Job Title: Director of Workforce & Organisational Development

Department: Human Resources

Reports to: Chief Executive

Liaises with: Directors, Executive team members, Director of Education, NHS London, Primary Care Trusts and other partners.

JOB SUMMARY

To develop workforce strategy, policies and procedures that are aligned and support organisational development and the organisation’s overall strategic aims and objectives, ensuring the Trust becomes an Employer of Choice.

To ensure the Trust is fit for purpose and can respond quickly to service developments and changes.

To optimise the quality of patient care and maintain productivity, morale and motivation of the workforce through high quality Human Resources Management support.

Provide advice to the Trust Board on workforce strategy and development and contribute to corporate decision-making.

To ensure that Occupational Health meets legislative requirements and uses best practice, ensuring a safe environment for staff and patients.

To provide a safe on-site nursery service for Trust staff. To develop other benefits e.g. holiday play scheme to support parents at work.

KEY RESPONSIBILITIES/OUTCOMES:

Corporate:

1. To provide professional advice to the Trust Board on workforce development.


2. To be a member of the Trust Board, contributing to corporate decision-making, development of the Trust’s strategic direction and improving the quality and efficiency of patient services.


3. To lead on Human Resource management within the Trust, contributing to the successful management of change and development of employment practices.


4. To develop approaches to pay and conditions, which motivate, recruit and retain staff within the available resources.


5. In conjunction with the Chief Executive, lead a programme of Organisational Development for the Trust that supports the Trust’s overall strategy, vision and values.


6. Work with other Executive Directors to ensure the Trust meets all its corporate and statutory responsibilities.


7. Work closely with other members of the Hospital Management Committee (HMC) to develop and lead the implementation of a workforce strategy and policies that reflect best practice and maximises workforce productivity and efficiency.


8. Represent the Trust in a manner which reflects and promotes the values of the Trust and promotes its services in a positive light, building the confidence of staff and populations we serve.

Organisational Responsibilities:

1. Lead on employee engagement, working closely with the Head of Communications to develop clear staff communications.


2. Contribute fully to the Hospital Management Committee (HMC) so that the corporate aims and vision of the Trust are delivered.


3. Ensure the agreed workforce targets are delivered by working closely with Executive and Medical Director colleagues and lead the workforce elements of the Business Plans.


4. Ensure the workforce strategies are in place to effectively identify, plan and deliver a workforce which delivers the service objectives of the Trust.


5. Support Clinical Directors and General Managers in key people management processes including appraisals, sickness absence management, minimising costs of temporary staffing, optimising skill mix, maximising productivity, benefits realisation from Agenda for Change and the consultant contract (in support of the Medical Director) and Hospital at Night.


6. Lead and develop the Trust’s professional HR advice services to align the workforce contribution to the effective and efficient operation of the Trust in delivering its strategic plan and contractual obligations.


7. Contribute to the overall Trust financial planning and management through benchmarking workforce indicators and developing and implementing plans to improve performance.


8. Work closely, in partnership with employees and Trade Union representatives, to develop policies and practices which respond to national and local policy directives in accordance with present and future legislation.


9. With Hospital Management Committee (HMC) colleagues, have responsibility for developing productive and effective relationships and engagement with staff and Trade Unions.


10. Ensure partnership approaches with key stakeholders in health and local authority agencies and the public and private sector organisations.


11. Will participate in the Executive Directors On Call Rota.

Human Resources Directorate:

As the Executive Director for the Human Resources Directorate:

1. Lead the Human Resources department, ensuring that all HR professionals have relevant skills, knowledge and experience and there is a high performing and cost effective human resources function.


2. Set and agree objectives for the HR directorate that are business-focused and that support the delivery of the Trust’s overall strategy and business plan. Manage the directorate’s performance against objectives.


3. In conjunction with the Deputy HR Director, ensure the provision of a high performing, safe and cost effective Occupational Health service to the Trust and other partner organisations.


4. Oversee the management of the Medical HR department and working closely with the Medical Director, ensure best recruitment and employment practices for permanent and temporary Medical staff.


5. Effective management of the budgets for which the postholder is responsible for within Trust policies and procedures.


6. Line-manage the Deputy HR Director, Pensions Manager, Nursery Manager and Workforce Planning and Information Manager.

Risk

1. Ensure appropriate and effective risk management processes are in place within the Human Resources Directorate.


2. Ensure there are adequate, competent risk assessors for all areas and activities for which the postholder is responsible.


3. Prepare specific departmental policies and guidelines required to ensure all necessary risk assessments are carried out within the department in liaison with appropriate advisors as necessary (eg Health & Safety, Infection Control, Security, etc.)

Education and Training/Self-Development

1. Identify own training and development needs and undertake appropriate training/education as required, supported by regular PDP.


2. Adhere to all Trust Policies and Health & Safety, as applicable.

This job description is not intended to limit the scope and extent of the job to be undertaken and will be subject to review and alteration as necessary, following discussion with the postholder.


Health Clearance
Applicants must complete a medical questionnaire, return it to the Occupational Health Department and, if required, undergo a medical examination before appointment to a post at Kingston Hospital.

Criminal Records Bureau Disclosure (previously Police Check)
A Criminal Records Bureau Disclosure will be required for all applicants before appointment to a post at Kingston Hospital.

Confidentiality and Disclosure of Information
In the course of your normal work with the Trust you will come into possession of confidential information concerning patients, the Trust and its staff. This information should always be treated accordingly with inappropriate disclosure being subject to the Trust's disciplinary procedure.

Staff however, may on occasion have genuine concerns about healthcare matters and consequently the Trust endorses the principle that these may be raised in a responsible and appropriate manner. Consequently the implications arising from the applicability of the disciplinary procedure would not apply.

Data Quality/Security
The postholder is responsible for ensuring that he/she maintains the integrity and quality of both computerised and manual data.

Acceptance of Gifts and Hospitality
The conduct of staff in the public service should be scrupulously impartial and honest and in this context offers of gifts or hospitality should be discussed with your manager, prior to acceptance.

Health and Safety
All staff are advised that, under the Health and Safety at Work etc Act 1974, it is the duty of every employee to take reasonable care for the health and safety of him/herself and of other persons who may be affected by his/her activities at work, and also to co-operate fully with the Trust and others in connection with arrangements to meet their statutory duties and responsibilities under the Act, including undertaking Health and Safety training.

Risk (managerial and supervisory staff only)
Managers are responsible for implementing and monitoring any identified and appropriate risk management control measures within their designated area and scope of responsibility. Full details are set out in the Risk Management Policy.

Personal Property
The Trust is unable to accept responsibility for articles of personal property lost or damaged on its premises whether by burglary, fire, theft or otherwise and staff are advised to insure against all risks.

Equal Opportunities
Equality of opportunity is an integral part of the Trust’s recruitment and selection process and recruiting managers must ensure that they comply fully with the Trust’s Equality & Diversity Policy. The Trust aims to ensure equality of opportunity for all irrespective of their age, colour, creed, ethnic or national origin, marital status, nationality, physical or mental disability, race, religious belief, sex or sexual orientation.

No Smoking
The Trust promotes a policy of non-smoking, and staff are therefore not permitted to smoke on the hospital site.

Security
Staff must wear their identity badge at all times to assist in maintaining the security of the hospital; be observant, and not afraid to enquire of people as to their business in the hospital. Any suspicious behaviour must be reported to the Security Officer, manager, or the Support Services Dept.