Workforce Information Systems Manager - Fixed Term or Secondment
| Posting date: | 21 July 2025 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £61,631 - £68,623 Per Annum Inclusive of HCAS |
| Hours: | Full time |
| Closing date: | 20 August 2025 |
| Location: | Stanmore, HA4 7LP |
| Company: | Royal National Orthopaedic Hospital NHS Trust |
| Job type: | Contract |
| Job reference: | 7349725/392-RNOH-1257 |
Summary
A Vacancy at Royal National Orthopaedic Hospital NHS Trust.
The post holder will have specific responsibility for a range of information systems that enable the provision of workforce information to managers and staff including provision of self-service access to managers and staff on ESR.
This will involve the provision of high quality workforce information and planning function which will involve working with multidisciplinary stakeholders and also the triangulation of a range of data sources.
The post holder will have overall responsibility for managing the Workforce Information function and the production of timely high quality workforce and planning information to support strategic HR decision making and effective performance management across the Trust.
The post holder will be the Registration Authority Manager (RAM) and Privacy Officer for the Trust, leading on all initiatives in regard to the Registration Authority (RA) and User Identity Management (UIM)
· Ensure the provision of a suite of workforce information reports that include meaningful trends and analysis to divisions and directorates and HR colleagues to support the management and deployment of the permanent and temporary workforce.
• Formulate the Trust’s annual level workforce plan ensuring the deliverables meet the requirements of the regulatory body. Annual workforce plans must be consistent with financial and activity strategies.
• Ensure the timely provision of all workforce returns to external bodies such as NHS England, the Department of Health Social Care and Health Education England (HEE).
· Ensure that workforce monitoring reports are accurate and informative, accompanied by adequate explanation and presented in a manner which is easily understandable for the target audience and related to organisational needs.
At the Royal National Orthopaedic Hospital (RNOH), we are committed to achieving the best staff experience in the NHS. In the 2023 NHS Staff Survey, we proudly:
• Scored above the national average for the People Promises: "We are recognised and rewarded," "We are always learning," "We work flexibly," "We are a team," and for staff engagement.
• Ranked #1 among all Trusts in North and Central London for all People Promises and themes.
• Ranked #1 among all Acute Specialist Trusts for "We work flexibly."
At RNOH, we’re committed to being actively anti-discriminatory and actively inclusive. We recognise our brilliant people do brilliant work, and we offer rewarding careers, no matter what their background. We continue to strive to break down barriers to be the Trust where people come together because what they do matters, makes a difference and where they can thrive.
Joining our organisation means enjoying a wide range of staff benefits, including:
• 24/7 access to wellbeing support through our Employee Assistance Programme.
• A Rewards & Recognition platform, offering opportunities to thank colleagues, send gifts, and access exclusive discounts.
• A dedicated Staff Wellbeing Hub, providing a space to relax and recharge away from the work environment.
• Salary sacrifice schemes for transport (season ticket loans, car and bike), electrical goods, and childcare
At RNOH, we are more than a workplace—we are committed to patients, to excellence and the wellbeing of our staff.
Workforce systems:
· Ensure the appropriate use of all of the Trust’s workforce systems, particularly ESR so that the Trust is maximising all functionality and added value.
· Deliver a range of systems and/or process-related service improvement projects that will improve the overall delivery of a responsive quality HR service to the organisation.
· Manage the provision of systems or service contracts where these are provided by third parties.
· This will involve regular meetings to drive forward service improvements, raising issues concerning service delivery and negotiating any amendments to contracts or service levels as required.
· Identify, develop and maintain improved ways of delivering HR excellence to the Trust, through appropriate technology to achieve efficiencies and improve processes.
· Develop policies and operating procedures relating to workforce systems ensuring they are relevant, up to date, and user friendly.
· Act as the HR lead for engaging with regional workforce bodies/organisations e.g. SIG (Special Interest Groups), IBM.
· Escalate ESR issues in line with internal and external processes.
· Ensure an integrated approach for systems management across the Trust is in place managing interdependencies between workforce systems, finance systems, and any other contingent information systems.
· Hold accountability for user security relating to workforce systems assuring the protection of highly confidential employee information.
· Line manage Workforce Information & Systems Analyst
General:
· Ensure all users (managers and workforce) are trained and supported to use the HR systems, working with the IT training team to provide up to date and relevant training and documentation.
· Develop specific workforce information or system policies and processes as required and contribute to other relevant Trust policies and processes.
· Manage and develop the performance and capability of members of the Workforce Information and Systems team including setting performance standards, promoting regular feedback and carrying out annual appraisals.
· Identify, undertake/implement and recruitment, development and training for the Workforce Information Team or wider HR team as necessary.
· Conduct appraisal and agree Personal Development Plans with each member of the team and provide regular coaching as necessary.
· Provide information as necessary for Freedom of Information requests.
Payroll
· Support ESR Payroll Specialist with pay related queries between the Trust and its third party Payroll provider.
· Take an active role in the resolution of complex ESR and payroll issues and lead in provision of data for payroll and system audits.
Registration Authority
· Manage the Trust’s Registration Authority (RA), responsible for ensuring the adherence to policy and governance for the efficient day to day operation and capacity planning of the RA services. This will also include operational duties associated with RA.
· Ensure compliance of RA processes and Trust policy in line with any change in local or national policy.
· Manage RA agents to meet the Trust’s operational requirements, ensuring their development and training needs are met.
