Head of Human Resources Specialist Mental Health and Learning Disabilities Services. Director of Workforce and Development

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1 JOB DESCRIPTION Job Title: Grade: Accountable to: Head of Human Resources Specialist Mental Health and Learning Disabilities Services Band 8c Director of Workforce and Development 1. MAIN PURPOSE OF JOB To ensure robust Human Resource Management policies, practices and processes are developed, implemented and reviewed for the Trust enabling the successful delivery of the organisation s clinical and corporate strategies. 2. POSITION IN ORGANISATION 3. SCOPE AND AUTHORITY Reporting directly to the Director of Workforce and Development the postholder is responsible for the provision of many core aspects of the Human Resource Function for the Trust. These include, ensuring progressive operational human resource management systems are in place within Specialist Mental Health and Learning Disabilities (SMH and LD), an effective culture is embedded within SMH and LD, and that strong leadership is provided for the lead areas the Postholder is responsible for across the Trust. The lead areas include Trust-wide responsibility for HR Policy Development, Human Resource Continuing Professional Development, Appraisal Policy and Processes, Investors in People and Talent Management. The Postholder will: be a member of the Specialist Mental Health and Learning Disabilities Services Senior Management Team, the Strategic Workforce Committee and various other Service level forums deputise for the Director in his/her absence (specifically relating to SMH and LD) be responsible for the service budget lead the implementation and measurement of the SMH and LD workforce plans which ensure delivery of the clinical and financial strategies for SMH and LD.

2 be a senior member of the Workforce and Development Team be a senior member and on occasions Chair the Trust s Staff Forum/Joint Consultation and Negotiation Committee Chair the SMH and LD JCNC be a senior external representative of the Trust frequently interact with Directors, senior and clinical managers within and external to the Trust consult and negotiate with Staff and Staff Side representatives both local and regional regarding strategic HR matters and senior operational HR matters. be required to maintain a good understanding of the strategic direction of the NHS, specifically to equip themselves, their senior colleagues and their team to provide a Best Practice HR function to the organisation 4. KEY RESULT AREAS 4.1 Lead the Operational HR Team to have a clear understanding of key SMH and LD documents and the actions required to enable the successful delivery of SMH and LD clinical strategies. (a) (b) (c) (d) Workforce Plans. Through joint working with senior service, finance and other corporate colleagues, the Postholder must have an excellent understanding of the current and desired workforce required to enable delivery of the service strategies and business plans. The Postholder must ensure all key members of the HR and Learning and Development team have appropriate levels of understanding of the workforce plans and are clear about what actions they are required to take to best enable the delivery of the plan. Effective systems must be put in place to monitor delivery against workforce plans and report to service and HR leads achievement against plan or any risks to delivery. Where aspects of the Workforce plan require Trust-wide changes to policies, processes and plans, the Postholder must work strategically to ensure these requirements are raised at appropriate forums and actioned upon. This may include the Postholder establishing focused forums to resolve complex issues and may result in policy changes within the organisation, such as reviewed terms and conditions for staff. (e) Recruitment and Retention Plan. Working in partnership with the Deputy Director of Human Resources, the Postholder will develop and lead the implementation of a long term recruitment and retention plan for SMH and LD. (f) SMH AND LD Business Plan, Clinical Strategies, Human Resources Strategy, Finance Strategy, Estates Strategy, IM&T Strategy. The Postholder must work with senior HR colleagues to ensure they have sufficient understanding of key SMH AND LD and Trust wide documents to provide a highly effective Human Resource Management function for SMH and LD.

