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Organizational Development Specialist
2 months ago
We are seeking a highly skilled and experienced Development Manager to join our team at St George's University Hospitals NHS Foundation Trust. As a key member of our organization, you will play a vital role in driving our strategic development and implementation of cultural initiatives, utilizing evidence-based practices to support organizational development diagnostics that facilitates meaningful and sustainable change across the Group.
Key Responsibilities- People Function Leadership
- Assist in the design, delivery, and implementation of the Group People Strategy through strong engagement with stakeholders.
- Use data relating to services and patients to provide insights into People solutions, to identify plans for mitigation, and to address opportunities and risks.
- Partner with customers to understand their current and future needs and contract with them effectively through other SLT members.
- Integrate diversity and inclusion principles into all areas of our people practice.
- Support the development of a continuous improvement approach to workforce transformation across site activities.
- Keep abreast of national developments in people practices and take a systemic system-wide approach to understanding and framing emerging organizational and system issues.
- Proactively contribute to the development of operational workforce plans ensuring they are consistent with all People priorities and Group objectives.
- Team Management and Development
- To directly manage relevant Heads of Learning and Development, Organizational Development, Equality, Diversity & Inclusion, Staff Wellbeing, and Counselling Leads.
- To provide ongoing guidance and managerial support to the team, leading by example and championing a learning culture.
- Undertake coaching and performance management activities with teams and individuals, modeling behaviors of a good leader and to be able to give constructive feedback.
- To ensure all team members are set objectives and KPIs, receive regular supervision, appraisals, and updated personal development plans.
- Overseeing the effective utilization of all site-related workforce budgets, including around establishment control, apprenticeships, and the delivery of staff-related cost improvement programs.
- Leadership and Talent Management
- Responsible for the development and implementation of the Group approach to leadership development and talent management, ensuring there is a robust approach to succession planning and talent management for key roles and more broadly across the Group.
- Working closely with colleagues across the Group to lead on the learning and talent agenda, linked with aspirations to be a learning organization. Design and deliver programs and initiatives that support employee development, talent management, and succession planning and building of high-performing teams.
- Responsible for the continuous review of the leadership and management development offer, ensuring our programs build capabilities and capacity of leaders, including clinical leaders, at all levels across the Group to accelerate cultural and service transformation.
- Build strong relationships with the national bodies such as the Leadership Academy and HPMA plus local partners in South-West London to further the leadership agenda.
- Oversight of the design and delivery of bespoke development activity for senior leaders within the organization, up to and including board level.
- Learning and Development (L&D)
- Lead a program of change to create one integrated team that has a consistent and single Group-wide approach to:
- Corporate induction and onboarding of staff, integrated with the Group recruitment service.
- Mandatory and Statutory (MaSt) training, streamlining and removing unwarranted variation (working with subject matter experts).
- Recording learning management through appropriate systems, overseeing the program of implementation, working with IT services and workforce information teams.
- Increasing adoption of e-learning and other learning technologies.
- Management of learning centers, standardizing the support to users across the centers.
- Assessing long-term capacity and capability requirements for the team to reflect the agreed integrated working model.
- Reviewing the system-wide education and development requirements of the Group in collaboration with key stakeholders in Medical and Nurse Education, ensuring the development of education and workforce development strategies and interventions to meet those needs.
- Ensuring L&D investments (on-the-job training, in-house development programs, coaching/mentoring, e-learning, external conferences, workshops, facilitated training delivered off the job, blended learning) are the right ones and activity is directed towards improving individual and organizational performance through developing employee capability.
- Monitoring and evaluating the impact of learning and development activity, assessing transfer of the learning to the workplace and the wider impact on the business.
- Oversight of the allocation and utilization of income from NHS England, Apprenticeship Levy, and other learning and development income to ensure best value for investment and alignment to the Group priorities.
- Lead a program of change to create one integrated team that has a consistent and single Group-wide approach to:
- Equality, Diversity & Inclusion (EDI)
- Manage the performance and direction of the EDI function for the Group, to ensure that the strategies that are built are evidenced and researched-based, innovative, and will effectively deliver our ambition of equality and equity throughout what we do.
- Oversee the development of a more inclusive culture that prioritizes civility, respect, individuality, collectiveness, and belonging in the workplace. Provide strategic and operational direction and leadership in relation to equality, diversity, and human rights matters, overseeing EDI business assurance, people analytics, performance management, and project and program management support.
- Facilitate ongoing Group-wide engagement and focus on this agenda at all levels, to ensure our workforce reflects the communities, service users, and patients we serve.
- Staff Wellbeing
- Oversee the development of long-term wellbeing strategies for the Group, with a meaningful program supporting improvements based on current evidence and best practice in response to wellbeing-related staff survey results, including appropriate evaluation of programs, to ensure benefits are realized.
- Work with colleagues across the regional system to make best use of resources, opportunities, and comprehensive access to health and wellbeing support.
- Other Responsibilities
- Engage as an effective member of the Hospital Site Management Team and embody the Group's Outstanding Care, Together values, role modeling good leadership and inclusion through own actions and challenging behaviors that fall short of those expected.
- Build a strong People Services community that delivers a high-quality service to clients.
- Contribute to business performance by being accountable for the effective review and management of People management budgets, demonstrating value for money in the way services are delivered.
- To receive and deal with any escalated complaints about relevant areas of the People Service.
