Head of People - Liverpool, United Kingdom - Liverpool University Hospitals NHS Foundation Trust

Liverpool University Hospitals NHS Foundation Trust

Verified Company

Liverpool, United Kingdom

3 weeks ago

Posted by:

Tom O´Connor

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Description

Lead the transformation of People services at site, providing expert advice and direction consistent with People &OD strategy, trust corporate objectives and trust values, includingleading and/or influencing major organisational change to improve patient safety, patient experience including improving the experience of staff and the overall quality and efficiency of services.2.

Understand, take part in and influence the strategic direction, seeking to ensure that people issues are considered when developing clinical/other service strategies business plans and workforce plans, by operating as a full member of the divisional board.3.

Demonstrate skilful relationship building with site /divisional managers and staff, trade union colleagues and other internal and external stakeholders to uphold the reputation of People & OD and the Trust, showing mature understanding and an ability to deal with sensitive, political and conflicting agendas and to work with uncertainty.4.

Proactively lead on complex, sensitive and often contentious workforce issues providing prompt expert, evidence based advice and solutions, interpreting employment legislation and case law, seeking senior and/or legal advice to support decision making when necessary.5.

Ensure that employee relations cases at site are managed effectively in line with just culture and best people practices principles, ensuring that learning is taken from all cases to improve organisational culture and practice.6.

Provide leadership and specialist advice to senior leaders and Directors on the most sensitive and highly complex employee relations issues.

Demonstrating exceptional communication skills in difficult situations with, and between managers, staff, and trade union representatives, gaining cooperation and commitment through skilled negotiationovercoming barriers, navigating potentially hostile, highly emotive environments to reach mutually agreed solutions and a plan of action.7.

Communicate very complex information expertly, with clarity, sensitivity and understanding e.g.

organisational change, redeployment, advice to panels, evidence at hearings and tribunals, including the ability to deliver highly complex specialist information in divisional and senior trust meetings succinctly and in a style and manner suitable to the audience.8.

Assess and recommend solutions and action plans on People & OD issues by analysing a range of complex data and information, presenting options and a recommendation, often in circumstances where no precedent exists, using specialist knowledge and a strong research and evidence base to support decision making.9.

Implement People & OD strategy and policies, leading on workforce issues on behalf of the site in close harmony with divisional managers, and others in the wider People & OD team to ensure consistent People & OD practice and approach e.g.

Be a key source of specialist and expert advice on national Terms and Conditions, workforce planning, resourcing and general people expertise14.

Lead and implement workforce transformation and continuous improvement projects and develop creative solutions to workforce challenges.15.

Lead key workforce planning, change and resourcing programmes, managing project delivery which make a major contribution to the Trusts people plans.

Within this work develop and use effective strategies for complex project implementation across a range of disciplines particularly in the context of conflicting views between senior professionals andother stakeholders.16.

Responsible for the delivery of the site people planning processes, identifying annual planning priorities, ensuring that workforce, finance and activity assumptions are aligned.17.

Ensure the people planning processes are embedded at a site level and that plans deliver local, system and national level priorities within available resources.18.

Develop and maintain robust mechanisms to accurately record, report and highlight risk associated with workforce vacancies and working with People Partners and other senior leaders to implement plans which will reduce vacancies and bank/agency spend.19.

Proactively manage the People& OD resource and performance for the site, writing and presenting reports and progress on people KPIs by analysing internal and external data and information to inform on trends, providing advice on actions to be taken.20.

In conjunction with senior finance colleagues, ensure the people and finance business partners work cohesively together to deliver divisional priorities.24.

In collaboration with Learning and Organisational Development, ensure talent and succession planning is embedded at site to reduce risk in respect of retention and the loss of critical roles/individuals.25.

With the People Partners, ensure that Leadership development is prioritised within divisions and ensure selection processes for leadership programmes are aligned with the divisional people and talent/succession plans26.

Work closely with Group