Head of People and Culture
| Dyddiad hysbysebu: | 03 Mehefin 2025 |
|---|---|
| Cyflog: | £60,000.00 i £65,000.00 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £60000.00 - £65000.00 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 22 Mehefin 2025 |
| Lleoliad: | Bolton, BL4 0JL |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | E0343-25-0013abl764b |
Crynodeb
Responsibilities: Strategy 1. Develop and implement innovative, ambitious and comprehensive People Strategic Plans, informed by meaningful consultation with senior managers and employee feedback. 2. Ensure that all people initiatives and plans support the most effective delivery of corporate business objectives. 3. Provide frameworks and expertise which ensure ABL recruits and retains an effective and skilled workforce, including recruitment, onboarding, reward, talent management, personal development, succession planning, and performance management best practice. 4. Work collaboratively with other senior managers to develop and deliver broader corporate strategy and projects, in accordance with business plan objectives. 5. Remain aware of developments in employment law and people management best practice and ensure these are reflected in People Strategic Plans. Governance and Risk 1. Develop the People and Culture KPI framework and ensure effective analysis and reporting to Board on people and culture indicators, and legal compliance frameworks to support business decision making and strategy. 2. Develop and oversee the People and Culture elements of the organisations risk framework and ensure appropriate action is taken to mitigate and report on new and emerging risks. 3. Ensure that an appropriate suite of HR policies and procedures is maintained and aligned with organisational culture to effectively manage risk. 4. Support the senior team in ensuring that managers are aware of and understand the potential risks and consequences of their actions if people related issues are not managed efficiently and effectively. 5. Attend Board meetings when required to address and advise on strategic people and culture matters. 6. Analyse, interpret and advise on complex employment matters, deciding the appropriate course of action to minimise risk to the business. Organisational Development 1. Take the lead on the people elements of business transformation and change programmes and ensure that people plans are integral to strategic change. 2. Take a proactive role form the outset in business development and bidding initiatives so that people implications are identified and planned for. 3. Ensure performance improvement is part of the way of working at ABL. Work collaboratively with other senior managers to enable all teams to perform and deliver consistently high standards of service and embrace improvement opportunities. 4. Take the lead on delivering specific organisational development projects, leading and championing ABLs aim to secure a reputation as an Employer of Choice. 5. Develop ABLs reputation as a learning organisation, through innovative skills and knowledge programmes linked to career and succession planning. Culture and Values 1. Identify and implement innovative ways of embedding the core values, ensuring the values are a thread throughout everything the HR team does. 2. Take forward employee engagement initiatives, so that the voice of all employees is heard and informs forward People and Culture strategic plans. 3. Ensure that regular and varied employee surveys are conducted and that the results are used to drive improvement in people outcomes, linked to improved employee retention. 4. Work collaboratively with the Communications team to develop an employer brand for ABL, which supports the core values, and ensure this is reinforced throughout all internal communications activity. Leadership 1. Act as a role model for all members of the People team, instilling high standards and a sense of pride in the achievements of ABL. 2. Effectively line manage team members, including agreeing objectives, holding 1:1s and PDRs and agreeing personal development plans. 3. Ensure that an organisation structure is in place which effectively supports the achievement of current and future business plan objectives through the right mix of job roles, skills and abilities. HR Service Delivery 1. Lead on the development and delivery of a Business Partnering ethos which ensures that team members work in partnership with managers to provide support and guidance which is targeted to address specific operational requirements. 2. With a focus on ensuring the business has the right people resources in the right place at the right time, ensure effective and proactive recruitment, retention and resource planning initiatives are in place to meet its business objectives. 3. Identify and implement initiatives to drive People excellence, including achieving external accreditation such as Investors in People. 4. Ensure that all People team members work in support of the core values and do their utmost to provide a flexible and responsive service. 5. Ensure appropriate and effective systems and processes are in place to support effective service delivery, including development of digital systems. Equality, Diversity and Inclusion 1. Work with senior managers to develop and deliver an EDI strategic plan which embeds inclusion throughout all people management and service delivery activities. 2. Ensure that a culture of safeguarding is embedded throughout the business. 3. Ensure that support and encouragement is in place for all employees including those with protected characteristics by empowering them in their personal development and progression. 4. Sponsor and take the lead on employee health and well-being initiatives. Learning and Development 1. Put innovative plans in place to help ABL grow as a learning organisation, by ensuring that learning and development needs are assessed in accordance with changing business needs and that effective learning programmes are implemented to meet those needs. 2. Ensure that risk is effectively managed through provision of appropriate compulsory training, including safeguarding and health and safety at work. 3. Oversee implementation of appraisal and personal development support processes across the organisation to help all team members reach their full potential so they can make their best possible contribution. 4. Ensure that person centred onboarding and induction processes are consistently and effectively implemented to support employee retention. General Requirements: Contribute positively and work in accordance with ABLs culture, values, aims and objectives Work diligently to meet the requirements of this job description Always seek to continuously improve so that the highest quality standards are achieved Participate positively in internal/external events, meetings and training as required Positively participate in one to ones and appraisals Ensure that relevant policies, procedures and working practices are adhered to at all times Adhere to ABLs safeguarding policies / procedures in addition to local and national safeguarding policies and promptly act on any concerns Support equality, diversity and inclusion and respect human rights, by appropriately challenging discrimination and promoting equality Comply with Data Protection, GDPR and confidentiality requirements Proactively manage health and safety risks, care for own personal safety and that of others Act as a positive ambassador for ABL Positively contribute to ABLs team working environment, taking ownership of issues and supporting colleagues where appropriate Be flexible and willing to undertake any other duties that may be reasonably be required