Leadership Development Manager | Central and North West London NHS Foundation Trust

Posting date:	08 May 2026
Salary:	Not specified
Additional salary information:	£58,133 - £65,261 per annum incl HCAS
Hours:	Full time
Closing date:	07 June 2026
Location:	London, NW1 3AX
Company:	CNWL NHS Foundation Trust
Job type:	Permanent
Job reference:	7989665/333-C-HQ-2074

Summary

The Leadership Development Manager will work directly supporting CNWL’s People Plan focused on our mission to develop a diverse and ambitious community of leaders who are purpose-led, resilient and equipped with the knowledge and skills to lead compassionately, inclusively and confidently in our complex world. This includes but is not limited to management of our award-winning 21 Century Leadership Programme (21CLP) and the adoption of our new Leadership and Management Framework.

The Leadership Development Manager will provide oversight, project management and the day to day management of all aspects of 21CLP delivery including the main cohort programme, and programmes and events developed in association with 21CLP including alumni programmes, standalone sessions and tailored and/or collaborative programmes and events.

The Leadership Development Manager role is central in ensuring the smooth running of the 21CLP programme and associated activity. The post holder will lead on programme management, budget management, capacity planning, event management, data and reporting, evaluation, communications and oversight of scheduling and day to day delivery.

They will be the central point of communication, liaison and management. They ensure consistent, efficient and high quality delivery and experiences for learners and partners, working closely with the wider programme team, teaching faculty and Head of Culture and Leadership Development.

As part of a small dynamic department, the post holder will also support delivery of shared priorities in Culture and Leadership Development and the wider People and Culture department.

There’s a place for you at CNWL.

We’re passionate about delivering first-class patient-centred, safe and effective care, whether it is in a hospital setting, in a community clinic or in the patient’s own home. Patients are at the heart of everything we do.

Providing top quality caredepends on our ability to employ the best people. We’re always looking to recruit outstanding people who will go the extra mile to support our patients, colleagues, teams and the Trust. With every new employee we’re hoping to find our future leaders and we’ll support our staff by providing opportunities to develop your career.

We are always looking for ways to invest in and support our staff - see our benefits and benefits here:

Staff benefits, reward and wellbeing :: Central and North West London NHS Foundation Trust

Central and North West London NHS Trust is committed to help all of our people thrive to feel supported, respected and recognised for their work and contribution.

The post holder will have direct responsibility for the day to day management of 21 Century Leadership Programme and team. This will include:

1. Management and Leadership

1.1. To manage the 21CLP team and resources on a day-to-day basis; organising and delegating work within the team ensuring they are providing a courteous and efficient service and that any work is completed accurately and in a timely manner.

1.2. To manage the team and resources on a day-to-day basis in an unpredictable environment that requires solutions to complex problems where there are many interacting factors. This includes managing requests for new pieces of work that may require quick turnaround.

1.3. To ensure direct reports are up to date with Statutory and Mandatory training, Supervision and Appraisals and that HR related policies are followed with due diligence ensuring they have the necessary skills and knowledge to fulfil their duties. Including supporting recruitment and induction of new staff when necessary,

1.4. To ensure service provision is maintained at all times and to a high standard. This involves making consistent judgements requiring complex fact analysis, interpretation and comparison of options.

1.5. To allocate work to ensure that there is appropriate cover for the team according to service need and provision completing sickness returns and updating annual leave on health roster.

1.6. To support with co-ordination of the 21CLP team’s annual leave to ensure adequate and appropriate cover.

1.7. To develop, implement and review policies and procedures relating to own area of work and team as appropriateensuring team members are aware of policy requirements.

1.8. To deal with any difficult enquiries or potential complaints and ensure their resolution when not achieved by more junior staff.

1.9. To represent the Head of Culture and Leadership Development when required to do so.

1.10. To present information (routine or complex findings) in formal presentations to large groups as required. This may include linking in with other initiatives and communicating sensitive information about performance and change.