3 4.2 Establish a highly effective, business focused, Operational Human Resource team for Specialist Mental Health and Learning Disabilities Services. (a) (b) (c) (d) (e) (f) The Postholder is responsible for the strategic level leadership of the operational HR team for SMH and LDS. This includes the establishment, management and performance review of an appropriately resourced, trained and focused operational HR team. Through demonstrating a good understanding of the Trust s business objectives, the Postholder will provide the vision, strategies, policies and processes which will best enable delivery of highly effective Human Resource practices within SMH and LD. The Postholder will be an active and well respected member of the senior management team within SMH and LD and will work with peers to define appropriate Key Performance Indicators to demonstrate the value added by the SMH and LD HR team. Through modelling highly effective leadership, the Postholder must foster a culture of Best Practice in People Management within SMH and LD. This must be achieved through effective partnership working with Staff and Staff Side representatives. The Postholder must demonstrate expertise in resolving complex and contentious employee relations matters, including Employment Tribunals resolution and working the Trust s legal teams in the preparation of responses to employment litigation. The Postholder must have expertise in TUPE and organisational processes to be an effective organisational lead for such matters for Specialist Mental Health and Learning Disabilities Services. This will include working with key partners within the Trust and external to the Trust such as Monitor and the Trust s lawyers. 4.3 The Postholder has Trust-wide responsibility for defined areas. For each area relevant strategies, policies, measurements and actions must be developed and implemented by the Postholder. To achieve this the Postholder will be required to research best practice at a national and sometimes international level, facilitate complex organisational change which may extend outside of Agenda for Change terms and conditions, negotiate an agreed way forward with Senior Management, Staff and Staff Side representatives and ensure the required changes are effectively embedded within the organisation. This may include working with the Education and Development Team or external consultants to develop and deliver relevant staff training packages across the organisation. This will include management of staff to deliver objectives within these corporate lead areas. Lead areas for this post include: (a) Best Practice and HR Policy Development. Development, delivery and measurement of effective HR Policies across all aspects of the terms and conditions of employment for the Trust. Implementing processes of research and development of key Best Practice initiatives to enable

4 successful delivery of the organisations objectives and quality outcomes. (b) Human Resource Continuing Professional Development. Development, delivery and measurement of effective strategies to ensure the HR team are developed to the required level of professional expertise. (c) Appraisal (PDR) Policy and Processes. Development, delivery and measurement of effective Appraisal Policy and processes across the Trust. This will require the management of external experts to define competency frameworks, training programmes and quality measurement initiatives to successfully embed PDR processes within a reasonable time period for the further development of the Trust. This will require the Postholder to establish and run multi-disciplinary focus (d) groups across the Trust, Investors in People. Be the Trust Lead for ensuring there are robust Policies, processes and initiatives to enable the Trust to be awarded Investors in People Status. (e) Talent Management. Development, delivery and measurement of effective Talent Management Strategies, Policies and Actions Plans for the Trust. 4.4 Delivery of agreed Key Performance Indicators, workforce targets, Staff Survey action plans and other targets/performance related indicators (a) Working with peers, other HR Team colleagues and senior clinical team members, ensure there are sufficient measures in place across a variety of aspects to effectively measure the effectiveness of the HR, Equality, Diversity and Spirituality functions and that these are clearly linked to the quality outcomes of the organisation. 4.5 Be a highly effectively leader within the organisation, providing direct management to the Operational and Corporate teams detailed in section 2. Each team provides an essential and often high profile service to the circa 7500 employees of the Trust. 5. HEALTH AND SAFETY It is the responsibility of all employees to work with managers to achieve a healthy and safe environment, and to take reasonable care of themselves and others. 6. EQUALITY AND DIVERSITY It is the responsibility of all employees to support the Trust s vision of promoting a positive approach to diversity and equality of opportunity, to eliminate discrimination and disadvantage in service delivery and

