Service Care Solutions Ltd

NHS Deputy Director of People

Job Title: Deputy Director of People

Accountable to: Director of People

Grade: Band 8D

An exciting opportunity has arisen for a highly organised and motivated individual to join the team in an NHS establishment as Deputy Director of People.

The post holder is accountable to the Director of People to to provide professional leadership and strategic focus to the HR team, ensuring the delivery of Trust objectives and the provision of a customer focused service.



JOB SUMMARY

, To providing professional leadership and strategic focus to the HR team, ensuring the delivery of Trust objectives and the provision of a customer focused service.

, Develop and maintain excellent people management within the Trust aligned to Trust values, through the promotion and development of a partnership approach with staff and staff side organisations.

, Act as the employee relations expert for the Trust and be responsible for advising on highly complex matters including employee relations activity, including disciplinary, grievance, and capability issues

, Working alongside the Director of People provide strategic direction and leadership in developing the Trust's People Strategy to continually improve and modernise the workforce.

, Support the workforce optimisation elements of the Trust's cost improvement programme including targets set for the People and OD department

, In the absence of the Director of People, to deputise across the full spectrum of People and OD matters.



DUTIES AND RESPONSIBILITIES

Strategic Direction

, Working alongside the Director of People to take a key leadership role in relation to the development and implementation of the Trust's People Strategy, and the achievement of the Trust's strategic goals and priorities by ensuring that people policies, practice and delivery are co-ordinated, effective and strategic.

, To facilitate and steer short, medium and long term workforce planning decisions to ensure best use of resources and alignment between service need and availability of suitably competent staff.

, To develop and implement People and OD initiatives, strategies, policies and plans that ensure the highest standards of employee engagement, optimal workforce efficiency and effectiveness.

, To keep abreast of relevant national developments in HR, including national benchmarking and horizon scanning for important HR issues and developments.

, To provide a highly visible, competent and coaching leadership style which is consistent with the Trust values and behaviours, building and maintaining effective working relationships with managers, staff and external organisations.

, To develop strong networks internally and externally to ensure that best practice is applied within the organisation and that opportunities for development, innovation and collaboration are maximised.

, To support workforce initiatives within South West London and Surrey Heartland as agreed with the Director of People.




Employee Engagement and Organisational Development

, To support the interpretation of Trust wide and local staff survey findings; planning interventions to address trust wide and local deficits, ensuring increasing levels of staff engagement and involvement.

, Continue to develop and implement staff engagement initiatives that align with the Trust's ‘Building Respect' culture change initiative.



, Develop and implement Health and Wellbeing strategies that promote workplace health and enhance workplace productivity.

, Support the Director of People and the communications team, in the development and maintenance of effective and diverse internal communications.





Employee Relations

, Ensure that appropriate standards are set for the People function, ensuring that an accurate, consistent and comprehensive service is provided across the range of activities.

This includes employee relations, performance management, organisational change, attendance management, medical staffing, Agenda for Change and other national contracts.



, Advise on the most sensitive and highly complex employee relations issues, including disciplinary and grievance issues, bullying and harassment for staff at all levels within the organisation as appropriate.

This will include liaison with local and national staff side representatives/external organisations such as ACAS.

Provide leadership/advice on Employment Tribunal applications, providing support to the Head of HR Operations as required.

, Provide leadership support to the Head of HR Operations and in conjunction with that postholder, act as the key liaison with the Trust's solicitors on all matters, including Employment Tribunal issues and other employment related legal claims against the Trust, interpreting information received and applying this in the best interests of the Trust's reputation and business objectives.

, Ensure the provision of expert employee relations advice and guidance to line managers, HR colleagues, Trade Union representatives and staff.

Recommending courses of action to line management of the risks and benefits to the Trust as necessary.

, Support the Director of People with the management of the Trust's formal employee recognition and consultation arrangements.

Set the Trust's Partnership Forum agenda, ensuring that key Trust strategic and operational issues are discussed, liaising with Chair of staff side/senior managers as required.





Pay and Policy

, Take the lead in developing, implementing and monitoring effective and relevant employment policies that foster good employee relations and which comply with employment legislation, codes of practice, local and national policy and support the achievement of Trust objectives.

This will involve the interpretation of national policy, complex case law, changes in national terms and conditions and contract negotiation.



, Oversee, as the Trust expert, the development, maintenance and application of workforce policies and procedures to support achievement of the Trust's key objectives, to meet regulatory requirements and best practice, and to provide for effective management of risk.

, Provide leadership to the payroll liaison service and ensuring that HR processes are in place to enable to payroll contract through SBS to pay staff correctly and on time.

, Support the Director of People with the maintenance and development of terms and conditions across the Trust.

, Contribute to the development of Trust policies and business objectives, ensuring the People function continues to meet the changing needs and priorities of the organisation through the continuous service development and improvement.


Workforce Information and Systems

, To ensure continuous development of workforce reporting systems and KPIs; ensuring effective use of workforce intelligence (including benchmark data) to identify trends, challenges and opportunities and to inform wise workforce decisions.

, To ensure the provision of statistical information to support the Directorate's in monitoring their performance against agreed KPIs.

, To drive, promote and support effective implementation of workforce systems to help drive agreed benefits (for example, ESR Self-service, e-roster; e- expenses and e-timesheets).



, Take Lead responsibility for the continued development of the E Rostering service to include all Trust staff.

, Ensure the department provides advice and support to managers that result in quality rosters that are safe and cost effective and meet the Trust service provision and patient safety requirements.

, To lead the role out of ESR self-service and ensure that the system is effectively utilised to ensure robust workforce data and system benefit realisation.


If you think you have what it takes, and are interested in applying for this role or you want to discuss the role further, then please contact Tom at Service Care Solutions Ltd on 01772 208963, or alternatively send an updated CV to tom.lockwood@servicecare.org.uk




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