Director of People and Culture (ref: 9141) Banbury, England
Job description
Job summary
We are seeking to recruit an experienced, HR professional who has a generalist background and a strong interest in organisational development, people and culture. You will have a key role in ensuring appropriate strategies and innovative plans are in place to facilitate both internal consolidation and innovative practices to help us successfully deliver our key objectives.
Main duties of the job
Responsible for the safe operational delivery of PMLs People and Culture department over £15m and its workforce (+300 members) this also extends to provision of support services services provided to Federations and PCNs for extended roles such as ARRS
The post-holder will be a member of the Executive Team, Senior Management Group, Renumeration Committee and Clinical Governance Committee and attend PML Board meetings.
To provide leadership in shaping and evolving HR and OD strategies to underpin and consolidate the organisations visions and values and future corporate strategy to support CQC compliance
Provide leadership specialist transactional HR advice and professional expertise and overall responsibility for the successful functioning of the HR team to ensure optimal performance is provided and responding to changes in employment law, new workforce initiatives, improvements to organisational performance and culture change.
Lead responsibility for staff engagement, policy development, wellbeing/occupational health, education and training, organisational development, workforce planning, employee relations, health and safety, employment law/contracts and resourcing and corporate internal communications.
This role requires somebody who is able to work at a transformational and critically transactional HR level leading with care and strong levels of visability across the organisation.
Participate in Executive on call rota.
About us
PML is a successful not-for-profit, GP-led organisation providing various NHS community and primary care clinical services to patients across Oxfordshire and Northamptonshire. We have evolved as a NHS healthcare provider since 2004 and in the last few years have grown significantly, now employing around 300 staff with a turnover of c. £16m. PML holds GMS contracts, as well as being a GP Federation representing c. 50 GP practices covering approximately 650,000 patients.
Job description
Job responsibilities
You will share our ambition and vision to provide high quality services for patients and to create a first class offering to support staff. You will support the Executive team as the expert and have the credibility to be seen as the go to person by the organisation and will manage and develop the HR function and team, working closely with the Director of Finance and Performance.
You will lead on developing and implementing the workforce strategy and plans, and progress initiatives in response to the staff survey feedback. A key focus will be on helping us to improve our staffs work experience and our ambition to be an employer of best practice to recruit and retain high performing staff. This will involve driving and implementing improvements to HR systems and processes to ensure they are fit for purpose and increase workforce engagement by creating and delivering a best place to work model. It should be noted that due to the size of the organisation coupled with requirements any candidate must commiserate in transaction HR and be happy to roll their sleeves up working hand in hand with their team and everybody across the organisation. People and the culture are our organisational treasures and we are looking for somebody who can develop both, in a transformational way.
Strategy and Planning
Development, and implementation of all aspects of the HR Workforce/OD Strategy as a key enabler for PMLs Corporate Organisational Strategy e.g. job evaluation framework, reward strategy and appraisal system.
Maintain professional knowledge and understanding of best practice, research and development and to inform strategic planning and service delivery.
Ensure that complex and sensitive organisational change processes are planned with senior managers to ensure compliance with policy and legislation, delivery in an efficient and sensitive manner and minimise employee relations issues.
Responsible for the on-going review of existing HR policies and development of new policies ensuring compliance and best practice with employment law and that they contribute to the effective performance, corporate strategy and culture change and are CQC compliant.
Performance Management
Responsible for the performance and direction of all operational HR services, processes and systems and ensuring that they are efficient and responsive to the needs of PML.
Provide a comprehensive, high quality, generalist HR operational service to the Exec Team, Managers and Staff.
Development and continual review of workforce KPIs that will support the organisation in the management of performance across business areas, including the use of benchmarking.
Ensure workforce information systems (RotaMaster) are in place to provide accurate and reliable reporting data and planning, as required.
Ensure that accurate and timely information is provided to business areas to action as appropriate and support performance e.g. appraisal framework requirements.
Ensure the achievement of key HR performance indicators i.e. recruitment and induction timescales, completion of employee relations investigations.
Staff Engagement/Wellbeing
Develop a framework for staff representation, communication and consultation, developing an environment within PML of co-operation, involvement and fun.
Management of the annual Staff Survey (and other identified mechanisms for staff engagement) including analysis of the results and recommendations to the Executive Team.
Development, implementation and leadership of initiatives to enhance staff engagement and productivity.
Development, implementation and leadership of the activities to support and enhance the wellbeing of staff.
Organisational Development
Drive the delivery of the PMLs leadership and behaviours approach, including improvements to the appraisal systems and development support of managers.
