JOB DESCRIPTION Job Title:

Deputy Director of Workforce

Band:

8D

Directorate:

Workforce

Reports to:

Director Workforce

Accountable to:

Director Workforce

Professionally Accountable to: Responsible for: Main Base: Contract Status: AfC Job Reference:

Director Workforce Human Resources and Occupational Health service St Ann’s Permanent

JOB SUMMARY/ PURPOSE: The Deputy Director is a member of the senior management team and is accountable to the Director of Workforce. The post holder will be the nominated deputy for the Director. Ensure that modern, up to date and focused workforce and HR practices are in place to provide the very best support to people managers and to enable the delivery of highest quality care to patients and their families and carers – whilst ensuring that legal and statutory requirements are met and that resources are used effectively. The Deputy Director will provide strategic direction and leadership on workforce issues to ensure the provision and direction of effective HR, recruitment and occupational health services within the Trust. The post holder will identify, investigate and advise on highly complex, contentious and sensitive strategic HR issues providing advice and guidance to all levels within the organisation up to and including Directors and the Trust Board and with external partners. To advocate, exemplify and consistently act as a role model by championing our Trust Vision and exhibiting our Values, including providing a challenge to behaviour at all levels that does not reflect our Values. In particular, ensuring that the advice, guidance and support that are provided to people managers by the Workforce teams are values-based and role-modelled within the teams themselves. Deputy Director of Workforce March 2015

ORGANISATIONAL CHART: See attached KEY RELATIONSHIPS: Director of Workforce Human Resources Team Occupational Health & Wellbeing Service Corporate Directors Clinical Directors Directorate Managers/Heads of Department Finance Payroll Staff Side Colleagues Regional Staff Side Officers Contract Managers Purchasing External networks KEY DUTIES: •

The post holder has managerial responsibility and accountability, including the associated budgets for the following HR Workstreams/services: o o o o o o

HR Business Partners Staff Engagement and Wellbeing Medical Staffing Workforce planning and information Recruitment and resourcing Occupational Health and Wellbeing Service

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Develops and implements HR strategy, in line with legislation, Trust and national priorities and initiatives, and modern HR practice.

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Leads on specific initiatives or policy developments, including negotiating, consultation, implementation and monitoring across the Trust, e.g. Trust wide HR policies and procedures, staff engagement and wellbeing.

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Supports the strategic development of the organisation through providing professional advice and expertise on a range of issues.

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Initiates and produces reports for a range of Trust wide committees, including Executive Board, Trust Board, and staff side forums.

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Develops and progresses relations with external stakeholders and other local Trusts, developing shared practices where appropriate and

Deputy Director of Workforce March 2015

considering the implications of internal decisions on other regional stakeholders. •

Establishes and implements new policies, procedures or practices across the Trust in response to a range of drivers, including new legislation, Department of Health requirements or local Trust needs. This often includes interpretation of highly complex guidance/ legislation.

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Develops and leads the workforce strategy and planning identifying and using benchmarked data to inform board decisions.

KEY RESPONSIBILITIES: Operational Management •

Leads the integration of shared approaches to Trust development with the Head of Learning and the Head of Development.

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Ensures that HR and the Occupational Health Service provide a prompt, efficient and high quality service to directorates which continues to develop.

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Identifies any changes required within the HR team, including structural or role changes, new ways of working, or a change in focus, and ensures the team’s contribution to the Trust remains relevant, timely and responsive to the needs of the organisation.

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Provides senior level specialist and employment law advice to the HR team and to senior managers and clinicians in the organisation including Executive and Trust Boards. This would typically be required for issues with Trust wide regional and national consequences or where highly complex or contentious situations arise, including Employment Tribunal cases.

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Works with Medical Director and Head of Medical staffing to ensure consistency in application and management of MHPS, job planning, rota management and recruitment of medial staff.

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Ensures that effective Workforce Information processes are in place within HR in order that performance issues within directorates and Trust wide are identified, monitored and actioned.

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Oversee the generation, validation and interpretation of workforce information, maintaining a meaningful link between this analysis and its use in discussion and wise decision-making.

Deputy Director of Workforce March 2015

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To ensure the efficiency, effectiveness, integrity and business focus of the Trust’s systems and processes, ensuring the continued review, development and improvement of these.

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Ensures the effective operation of information systems within the HR function (e.g. recruitment, equal opportunities monitoring, job evaluation information system).

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Budget holder for all areas of management responsibility and has the authority to authorise across other areas within the Workforce directorate.

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Undertakes highly complex operational HR activities and manages a caseload that requires Director level management.

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Leads and directs strategic change projects.

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Develops and integrates the Trust’s holistic wellbeing agenda across the Trust.

Workforce •

Ensures effective workforce planning across the Trust, ensuring that workforce plans reflect the business plans and strategy for the Trust, and that these are in line with national workforce planning requirements.

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Reviews the use of Workforce resources across the Trust, including mechanisms to reduce the use of bank and agency staff, and improving rates for sickness absence, turnover etc.

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Develops and implements recruitment and retention strategies, including exploring new opportunities such as national and international recruitment.

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Is accountable for management of the Trust Bank and associated use of agency staff.

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Develops wellbeing agenda and interventions to ensure workforce fit for future.

