Service Director, Health & Justice

Posting date:	03 July 2025
Salary:	£96,340.00 to £109,849.00 per year
Additional salary information:	£96340.00 - £109849.00 a year
Hours:	Full time
Closing date:	17 July 2025
Location:	London, SW1V 2RH
Company:	NHS Jobs
Job type:	Permanent
Job reference:	C9333-25-0844

Summary

Relationship Management Positive relationships exist with internal and external stakeholders. Positive relationships are evident across Divisions in the Trust. Clear lines of accountability are outlined within the service around lead relationship management with key stakeholders e.g. CCG, local/unitary authorities, NHS England, MOJ etc. Positive relationships and system for managing them exist with all local carer and user groups. Provide clinical supervision to nurses in the service with a mental health background 2. Management of Services Through effective management of staff, the delivery of high quality clinical care and services will be demonstrated within available budgets. All aspects of operational management within the service are visibly led and the service Senior Management Team, and external bodies receive performance reports and monitoring information to as required. Performance is regularly monitored and remedial action is taken, as necessary, to ensure that plans are achieved. The care of service users and patients with mental is a particular priority and the setting of objectives and the monitoring of these to meet national and local standards is a key service issue Working alongside the contracts and finance team ensure all SLAs are agreed with local commissioners in line with the Trusts Standing Financial Instructions. The Service Director will ensure their services are managed with agreed performance standards, these are achieved including the delivery of efficiency and cost improvement plans as required. The Service Director will lead service changes and improvements ensuring effective input and resources are available. 3. Strategic and Service Planning Through jointly working with the Division and the service Senior Management Team, the Service Director will ensure: Strategic and annual plans for the service are developed and contribute to the development of the Trusts strategic and annual plan. Annual objectives for the service are agreed, which support the achievement of the services plans. A strategy for improvement of services within the service is agreed, which incorporates Trust initiatives including all aspects of clinical governance and the focus on the patient. To prepare robust full business cases to develop or sustain quality services in line with the strategic direction of the Trust. Contracts are reviewed and negotiated on an annual basis as part of 3 year plan. 4. Corporate and Clinical Governance Operational management is integrated with the clinical governance agenda through participation in Clinical Governance committees and the services Senior Management Team. The service is compliant with national requirements including CQC, MOJ, NHS and LA. Standing Orders and Standing Financial Instructions are complied with and the highest standards in corporate governance and probity are maintained. 5. Performance Management A culture of performance management and appraisal is evident as both a responsibility and a right for management and staff within the areas managed. Robust internal performance management systems are in place enabling the Trust to adhere to plans, standards and targets. Appropriate management capacity at all levels operates within an organisational structure, which delivers responsive, safe and reliable patient services. Collaborative partnerships exist with stakeholder organisations to optimise the performance and development of the Trusts services. There is demonstrable evidence of multi disciplinary engagement in decision making within the division and all disciplines are clear on performance standards and expectations of their role in the delivery of high quality services. 6. Human Resource Management The highest quality of staff management is provided in all areas of responsibility through working with the Human Resources department. Effective staff communication and involvement systems are displayed within the overall framework of the Trusts Employment Policies and Procedures, issues arising from the Annual Staff Survey are proactively and effectively addressed. All staff are developed as a key organisational and management responsibility with the strategic requirements of current national initiatives pursued. 7. Development of the Culture within the service The culture within the service and that of the Trust is active staff engagement and devolved decision at the point closest to patient care. Clear performance management and accountability down to front line staff is evident. 8. Personal Development Personal development objectives are agreed and reviewed annually with Divisional Managing Director Continuing professional development is undertaken as agreed with the Divisional Managing Director