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Deputy Director of HR
| Dyddiad hysbysebu: | 11 Mehefin 2025 |
|---|---|
| Cyflog: | £105,385.00 i £121,271.00 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £105385.00 - £121271.00 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 25 Mehefin 2025 |
| Lleoliad: | Prescot, L35 5DR |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | C9409-25-0522 |
Crynodeb
Key Responsibilities: Strategic Leadership & Workforce Development Support the Chief People Officer in developing and implementing the Trusts People Plan Strategy. Lead the operational delivery of HR services, ensuring efficiency and alignment with the Trusts objectives. To take responsibility for the provision of a high quality, professional HR and OD People service across the Trust. To monitor the performance of the directorate against agreed objectives, taking corrective action when performance is not in accordance with plans. Champion a culture of inclusion, continuous improvement, and staff engagement across the Trust Work closely with Senior Leaders and the Executive Team to develop workforce strategies and plans that align with service transformation goals. Representing the Trust at a senior level across the NHS, ICB and with partner organisations. Represent the Trust on local and regional workforce related bodies. This may include leading on or support specific pieces of collaborative work, delivering presentations and reports to external organisations. Organisational Development & Staff Engagement Develop and drive leadership and management development initiatives, ensuring a high-performance culture. Develop and lead staff engagement programs to ensure all employees feel included, valued and empowered. Oversee the design and implementation of OD interventions to improve organisational performance. Workforce Planning & Resourcing Ensure the Trust has a robust workforce plan, implementing effective recruitment and retention strategies. Monitor workforce performance metrics, ensuring HR activities contribute to the Trusts Objectives and strategies. Support initiatives to reduce reliance on temporary staffing, improve workforce productivity and quality. To provide strategic direction on workforce planning and commissioning of the future workforce, ensuring credible plans are robust, inclusive of all staff groups and integrated with regional workforce planning. Employee Relations & HR Services Provide expert HR advice to managers and senior leaders on workforce-related matters. Foster strong relationships with Trade Unions and staff networks to maintain a positive employee relations partnership. Oversee the development and monitoring of HR policies and ensure compliance with employment legislation and NHS workforce standards. Ensure the Trusts HR policies and procedures are compliant with the relevant employment law and legislation. Health, Well-being, & Equality, Diversity & Inclusion (EDI) Drive health and well-being initiatives to support staff and promote work-life balance Ensure compliance with all EDI legislation and champion initiatives that promote a diverse and inclusive workforce. Education, Training & Digital HR Innovation Support the Director of HR and relevant SMEs in leading education, training, and professional development programs. Drive the adoption of HR technology and digital solutions to improve workforce management and reporting. To be responsible for the overall management and maintenance of all workforce information systems including recruitment, training, occupational health e.g. ESR, Patchwork, Allocate, Cohort. Financial Responsibility Take responsibility and accountability for the financial management of budgets across all services within the HR Directorate (pay, non-pay and income). To be responsible for identifying and delivering annual CIP targets for the directorate. Research and scope PIDs and submit for approval at necessary control meetings. Support colleagues across broader directorate to deliver their own financial targets. Develop and oversee the development of Business Cases as appropriate and ensure that Benefits Realisation reports are submitted to timeframes. To manage the HR Directorate establishment, making and agreeing recommendations for skill mix changes and budget forecasting. Oversee the allocation of monies from Health Education England, Apprenticeship Levy and other learning and development income, to ensure best value for investment and alignment to the Trust priorities. Key Working Relationships: Director of Human Resources Executive Leadership Team Operational & Clinical Leaders Trade Unions Staff Networks ICB Wider HR networks External NHS Partners & Regulatory Bodies eg. NHS Employers, CQC and NHSE