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Ensures via the Occupational Health the full and proper provision of clinical services to ensure legislative compliance with relevant bodies e.g. NICE, DoH, NHS Employers, Faculty of Occupational Medicine etc.

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Provision, use and development of e-rostering systems including its use in monitoring deployment of staff.

Deputy Director of Workforce March 2015

Partnership working •

Develop effective relations with staff side, ensuring that the principles of partnership working are apparent throughout the work of the HR Department.

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Develop alternative business models as required by the trust to ensure consistent services. Focus on working closely with Director of patient services and Nursing to ensure workforce interventions deliver right.

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Develop mechanisms for increasing staff involvement across the Trust.

These tasks identified show the range of activities the post holder will be required to undertake. However, the list is not exhaustive and there may be the requirement to adapt these through discussions with the post holder.

KEY VALUES: -

Commitment to the development of the Human Resource and Occupational Health Services Commitment to working in a multi-disciplinary team Commitment to ensure the highest possible professional standards

The Trust would expect all employees to demonstrate our values as part of their day to day working lives: • • • • • •

Put the needs of our patients and their carers first, and involve them fully in their care Show kindness and compassion in all aspects of the care we provide Behave with honesty, integrity and openness Create a safe, friendly and caring environment, where people are treated with respect, courtesy and dignity Strive for excellence, recognising achievements and valuing hard work Support our staff to be the best that they can be

Deputy Director of Workforce March 2015

Essential Competencies: Deputy Director of Workforce Communicating

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• Influencing and Negotiating

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Planning, monitoring and controlling

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• • Analysing information and solving problems

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Making Decisions

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Strategic Thinking

• •

Deputy Director of Workforce March 2015

The role requires delivery of highly effective written and verbal communication in both formal and informal settings where subject matter may be highly complex, controversial and highly sensitive and where there are significant barriers to acceptance (e.g. ward closures, introduction of e-rostering, workforce development strategies, TUPE, disciplinary & appeal hearings. Employment Tribunals) Development of relationships with internal and external people at all levels is crucial Significant negotiations will be a key part of the role. These will involve short term tactics and longer terms strategies and plans Diplomacy will be a key part of the role in negotiating on contentious and sensitive issues The role will involve ensuring the implementation of local and national policies, and Trust strategies on complex issues where successful implementation is crucial to the viability of the Trust. This requires ensuring that projects are initiated, resourced and managed to deliver the required outcomes. The role will require planning, resourcing and management of several HR functions. The role will have involvement in planning where there is significant risk involved. The role requires the analysis of complex and ambiguous data from different perspectives and competence in the use of problem solving techniques to solve problems often without precedents. The role requires presenting complex information to others to enable them to make policy level decisions. Reviewing of information presented by others is required spotting flaws and identifying where further analysis/work is required. The role requires the ability to make high level decision on future plans affecting the Trust involving significant risk. Decisions affecting the strategic direction of the Directorate will be required. The role will involve the development and implementation of strategy for the Trust. Identification of risks/threats to the Trust

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Focussing on Business & Customers

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• • • •

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Leading Teams

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• • Focussing on Development

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Information Technology

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Deputy Director of Workforce March 2015

Identifying opportunities to develop services Required to evaluate and critique strategy developed by others and help form the strategy for that department/service. Awareness of the political agenda and take account of external events in strategic planning Evaluation and commenting on strategies and plans developed by other NHS bodies (e.g. DOH, SHA) Effective focus on the needs of key stakeholder requirements Work closely with key stakeholders to advise on the performance and development of existing and future services and to identify underlying customer needs Anticipates and plans for the effect of change on staff and customers Challenges and changes ways of working to better meet customer needs Contributes to the corporate agenda by advising on performance and developing existing and future services. Working closely with the Occupational Health Service to develop the income stream activities based in the commercial public and private sector market place. The job holder will preferably have experience of the private sector customer environment and understand the commercial market. Expected to lead multiple and diverse teams in achieving corporate objectives Ability to adjust management style to suit particular situations, use others to make decisions and deal with disciplinary and performance situations Ability to translate vision into tangible plans Provides clear and unambiguous direction to team members Post holder is required to create an environment where learning and development is encouraged Promote continual professional development Provides development opportunities to staff Ensure that departments development links with strategic objectives The job holder will have an overall understanding of software systems in their speciality.

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Plans and supports the introduction of new or upgraded IT systems/software across their directorate Seeks and finds opportunities to apply computer technology to improve efficiency, effectiveness of decision making, control and communications Ability to use IT to produce reports, present data and produce presentations

Qualifications and Experience Required • • • • •

The post holder will have professional knowledge acquired through a degree and professional HR qualification (CIPD) The post holder will have at least 5 years experience at a senior HR level The post holder will have extensive HR generalist knowledge with a specialist knowledge in at least one of the following fields – workforce planning, medical staffing, resourcing, development Experience of Employment Tribunal process Experience of the private sector market place is desirable, in addition to NHS experience.

Working Conditions There will be the requirement for intense concentration as a major part of the working week (e.g. developing strategy, disciplinary/grievance hearings, board meetings, terms & conditions negotiations, giving evidence at/&for Employment Tribunals). A requirement of the role will include imparting unwelcome news to staff and receiving occasional exposure to such things as verbal aggression from staff and/or patients/clients/relatives. The duties and responsibilities of this post may change through consultation with the post holder.

March 2015

Deputy Director of Workforce March 2015