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Organisational Development Specialist

2 months ago

Manchester, United Kingdom The Christie NHS Foundation Trust Full time
Job Title: Commissioning and Development Officer

This is a diverse and exciting role in the field of organisational development (OD) and culture change. Reporting directly to the Head of Organisational Development & Engagement, the role specialises in developing and leading on OD, leadership development and talent management.

Key Responsibilities:
  1. Lead a portfolio of OD initiatives that drive organisational effectiveness and staff engagement, helping to evolve cultures by impacting on behaviours, habits, and ways of working within the Trust.
  2. Contribute to the development and implementation of strategic OD and engagement plans for the workforce, delivering interventions aligned to NHS national and regional standards and providing evidence-based changes to the working lives of staff.
  3. Lead the design and development of Trust values and behaviours, collaborating with stakeholders to embed these into everyday systems and processes. Diagnose, design, and deliver organisational design and organisational development interventions.
  4. Provide expert advice to colleagues in HR on OD, staff engagement, cultural development, and leadership behaviours. Work with HR Business Partners on complex team dynamics and behavioural issues designing, delivering and/or commissioning cultural interventions.
  5. Manage delegated budget in relation to OD projects.
  6. Apply OD thinking and the principles of equity, diversity, belonging and inclusion into conversations and interventions. Draw on contemporary theory from OD philosophy and behavioural sciences, employing diagnostic and dialogic techniques to help teams foster sustainable people-focused culture change.
Strategic Talent Management, Leadership and Management, and PDR:
  1. Enhance long-term leadership capability and effectiveness by driving improvements. Lead activities that deepen our understanding of leadership within workplace culture.
  2. Research and design an internal leadership development framework, articulating competencies, capabilities, behaviours and development needs and the transition points between stages.
  3. Develop and implement the Trust strategic leadership plans, incorporating The Christie Leadership Framework into leader recruitment, selection, assessment, and development of leaders at all levels. Ensure these plans align with Trust objectives, the NHS long term plan, and national and regional NHS standards.
  4. Lead the development and promotion of the Trust-wide appraisal activity. This includes developing and implementing the Personal Development Review (PDR) policy, ensuring national benchmarking, researching best practice and monitoring its application across the trust.
  5. Lead the introduction of a new electronic PDR system to improve completion rates and quality across all directorates and inform talent management and succession planning. This involves researching system solutions, overseeing system design and development, conducting user testing and training, and managing daily operations to ensure effective use by all staff.
  6. Lead the development and implementation of the Trust talent management plans, including the succession planning model through which potential successors for our critical roles will be fairly identified.
  7. Stay updated on trends in equity, diversity, inclusion and belonging in relation to leadership development, career progression and team effectiveness.
  8. Work across other NHS, Greater Manchester organisations and the GM Integrated Care System (ICS) to develop joint solutions and initiatives for talent progression and leadership development on behalf of our Trust particularly leadership development programmes linked to race, disability and broader protected characteristics.
  9. Be a stakeholder in national OD and leadership development work to advance the evolution of this work across the NHS system.
  10. Develop and manage a bank of external suppliers for leadership development, culture work, coaching, mentoring and associated activities.
  11. Lead on the development of a coaching and mentoring culture in the organisation by developing and facilitating plans to increase coaching and mentoring capacity and capability. Lead on the CPD, quality and supervision for internal coaches.
  12. Coach senior leaders on personal and professional development.
  13. Work closely with HR colleagues to understand key organisational challenges that impact on management and leadership capability, and design bespoke change interventions that will shift or address these, aligned to Trust objectives.
  14. Create strategies and initiatives to drive high performance by helping leaders understand their teams motivational drivers.
  15. Collaboratively develop internal groups and networks to support leader engagement, connection, conversation and collective learning in line with Trust values and behaviours.
  16. Conduct research, surveys, and audits to assess the quality and effectiveness of talent management, PDR, OD and HR activity (within role responsibilities). This includes introducing and evaluating new frameworks, policies, processes, and programmes. Regularly audit and evaluate interventions to ensure they align with strategic plans, analysing both quantitative data and qualitative feedback.
  17. Create and deliver reports, presentations, and training events in formal settings.
  18. Where appropriate, supervise staff working on projects, authorising timesheets where applicable.
  19. Develop effective networks and represent the Trust across Greater Manchester, in order to deliver effective and efficient working practices within the Trust and across the system.
  20. Engage in personal and professional development to stay updated on emerging trends, thinking and innovations.
Person Specification:

Qualifications:

  • First Degree or equivalent
  • Postgraduate diploma level qualification in a behavioural/social science, organisational development, professional consulting, HR, or equivalent experience
  • Evidence of CPD

Desirable:

  • Chartered member CIPD
  • Level 5 Coaching or mentoring qualification
  • Accredited to deliver 360 feedback, psychometric or behavioural assessment tools
  • L5 qualification in teaching, learning or education.

Experience:

  • Significant experience and proven track record of delivering organisational development and/or leadership development interventions using a consultancy mindset.
  • Experienced in planning, managing, and delivering complex new initiatives.
  • Experience of working in an advisory/ learning & development/ change management role.
  • Analysis and presentation of data to inform and to generate improvement.
  • Development of corporate policies and guidance for managers/staff.
  • Development and facilitation of training and development.
  • Report writing in line with governance and expected standards.
  • Project/Change Management.
  • Development of strategies, policies and processes that support organisational analysis and development.