Workforce Planning & Talent Officer
| Posting date: | 22 April 2026 |
|---|---|
| Salary: | £36,363.00 to £39,152.00 per year |
| Additional salary information: | £36363.00 - £39152.00 a year |
| Hours: | Full time |
| Closing date: | 08 May 2026 |
| Location: | Stoke, ST4 1HH |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | F0029-26-0002 |
Summary
Job Purpose To support the Organisational Development & Talent Manager in working with key stakeholders to identify, develop and deliver plans to support talent management, attraction and retention of employees, succession planning, learning and development and career development in line with the councils vision, to deliver a collaborative approach to key priorities and values. Key Duties / ResponsibilitiesStrategic Management 1. To work with all service areas and Senior HR Business Partners to contribute to the provision of a strategic workforce planning service, working alongside managers and relevant HR metrics to understand their present and future needs and support them to develop and implement effective workforce planning solutions, 2. To work with the Organisational Development & Talent Manager and the Workforce Analyst to provide effective HR metrics that ensure an evidence-based approach to workforce planning. 3. To work with the Learning and Development Business Partner to ensure learning and development activities are aligned to any identified skills gaps. 4. To work with the Recruitment Manager to ensure resourcing gaps are aligned to the Recruitment Strategy for the Council. 5. Working with the Workforce Analyst to monitor relevant metrics and benchmarks that proactively diagnose and address key workforce trends across the organisation. 6. Create meaningful and measurable early careers opportunities, including work placements (work experience and t-levels), and attendance at careers events. 7. Work with the HR Business Partners to deliver talent identification process as part of performance management to support succession planning. 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. 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. To undertake any other duties appropriate to the post