5 employment, and to manage, support or comply through the implementation of Equality & Diversity Strategies and Policies. 7. INFORMATION GOVERNANCE As an employee you will have access to information that is sensitive to either an individual or to the organisation and you are reminded that in accordance with the requirements of Information Governance, NHS Code of Confidentiality, Data Protection Act 1998 and also the terms and conditions in your contract of employment, you have a duty to process this information judiciously and lawfully; failure to do so may result in disciplinary action. 8. PERFORMANCE APPRAISAL AND PERSONAL DEVELOPMENT PLANNING The Trust is committed to providing a high quality service through the effective management and development of its employees. The Performance Appraisal and Personal Development Planning process ensures that the Trust is able to achieve its key aims of delivering cost effective, high quality and responsive healthcare, whilst enabling employees to understand how the outcome of their contribution fits within these overall aims. 9. STATUTORY AND MANDATORY TRAINING The Trust will assess the requirements for Statutory and Mandatory training for all new staff prior to commencement and aims to ensure that all Statutory and Mandatory training requirements are completed before staff start their full duties. All required Statutory and Mandatory training must be completed within the first three months of staff start date and refresher training must also be undertaken on a regular basis and in accordance with the Trust s policy. 10. SAFEGUARDING CHILDREN AND VULNERABLE ADULTS The Trust is committed to safeguarding children, young people and vulnerable adults within its care. As an employee you are accountable to ensure that you know how to respond when you are concerned for the safety of a child, young person or vulnerable adult. The Trust will support you in this process by providing training, support and advice. There is a safeguarding team for children and young people and leads for vulnerable adults, who can be contacted for guidance and who provide safeguarding supervision. For children you should be aware of your responsibilities detailed in the 4 Local Safeguarding Children Boards Child Protection Procedures and for vulnerable adults in the Safeguarding Adults Policy.

6 11. INFECTION PREVENTION AND CONTROL The Trust has designated the prevention and control of infection and the full implementation of the Code of Practice (2008) as a core component in the organisation s clinical governance, managing risk and patient safety programmes. All employees are expected to follow consistently high standards in the prevention and control of infection, especially with reference to hand hygiene, adherence to dress/uniform code and for clinical staff all procedures involving aseptic technique. Be aware of and follow all Trust Infection Control guidelines and procedures relevant to their work. Participate in mandatory training and annual updates. Protecting patients from infection is everyone s responsibility. 12. SMOKE-FREE POLICY This Trust operates a Smoke-free policy. This means that smoking is not permitted anywhere within owned or leased premises, including within their grounds and within owned or leased vehicles. In the interests of promoting responsible healthcare all staff are to refrain from smoking when off-site in uniform or wearing an identifying NHS badge in any public place. The policy also applies to all staff employed by the Trust at any location they may work, whether within or external to the Trust s premises. The policy contains further details including support facilities; subsequent failure to comply with this policy may result in disciplinary action. DATE: MAY 2011

7 PERSON SPECIFICATION POST: Head of Human Resources Specialist Mental Health and Learning Disabilities Services Criteria Essential Desirable Measureme nt/ Evidence Qualifications: special/vocational training: specific competence required (driver) CIPD Graduate (Post Graduate Diploma) Educated to masters level or equivalent experience Must be a car driver or be able to demonstrate ability to reach all geographical areas of the Trust MCIPD Application Knowledge/ Experience Minimum of 3 years post qualification relevant HR experience. Experience must include working at a strategic and operational level E-CRB system knowledge Application/ Interview/ Assessment At least 3 year s experience within a large organisation of: Operational HRM Resolving complex and contentious employment issues Strategic working with Staff Side representatives and Professional bodies Embedding HR Strategy line management (of teams greater than 5) change management reviewing and redesigning services Employment Legislation (current) People Management Budget management NHS Staff survey implementation MS Word/Powerpoint/Outlook/Excel Workforce Planning methodologies Project management NHS Strategy Equality Diversity Spirituality Service Management and Experience of establishing and maintaining relationships at a variety of levels of complex organisations Policy/Strategy Development and implementation within a large and complex organisation

8 Skills Translating strategy into actions which teams can understand and deliver Leading a team through change Managing a team across a wide geographical area Resolving highly complex employment issues Delivering to a workforce plan and enabling others to deliver Getting the best out of people through demonstrating positive leadership and an empowering style KPI development Highly effective presentation skills-particularly when transferring understanding of highly complex written information Project Management Application/ Interview/ Assessment Highly effective report writing skills Effective delegation Facilitation skills Ability to deliver a highly complex, varied workload to tight deadlines. Strong ability to work very autonomously and be able to deputise for the Director in a confident manner Approach Leader of people Empower others so that they are effective, clear of what is required and confident to deliver Application/ Interview/ Assessment Supportive to Director and other peers Strong team player Positive mental attitude Structured approach to undertaking role Able to secure the co-operation of colleagues at all levels Professional approach, particularly when working externally or with Senior Management Team. DATE May 2011

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