Head of Strategic Workforce Planning

**Details**:
**Reference number**:

- 408576

**Salary**:

- £55,403 - £61,939
- A Civil Service Pension with an employer contribution of 28.97%

GBP

**Job grade**:

- Grade 7

**Contract type**:

- Permanent

**Business area**:

- CO - Infected Blood Compensation Authority (IBCA)

**Type of role**:

- Human Resources

**Working pattern**:

- Flexible working, Full-time, Job share, Part-time

**Number of jobs available**:

- 1

**Contents**:

- Location
- About the job
- Benefits
- Things you need to know

**Location**:

- Newcastle-upon-Tyne

**About the job**:
**Job summary**:
This is an unique opportunity to join IBCA’s newly forming Human Resources (HR) team and play a key role in setting up an expert Strategic Workforce Planning function that enables the Infected Blood Compensation Authority (IBCA) to have the right people, with the right capabilities and skills at the right time to support delivery, undertake effective recruitment and succession planning and support strategic deployment of resources.
- Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA’s work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer._

**Job description**:
The Head of Strategic Workforce Planning is responsible for leading and optimising workforce planning initiatives that align with IBCA’s vision and strategic objectives.

This role involves extensive stakeholder engagement to build strong relationships across a new and fast-growing organisation, analysing workforce data, forecasting future needs, and developing strategies to ensure that the right talent is in place to meet organisational goals.

**Responsibilities**

**_ Workforce Strategy Development:_**
- Fully understand the vision, aims and purpose of IBCA and reflect this in the workforce strategy;
- Develop and implement a comprehensive workforce planning strategy that aligns with IBCA’s mission and objectives, recognising this is a new organisation with specific needs;
- Collaborate with senior leadership and with HR colleagues including the HR Business Partnering team to understand IBCA’s business needs and identify workforce gaps.

**_ Stakeholder Engagement:_**
- Build strong relationships with key stakeholders across the organisation to promote workforce planning initiatives;
- Collaborate with key stakeholders to ensure alignment between workforce planning and IBCA’s goals.

**_ Team Leadership and Development:_**
- Build, lead, coach and mentor the workforce planning team, enabling a culture of continuous improvement and professional growth, whilst ensuring a supportive and kind approach that pays particular attention to staff wellbeing;
- Promote training and development opportunities to enhance team capabilities.

**_ Data Analysis and Reporting:_**
- Collaborate with IBCA’s data and operational teams to analyse workforce metrics and trends to inform strategic decisions;
- Provide insightful reports and recommendations to senior management regarding workforce planning and talent management.

**_ Forecasting Future Workforce Needs:_**
- Conduct demand and supply analysis to project future workforce requirements, taking into account factors like organisational growth, development, staff wellbeing, and critical skills gaps as the organisation transitions from initial stand up to wind down;
- Identify critical roles and competencies necessary to achieve strategic objectives.

**_ Change Management:_**
- Facilitate change management initiatives related to workforce planning, ensuring smooth transitions and adoption of new and evolving processes.

**Person specification**:

- Essential criteria:_
- The experience and ability to set strategic direction in a HR leadership role, including leading and building a high-performing team;
- The ability to advise senior leadership on strategic workforce planning initiatives using data and insights to inform options and approaches;
- Strong analytical skills with the ability to interpret complex data to support the development of workforce planning strategies and decision making;
- Significant experience in developing strategic workforce plans and leading the implementation of those plans;
- Strong stakeholder management and communication skills, with the ability to influence and collaborate at all levels of the organisation.

**Additional information**:
A minimum 60% of your working time should be spent at your principal workplace. Although requirements to attend other locations for official business will also count towards this level of attendance.

**Behaviours**:
We'll assess you against these behaviours during the selection process:

- Seeing the Big Picture
- Leadership
- Communicating and Influencing

**Technical skills**:
We'll assess you against these technical skills during the selection process:

- S