empowered and engaged. The post holder will use their expertise to analyse cultural and behavioural trends across the Group, our hospitals and our services to design and deliver interventions to drive positive improvements. They will engage all parts of our workforce to maximise organisational effectiveness and foster a high-performance culture within our Group. They will work closely with our Executive team and others to design and deliver strategies that align with our organisational objectives. They will partner with leaders across our clinical services to help make sure our teams are as effective, innovative, and resilient as possible.
As we strive to make gesh a great place to work, the postholder will form an evidence base that demonstrates the tangible improvements we are making to our organisational culture and how it feels to work at gesh. This role leads on the delivery of the NHS People Promise and staff survey, working with HR Business Partners to support the development of local action plans and ensuring that the corporate People agenda is focused on the changes that will make the most difference to our people. They will refine and embed our values and the behaviours we need to deliver outstanding care, together, and they will lead our leadership and talent development work.
Leadership of the People function as part of the extended Senior Leadership Team.
· Roll model excellent team management.
· Design and deliver high quality Organisation Development interventions which impact positively on organisational performance, using approaches that are evidence-based and grounded in OD theory.
· Own the design and implementation of the Group approach to leadership development and talent management, ensuring robust succession planning is in place for key roles.
· Enhance employee engagement, champion delivery of the People Promise and drive continued improvements in the NHS Staff Survey results.
· Oversee staff recognition programmes and processes.
· Deliver culture and inclusion forums at Trust and Group level to maximise debate and discussion and encourage a positive, high support/high challenge organisational dynamic.
· Support the development and delivery of workforce projects and initiatives in line with national and local priorities and strategies, including the NHS People Plan and regional initiatives/collaborations.
St George’s, Epsom and St Helier University Hospitals and Health Group cares for a population of four million people in South West London and North East Surrey. Our sites include St George’s Hospital, one of 11 major trauma centres in the UK and the largest healthcare provider and major teaching hospital in the area; St Helier Hospital, home to the South West Thames Renal and Transplantation Unit and Queen Mary's Hospital for Children; and Epsom Hospital, home to the South West London Elective Orthopaedic Centre (SWLEOC).
After years of collaboration, our two Trusts became a hospitals group in 2021. While remaining as two separate Trusts, being a hospitals group will help us to collaborate more closely on research, and the development, education, and training of our 17,000-strong workforce.
1. Leadership of the People function as part of the extended Senior Leadership Team.
a. Assist in the design, delivery and implementation of the Group People Strategy through strong engagement with stakeholders.
b. Use data, research and other evidence to provide insights into People solutions, to make our work as value adding as possible.
c. Collaborate across the People function to support other areas and ensure delivery is coherent and impactful.
d. Represent the OD & Culture Directorate and People function and deputise for the Group Director as needed.
e. Build closer relationships with, and provide OD expertise and input to, teams outside of the People function, including Quality Improvement, Integration and work commissioned across South West London by the ICB.
2. Roll model excellent team management.
a. Provide ongoing guidance and managerial support to the team, leading by example and championing a learning culture.
b. Undertake coaching and performance management activities with teams and individuals, modelling behaviours of a good leader and be able to give constructive feedback.
c. Ensure all team members are set objectives and KPI’s, receive regular supervision, appraisals and updated personal development plans.
d. Ensure the team is properly staffed to maintain a high level of service.
e. Commit to continual development of self and the team, including continual development of self awareness and interpersonal skill through reflection and seeking feedback.
3. Design and deliver high quality Organisation Development interventions which impact positively on organisational performance, using approaches that are evidence-based and grounded in OD theory.
a. Deliver positive shifts in our culture in teams, services and across the Group by provide leading edge thinking, advice and challenge to leaders on performance issues and complex change.
b. Lead the delivery of cultural transformation initiatives that foster a positive work environment, promote collaboration and encourage innovation and continuous improvement.
c. Partner with leaders to understand their current and future needs and contract with them effectively to deliver OD interventions.
d. Lead an internal consultancy service to support local OD requirements in collaboration with HR Business Partners.
e. Build OD capability across the People function and wider educations teams to ensure that others can adopt tools and techniques which empower and engage our staff.
f. Take a programmatic approach to ensure we deliver at the scale needed to have a meaningful impact in an organisation of 17,000 staff, sharing plans and achievements with the Group PMO under the Culture, Equality and Inclusion strategic initiative.
4. Own the design and implementation of the Group approach to leadership development and talent management, ensuring robust succession planning is in place for key roles.
5. Enhance employee engagement, champion delivery of the People Promise and drive continued improvements in the NHS Staff Survey results.
6. Oversee staff recognition programmes and processes.
7. Deliver culture and inclusion forums at Trust and Group level to maximise debate and discussion and encourage a positive, high support/high challenge organisational dynamic.
8. Support the development and delivery of workforce projects and initiatives in line with national and local priorities and strategies, including the NHS People Plan and regional initiatives/collaborations.
Key working relationships
· The OD & Culture Directorate collaborates to deliver an aligned and mutually reinforcing programme of work. It’s essential that the Directorate operate as a single integrated team so this role will work closely with the Heads of L&D, EDI and Wellbeing to create and deploy a seamless offer and range of OD interventions which meet our holistic and ambitious objectives.
· This role is designed to be an active member of the People function’s extended senior leadership team. They will work well with all other areas of the People function, aiming to share insight and deliver a coherent set of projects and programmes which meet our people’s needs and move the organisation forward.
· To be successful this post holder will need strong formal and informal networks with colleagues at all levels, including the gesh Culture Forum, Staff Side and Staff Networks.
· They will also need to build relationships within and outside of the NHS with OD specialists, agencies and the wider OD Community to share and learn good practice and innovations in OD, to bring in new thinking, and to enhance the Group’s reputation.
This advert closes on Wednesday 29 Jan 2025
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