RA Privacy Officer
· Investigate justified or illegal access to a patient’s Summary Care Record in liaison with Information Governance Manager.
· Receive alerts when suspicious access has been made to a patient’s Summary Care Record (SCR)
This advert closes on Monday 4 Aug 2025
The post holder will have specific responsibility for a range of information systems that enable the provision of workforce information to managers and staff including provision of self-service access to managers and staff on ESR.
This will involve the provision of high quality workforce information and planning function which will involve working with multidisciplinary stakeholders and also the triangulation of a range of data sources.
The post holder will have overall responsibility for managing the Workforce Information function and the production of timely high quality workforce and planning information to support strategic HR decision making and effective performance management across the Trust.
The post holder will be the Registration Authority Manager (RAM) and Privacy Officer for the Trust, leading on all initiatives in regard to the Registration Authority (RA) and User Identity Management (UIM)
· Ensure the provision of a suite of workforce information reports that include meaningful trends and analysis to divisions and directorates and HR colleagues to support the management and deployment of the permanent and temporary workforce.
• Formulate the Trust’s annual level workforce plan ensuring the deliverables meet the requirements of the regulatory body. Annual workforce plans must be consistent with financial and activity strategies.
• Ensure the timely provision of all workforce returns to external bodies such as NHS England, the Department of Health Social Care and Health Education England (HEE).
· Ensure that workforce monitoring reports are accurate and informative, accompanied by adequate explanation and presented in a manner which is easily understandable for the target audience and related to organisational needs.
At the Royal National Orthopaedic Hospital (RNOH), we are committed to achieving the best staff experience in the NHS. In the 2023 NHS Staff Survey, we proudly:
• Scored above the national average for the People Promises: "We are recognised and rewarded," "We are always learning," "We work flexibly," "We are a team," and for staff engagement.
• Ranked #1 among all Trusts in North and Central London for all People Promises and themes.
• Ranked #1 among all Acute Specialist Trusts for "We work flexibly."
At RNOH, we’re committed to being actively anti-discriminatory and actively inclusive. We recognise our brilliant people do brilliant work, and we offer rewarding careers, no matter what their background. We continue to strive to break down barriers to be the Trust where people come together because what they do matters, makes a difference and where they can thrive.
Joining our organisation means enjoying a wide range of staff benefits, including:
• 24/7 access to wellbeing support through our Employee Assistance Programme.
• A Rewards & Recognition platform, offering opportunities to thank colleagues, send gifts, and access exclusive discounts.
• A dedicated Staff Wellbeing Hub, providing a space to relax and recharge away from the work environment.
• Salary sacrifice schemes for transport (season ticket loans, car and bike), electrical goods, and childcare
At RNOH, we are more than a workplace—we are committed to patients, to excellence and the wellbeing of our staff.
Workforce systems:
· Ensure the appropriate use of all of the Trust’s workforce systems, particularly ESR so that the Trust is maximising all functionality and added value.
· Deliver a range of systems and/or process-related service improvement projects that will improve the overall delivery of a responsive quality HR service to the organisation.
· Manage the provision of systems or service contracts where these are provided by third parties.
· This will involve regular meetings to drive forward service improvements, raising issues concerning service delivery and negotiating any amendments to contracts or service levels as required.
· Identify, develop and maintain improved ways of delivering HR excellence to the Trust, through appropriate technology to achieve efficiencies and improve processes.
· Develop policies and operating procedures relating to workforce systems ensuring they are relevant, up to date, and user friendly.
· Act as the HR lead for engaging with regional workforce bodies/organisations e.g. SIG (Special Interest Groups), IBM.
· Escalate ESR issues in line with internal and external processes.
· Ensure an integrated approach for systems management across the Trust is in place managing interdependencies between workforce systems, finance systems, and any other contingent information systems.
· Hold accountability for user security relating to workforce systems assuring the protection of highly confidential employee information.
· Line manage Workforce Information & Systems Analyst
General:
· Ensure all users (managers and workforce) are trained and supported to use the HR systems, working with the IT training team to provide up to date and relevant training and documentation.
· Develop specific workforce information or system policies and processes as required and contribute to other relevant Trust policies and processes.
· Manage and develop the performance and capability of members of the Workforce Information and Systems team including setting performance standards, promoting regular feedback and carrying out annual appraisals.
· Identify, undertake/implement and recruitment, development and training for the Workforce Information Team or wider HR team as necessary.
· Conduct appraisal and agree Personal Development Plans with each member of the team and provide regular coaching as necessary.
· Provide information as necessary for Freedom of Information requests.
Payroll
· Support ESR Payroll Specialist with pay related queries between the Trust and its third party Payroll provider.
· Take an active role in the resolution of complex ESR and payroll issues and lead in provision of data for payroll and system audits.
Registration Authority
· Manage the Trust’s Registration Authority (RA), responsible for ensuring the adherence to policy and governance for the efficient day to day operation and capacity planning of the RA services. This will also include operational duties associated with RA.
· Ensure compliance of RA processes and Trust policy in line with any change in local or national policy.
· Manage RA agents to meet the Trust’s operational requirements, ensuring their development and training needs are met.
RA Privacy Officer
· Investigate justified or illegal access to a patient’s Summary Care Record in liaison with Information Governance Manager.
· Receive alerts when suspicious access has been made to a patient’s Summary Care Record (SCR)
This advert closes on Monday 4 Aug 2025
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