Head of People Partnering- Goodall Division

This is a varied and challenging but most of all a hugely rewarding role. Reporting to the Service Director - People and Culture you will be an experienced strategic People Manager who can partner with the organisation to deliver high quality strategic and operational workforce support to ensure best practice people management within your areas of responsibility and across the wider People and Culture function.
Divisional Heads of People Partnering will also be the designated lead on various Trust-wide workforce initiatives, projects and programmes, with responsibility for development and implementation. You will be an inclusive and engaging leader with drive and vision to support us in our mission to ensure we are providing a service which is fit for purpose now and also fit for the future.
The post holder will lead within a dedicated Business area on the delivery of an effective and proactive People Partnering function to ensure the provision of a cohesive, standardised service that delivers consistently high standards of advice, investigations, outcomes and support to the managers and staff within the Trust, in line with a SCARF approach. Working in close collaboration with the wider People team to ensure delivery of a professional and high-quality ER service to the Trust, Divisions and departments and ensuring we close the loop with our Organisational Learning from cases.
Supporting the introduction of a Group way of working, embedding engagement, improving employee experience and retention are amongst our top priorities and we are looking for a progressive and creative people expert who champions people above process, displays compassionate and inclusive leadership and is able to develop excellent relationships with key stakeholders.
At the same time you must ensure you maintain effective governance processes mitigating risk, and ensuring the team you lead work and deliver with colleagues in a collaborative way.
You will ensure the effectiveness of portfolio facing transactional, operational and strategic business partnering, always ensuring a prioritised, fair, consistent and timely approach to all associated work and projects. Working closely with Leadership, Culture and Organisational Development colleagues to ensure the delivery of portfolio specific people plans and solutions to issues evolving and presenting you will be part of continued journey of embedding a across the Trust. Providing senior level specialist and employment law advice to senior managers and clinicians in the organisation.
With experience of workforce planning, organisational change; use of data and evidence based practice, together with a strong commitment to listening and involving employees in decision making and shaping plans you will have experience of all aspects of the employee life cycle.
CNWL expects all staff to act in a way which shows you understand our core values and are willing to put them into practice with service users, their friend’s family and carers and also other staff members.
We expect you to show COMPASSION, contribute to a caring and kind environment and recognise that what you do and say helps can make the lives of others better
We expect you to RESPECT everyone and acknowledge and welcome people’s differences rather than ignore them or see them as problematic.
We expect you to EMPOWER others and continually try to provide information, resources and support to help others make their own decisions and meet their own needs.
We expect you to work in PARTNERSHIP and behave in a way that shows that you recognise that commissioners and users of our services are the people who generate and pay for our work.
We are recognised locally, nationally and internationally for providing high quality, innovative healthcare. We aim to employ only the best people, and our experts are frequently called upon to contribute to national health strategy and policy, and many models of our care have been adapted for use in other countries.
**Responsibilities in the role**:
Developing a workforce strategy for the Division that is in line with the wider Trust workforce strategy and supports the delivery of organisational objectives
driving talent management and succession planning to make sure your teams have the right people available now and, in the future, to continually improve their performance
making sure other areas of People and Culture contribute to achieving your Division’s objectives and ensuring that there is effective communication between HR teams and the management team exchanging information as appropriate.
Promoting and helping to build an inclusive working environment
Identifying ways to continually improve the capability of the area you support by reviewing data, investigating trends and using your insight and experience
Leading people projects or being part of a project team delivering your local or the wider organisational workforce strategy
Providing tactical and pragmatic employment advice to Directors and s