Workforce Planning & Talent Officer
| Dyddiad hysbysebu: | 03 Chwefror 2026 |
|---|---|
| Cyflog: | £36,363.00 i £39,152.00 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £36363.00 - £39152.00 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 23 Chwefror 2026 |
| Lleoliad: | Stoke, ST4 1HH |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | F0029-0000025770 |
Crynodeb
Performance 1. To contribute to the analysis and evaluation of workforce planning solutions in order to inform future strategies and plans. 2. To ensure that advice and solutions are informed by a focus on cost effectiveness and efficiency to enable service improvements and deliver financial targets. Page 2 of 7 3. To represent the directorate in local, regional and national initiatives. 4. To support the wider team as necessary, e.g. by providing appropriate one to one feedback using appropriate coaching, mentoring, mediation and assessment centres (for example OPQs). 5. To collect, analyse and maintain data gathered to inform targeted development (e.g., succession planning). 6. To develop effective strategies for identifying skills gaps within the workforce Resource Management 1. To manage and use resources effectively and efficiently. 2. To network with external contacts to maintain levels of professional expertise and facilitate joint working. 3. To work collaboratively with all key stakeholders to develop existing practices and work proactively as required, to promote and deliver initiatives for new and more efficient use of resources. 4. To work collaboratively with colleagues within HR & in other Directorates to ensure that requests for workforce data, such as the production and provision of statutory returns, is well planned and effectively delivered. Communications 1. To establish and maintain effective relationships with managers and front-line staff. 2. To ensure effective communication and liaison across the Workforce function to enable a co-ordinated approach to service delivery. 3. To be able to provide challenge and constructive feedback in a manner that enhances service delivery. 4. To actively promote and articulate the use and benefits of strategic workforce planning and talent approaches 5. Motivate and inspire managers and staff to engage in development and leadership opportunities that will support individual and organisational needs 6. To develop and maintain an external professional network to keep abreast of innovative ideas and stay up to date with best practice and incorporate them into our ways of working. Culture 1. To promote diversity and ensure that all Council initiatives, polices and processes are inclusive and equitable for all. 2. To promote a culture and supporting framework of continual learning that enables performance improvement and transformational change. 3. To work with managers to devise and deliver workforce planning solutions which embed the principles and values of the City Council and associated behaviours. 4. To undertake any other duties appropriate to the post