Workforce Planning and Optimisation Lead
| Posting date: | 21 January 2026 |
|---|---|
| Salary: | £55,690.00 to £62,682.00 per year |
| Additional salary information: | £55690.00 - £62682.00 a year |
| Hours: | Full time |
| Closing date: | 04 February 2026 |
| Location: | Worthing, BN11 1HS |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9354-26-0074 |
Summary
Workforce Planning, Change Management and Governance Lead one or more workforce optimisation projects within a wider programme, ensuring delivery against strategic objectives, agreed timeframes, and quality outcomes. Lead on the development and delivery of the Trusts workforce plan. Plan, manage, and evaluate project workstreams, maintaining robust documentation, governance, and audit traceability. Identify and mitigate risks and issues, escalating appropriately and ensuring continuity of delivery. Analyse and report on specific target areas, synthesising complex data to inform programme decisions and performance tracking. Source and interpret accurate, reliable evidence from large volumes of information to support delivery and assurance. To fully understand the national, regional and local workforce planning agenda to ensure the Trust is ahead in planning for future changes and can respond accordingly. Support management teams to develop operational workforce plans, that are realistic, achievable, sustainable and aligned to Trust and ICS strategies. When aggregated they will form an important part the overarching strategic workforce plan for the Trust/ICS. Responsible for the provision of workforce information, analysis and planning to drive the delivery of a range of projects on behalf of the Trust/ICS, to include national benchmarking and system planning. Examine ways in which workforce data can be stored and used more effectively to support service improvements, team configuration, service redesign and effective workforce planning. Initiate innovative uses of workforce data to support continuous improvements in the management and development of the workforce through regular audits. Help to identify and resource workforce information requirements and analysis for key service developments such as organisational change, implementation of new service delivery, decommissioning service delivery and large-scale workforce redesign.