Deputy Chief People Officer

Role Summary This prominent role will provide comprehensive and strategic leadership across the workforce and Innovation team to ensure a comprehensive, efficient and professional service to clinicians, managers and staff at all levels in order to support the Trust in achieving its strategic and operational objectives. Working with the director to engage at all levels of the workforce and the wider system, to deliver the Trusts strategic ambitions. To be the HR lead in a range of corporate strategic projects including staff health and wellbeing. Responsible for all aspects of managing the workforce directorate functions including Human Resources, Equality Diversity & Inclusion, Training and Development, Medical Education, E Roster and Innovation. Trust lead for Equality and Diversity in partnership with the Chief People Officer. Support the Innovation Manager to develop, establish and promote a culture of innovation across the Trust. Responsible for the delivery of the Trusts People Strategy and associated action plan. To ensure the management of the Occupational Health, Employee Assistance Programme and SLAs. Working with the Chief People Officer to ensure dynamic engagement at system level including both the public and private sectors. Key Responsibilities To work with the Chief People Officer in the management and implementation of the People Strategy that reflects the national and local strategic framework for the NHS. Delegated responsibility for the management of departmental budget and resources. To lead the teams within workforce to ensure that appropriate professional infrastructures are in place to support the delivery of workforce services and functional requirements within the Trust in line with corporate objectives. To provide leadership across the teams (deputising for the Chief People Officer as appropriate) including fundraising and research/development as required. Lead and develop service standards (key performance indicators) and service level agreements for the provision of the workforce services within the Trust. Take a lead role in the development of the Trusts staff engagement programme including responsibility for the annual staff survey To ensure the provision of an effective and efficient specialist support, guidance, facilitation and advisory service to ensure employment issues are addressed and resolved in a timely manner, reflecting the policies and values of the Trust. To support the development of HR capabilities of managers and staff and to promote good employment practices across the Trust. To be responsible for the development, negotiation and maintenance of the Trusts employment policies and procedures, ensure that they support the business plan, meet new legislation, statutory requirements and reflect current best practice. To participate in formal consultation and negotiation with Trade Union and Professional Organisation representatives on a full range of employment issues, both individual and collective, to resolve issues and to promote a positive employee relations culture. To ensure appropriate systems are in place to monitor HR and employee relation activities in accordance with legislation and equality requirements. Ensure the Trust has an equality and diversity framework inclusive of appropriate policies and interventions to support workforce development. Ensure that HR management information and performance data is regularly provided to Trust Board, Executive Team and externally bodies as requested in a timely and appropriate manner. Designated as risk lead for HR department, providing the organisation with assurance of compliance against standards appertaining to HR management under, CQC etc. Develop Business Continuity Plan for HR providing robust planning in the event of unforeseen events e.g. flu pandemic, fire, floods etc. Delegated budget holder for HR/Education departments and manage SLA contracts To provide advice and guidance to managers at all levels in the organisation on interpretation of legislation and policy and setting precedents for the future and to make recommendation in relation to diverse and highly complex employment issues. To manage highly complex and sensitive communications in emotive and challenging situations, using influential negotiating and motivational skills to achieve desired outcomes. This may include contentious situations such as disciplinary cases, employee grievances and significant organisational change and TUPE transfers.