Implement actions from the annual staff Survey
Education and Training
Lead and manage the education and training function, to meet organisational workforce development requirements and to respond to deliver high quality, appropriate training and development to all staff.
Manage the education and training budget to ensure maximum funding is achieved, compliance with the requirements of HEE and associated other funding sources are met, and training needs are appropriately identified and funded.
Ensure that responsibilities in relation to the provision of clinical experience and mentor support for pre and post professional clinical education is in line with local and national requirements.
Ensure annual training needs analysis is undertaken as part of an integrated approach to workforce planning.
Management of the approach to using the apprenticeship levy to ensure maximum financial benefit and correlation with training needs.
To lead the design and delivery of education /training programmes that support the development of teams, managers and individuals across the organisation.
Equality, diversity & Inclusion
Responsible for ensuring that HR policies and practice meet legislative requirements and promote best practice in relation to equality, diversity and inclusion issues.
Lead initiatives to improve diversity and inclusion within the workforce.
HR Team Development
Conduct supervision with direct reports on a regular basis to review achievement of KPIs, provide support and development to the team
Conduct appraisals of all direct reports and identify development opportunities for the team.
Deal with any sickness absences, disciplinary, grievance issues relating to direct reports.
Contribute to the development, regular review and updating of the risk register and business continuity plan.
Resource Management
Management of the HR, Education and Training and OD budgets.
As a member of the Executive Team, work with colleagues to achieve successful and consistent outcomes across all work streams. Act corporately to promote team working across divisions (both frontline and corporate).
Work in accordance with legislation, policies and procedures and maintain a professional and confidential approach.
Act in a way that respects diversity and be able to identify and positively take action when own or others behaviour undermines equality and human rights and/or dignity at work.
Maintain own continuous professional development by being personally committed to keeping up to date with changes to practice and legislation to ensure advice given is current and to the highest standard.
Strategic
Lead and sustain our relationship with commissioners and system leaders in relation to the operational services for which this Director is responsible
To be responsible to produce an annual service plan for the services working in collaboration with them which meets the needs of staff and patients
Lead the preparation of the NONG agendas and chair the meetings
All directors of the PML board are expected to act as a senior responsible officer for the development and delivery of specific projects falling out of the annual planning process for 23/24 the director of people and culture is responsible for delivery of the following projects
oPML Comms and Brand internal and external
oLine Management Review & Development competence and leadership
oPML Culture Review & Development
oRemuneration & Reward Review to include role evaluation and benchmarking model
oRetention Strategy terms and conditions development and benchmarking
oPerformance Appraisal System development and embedding
Key working relationships
PML Directors
All PML services
Wider primary care community
Chair of the renumeration committee
ICBs
Regulatory bodies
Patients and carers
Person Specification
Qualifications
Essential
- Currently holds Graduate member of CIPD or higher
- CIPD level 7 or equivalent level of experience within the field of HR/OD
Desirable
- Masters level qualification
Skills and knowledge
Essential
- Up to date Employment law knowledge
- The post holder will require excellent communication skills, including conflict resolution in instances where there are significant barriers to acceptance. Skills of persuasion, diplomacy and negotiation will also be required from the post holder particularly when there are barriers to understanding, a difference of opinion or information is highly contentious, complex or emotive.
- Understanding of the Health & Social Care system
- Ability to draft professional and detailed papers, reports and policies in a timely manner
- Prioritisation skills with the ability to manage competing demands
- Exceptional communication and interpersonal skills
- Able to demonstrate strong levels of personal resilience
- Ability to work to tight timescales, think on feet, problem solve, work calmly, professionally, and positively in a busy and evolving environment.
Experience
Essential
- Managing a HR function at a senior level in an organisation with >300 staff
- Developing and delivering a Workforce and OD strategy
- In-depth experience of HR and OD best practice
- Leading volume recruitment and adopted practices to achieve a diverse workforce
- A track record in building HR processes and developing HR policies
- Conducting investigations
- Managing difficult/complex change
Other
Essential
- Ability to travel to meet the requirements of the post
- Coping with uncertainty in a fast paced environment and building structure
- Thrives on variety and juggling day to day priorities
- Car driver
- Can participate in oncall duties
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Job Types: Full-time, Permanent
Salary: £70,000.00 per year
Benefits:
- Cycle to work scheme
- Free or subsidised travel
- On-site parking
- Sick pay
Schedule:
- Day shift
Work Location: In person
Application deadline: 21/04/2023
Reference ID: E0176-23-9141