1.11. To use a leadership style which is underpinned by strongly held values around equality, diversity and openness; effectively building and maintaining relationships with direct reports, colleagues, management teams and other key individuals across the system.

1.12. To ensure that effective systems are in place including devising them if necessary to ensure the team manage the work in a timely fashion.

1.13. To ensure team meetings occur as required and to attend as an active participant and leader.

2. Administrative and Service Responsibilities

2.1. To monitor programme data and key performance indicators related to leadership development– analysing and resolving issues, deriving and sharing learning and escalating where appropriate.

2.2. To lead on service development and learning including feedback and learning systems, collating responses and report findings to senior colleagues in order to support effective service delivery, recommending changes to programmes where applicable. This will include ensuring that attendance data, satisfaction data, participant and facilitator feedback are collected and collated for use in review of the programme.

2.3. To lead on programme reporting, ensuring the relevant information is shared and accessible, tailored to the appropriate audience. This may include sharing sensitive data in relation to individual/ department performance.

2.4. To develop channels and mechanisms for clear communication across the organisation to include marketing of programmes and events and professional development opportunities including undertaking complex surveys and analysis and presenting the results.

2.5. To actively contribute to supporting the wider team including communication with external services and other agencies; acting as a credible source of information for other agencies/professionals as required.

2.6. To manage the organisation of workshops, events and meetings including the selection of venues, provision of materials and refreshments while maintaining any budgetary control. This includes scheduling training dates in advance, pre-booking trainers, training venues, courses and conferences, advertising training, creating Zoom / Teams links and liaising with external and internal training providers, ensuring badges, registers and training materials are up to date, accurate and clear.

2.7. To work with a range of external partners and to be responsible for overseeing that contracted internal and external training providers are providing an adequate standard of training and that the bookings of venues and any catering associated with training events are made.

2.8. To manage applications to the programmes, working with Divisional/Corporate colleagues ensuring that: communications including eligibility and process are timely and clear, enquiries are responded to promptly, people are notified of application outcomes, pre-programme communications are timely and clear for participants and line managers, and cohort allocation is fair, balanced and based on agreed criteria

2.9. To ensure the team use training resources such as Slido, Zoom, and Breakout rooms effectively and that training is delivered with appropriate technical support.

2.10. To ensure learning sets are scheduled, that dates and activities are communicated and facilitators properly briefed and supported

2.11. To ensure that requests for coaching are well managed including the recording and allocating of coaches to 21CLP participants and following up with coachees for feedback at the end of the coaching.

2.12 To co-ordinate and support the management of the 21CLP alumni programme including liaison with topic experts/facilitators, scheduling, communication, allocation of places and invitations. Facilitation of the alumni masterclass programme including technical support, sharing materials and recording sessions where appropriate.

2.13. To oversee the process for ordering equipment, stock and stationery.

2.14. To be responsible for ensuring that all invoices on SBS are raised in line with standing financial instructions and that all invoices are paid, escalating any problems with invoicing that cannot be problem solved.

2.15. To ensure that budgets are monitored and managed and contribute to income generation and cost improvement programmes. This may include generating spreadsheets and data bases to manage budgets.

2.16. To ensure that reports, spreadsheets and correspondence including projections for programme delivery are in place and that the monitoring against these projections is timely and any deviations from the projected timescales are escalated to senior staff along with suggestions for keeping projects on track.

2.17. To provide business planning information/data/reports on programme demographics e.g. WRES data, attendance, feedback, achievements, risks etc.

2.18. Actively works to continually improve the quality of own service within the overall organisational governance frameworks, corporate and system objectives e.g. through audit or suggesting changes to practice.

2.19. To ensure that the confidentiality of data and related information is maintained through careful and secure systems of work paying particular attention to governance and the Data Protection Act.

2.20. To use project management skills and experience to ensure smooth running of programmes and sessions, including wrap-around support.

2.21. To support the smooth running of team meetings, faculty meetings and briefings, and associated governance meetings including preparation of agendas and materials, management of actions logs and minutes.


This advert closes on Thursday 21 May 2026

Proud member of the Disability Confident employer scheme

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.