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Implementation Manager - London
| Dyddiad hysbysebu: | 27 Mai 2025 |
|---|---|
| Cyflog: | £53,755.00 i £60,504.00 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £53755.00 - £60504.00 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 10 Mehefin 2025 |
| Lleoliad: | Newcastle upon Tyne, NE15 8NY |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | G9914-25-0108 |
Crynodeb
In this role you are accountable for Operational Service Delivery & Optimisation 1.Responsible for the optimisation of the current workforce solution across the allocated sub-set of user organisations in maximising capabilities and achieving business goals. 2.Providing specialist functional advice, support and guidance to NHS organisations in relation to the current workforce solution. 3.Provide SME guidance and support to user organisations in the planning and successful execution of annual ESR assessments with user organisations. Encourage user organisations to identify areas where current workforce solution optimisation can support their strategic workforce objectives and provide enhanced project support for user organisations ongoing optimisation initiatives. 4.Maintain a detailed technical and functional knowledge of the current workforce solution to influence senior stakeholders within user organisations in order to maximise the benefits offered through greater optimisation. Management of the Implementation Function 1.Supporting the Implementation Lead in the running of the Implementation function. Support the setting of strategic goals and operational procedures that will allow the function to provide comprehensive readiness and implementation support for user organisations. Implementation of the Future NHS Workforce Solution 1.Use the available readiness frameworks to evaluate user organisations preparedness for the future solution. Use key readiness and implementation documentation (such as scoping templates or PIDs) 2.Work with the future supplier team in delivering their responsibilities to deliver implementation waves, support user organisations in each wave to transition successfully to the future solution. This will include sharing intelligence on dependencies and collaborating closely with stakeholders internally and externally to minimise impact on rollout schedule. Data Insight & Reporting 1.Responsible for the collection and sharing of data quality and insight for the current workforce system and user organisation readiness for the future solution. 2.Support the creation of reporting frameworks on user organisations readiness that support decision-making into the programme and provide visibility across both current system optimisation and future implementation status and planning. Stakeholder Relationship Management 1.Build and manage relationships with the future supplier and within NHS regions, including ICBs/ICSs and user organisations at all levels and wider stakeholders to foster engagement and collaboration on both the current workforce systems optimisation and the future solutions design and rollout. 2.Influence commitment from User Organisations to fulfil their roles in preparing for and implementing the future solution. 3.Supporting organisations in their efforts to optimise the current workforce solution and the roll out of the future solution, escalating issues where required and representing the NHSBSA on regional and internal project boards as required. Developing the capabilities of the User Organisations 1.Use available frameworks to assess the change management, and wider capabilities needed for a user organisation to both optimise the current ESR solution and to successfully implement the future solution. 2.Work with user organisations to encourage use of roll out materials, skills and/or products that will support their implementation, delivering sessions with user organisations as required. Continuous Improvement 1.Actively seek feedback and promote adaptability to continually refine processes, ensuring alignment with both user organisation needs and evolving system requirements. 2.Maintaining an understanding of NHS terms and conditions of service and NHS workforce strategies and initiatives and a clear understanding of how NHS organisations work. Line Management 1.If, and when required provide line management capability, fostering a collaborative and supportive environment. Set clear goals, monitor performance, and provide coaching and development opportunities to ensure team members are equipped to meet both current and future demands. Encourage a culture of accountability, innovation, and continuous improvement. Ways of working 1.Work at all times collaboratively with all members of the Implementation team to foster a collaborative, coordinated and supportive environment. Working with the wider NHSBSA programme team and NHSBSA teams. 2. Communicating with all levels of NHS staff, all types of NHS organisations, and individuals associated with the service such as contractors or consultants. Applications will be reviewed regularly and we may take the decision to close the advert early at any point up until the closing date, if we receive a high number of suitable applications. If youre interested in this role, its important that you get your application in early to avoid missing this fantastic opportunity. The roles will be appointed on a permanent basis and are being recruited to support a specific workstream within the FWS programme, which is scheduled to run until 2030.