EPR Change Management Workstream Lead | The Royal Orthopaedic Hospital NHS Foundation Trust
| Posting date: | 19 February 2026 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £47,810 - £54,710 per annum, pro rata if part-time. |
| Hours: | Full time |
| Closing date: | 21 March 2026 |
| Location: | Birmingham, B31 2AP |
| Company: | The Royal Orthopaedic Hospital NHS Foundation Trust |
| Job type: | Contract |
| Job reference: | 7754981/303-7754981 |
Summary
At the Royal Orthopaedic NHS Foundation Trust, our Electronic Patient Record (EPR) programme is a key enabler of both clinical and operational transformation. As anEPR Change Management Workstream Lead, you will be responsible for staff engagement with the EPR programme, ensuring clinical and operational staff involvement is maximised.
You will motivate staff to encourage collaborative working in the design of new roles and new ways of working and provide support to staff during the change process to overcome resistance to change.
Responsible for ensuring that staff are provided with appropriate education and training opportunities, you will ensure that there is a critical mass of people with service and workforce change management skills. You will provide leadership and assurance across both clinical and operational domains, supporting effective change management and adoption.
We are looking for experiences leaders of change able to develop and promote close and collaborative working relationships across all stakeholders across the Trust. Your contribution will be central to delivering an EPR that improves productivity, enhances information sharing, and strengthens operational efficiency across the Royal Orthopaedic NHS Foundation Trust.
The post holder will lead development and delivery of change activities across clinical and operational teams using highly developed transformation and change management skills to embed service and cultural change and support the implementation of the new Electronic Patient Record.
To initiate and nurture innovation of new ways of working across the organisation and support teams to achieve their objectives through providing tools and techniques to deliver change in an effective and sustainable way. To promote and support the culture change required to embed new ways of working and to support adoption of the technological solutions at the heart of the EPR Programme.
The Royal Orthopaedic Hospital NHS Foundation Trust is one of the largest specialist orthopaedic units in Europe. We offer planned orthopaedic surgery to people locally, nationally and internationally.
Our Trust is a very special hospital; big enough to deliver world class services and small enough to offer exceptional patient and staff experience. We offer a working experience unique in the West Midlands and we're always on the lookout for passionate people to join our award-winning team.
The ROH is an equal opportunities employer. We employ people of difference and are committed to growing an inclusive culture, where difference is celebrated, and people feel able to bring their whole and authentic self to work.
We are a Disability Confident Leader and offer a range of inclusive, family friendly and flexible working arrangements and policies, to support our people in the workplace. Flexible working requests will be considered.
The Trust is committed to the Disability Confident Interview Scheme and will offer an interview to disabled applicants who meet the minimum criteria for a vacancy and consider them on their abilities.
If you have a disability and need any support with your application or require any reasonable adjustments to be implemented please do get in touch with the Recruiting Manager for this position so that the team can support you.
Please refer to the Job Description and Person Specification document for full list of details on the main responsibilities for the role.
This advert closes on Wednesday 4 Mar 2026
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About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.