We are looking for a Deputy Director of People, Organizational Development and Inclusion to join our Trust . The ideal candidate will be motivated by the opportunity, bringing their passion, leadership, expertise and influence in HR and organizational development, culture and staff experience to a Trust focused on continuous improvement and learning.

A strong communicator and influencer, you’ll collaborate closely with senior leaders to further develop and implement our People Strategy. You will be prepared to constructively challenge the status quo, understand that our staff really are our greatest asset and actively seek to deliver a proactive, professional and high-quality People Service.

• With a strong focus on equality, diversity and inclusion and on driving continuous improvement and innovation in people practice, you’ll get to influence positive change from all aspects of the employee journey.
• Highly motivated and organized, you will be an inspirational leader in the people team, fostering a culture of excellence and continuous improvement, ensuring alignment with organizational goals.
• You will provide strong strategic and operational leadership and direction to ensure effective and efficient delivery of the full range of services within our People Directorate.
• You will proactively lead and provide solutions to workforce challenges, in accordance with the organization’s strategic aims and objectives.
• The Deputy Director of People, OD and Inclusion is responsible for ensuring that the Trust has in place excellent operational HR practice to help recruit, support and manage our people.
• Delivering a high-performance people operations function to deliver the commitments of the NHS People Plan and the NHS LT Workforce Plan
• The post-holder will be responsible for setting the strategic vision for in house operational services and supporting the delivery of contracted operational HR services
• Provide assurance at committees on operational people performance and ensure that the appropriate actions are identified and progressed in people services and operational performance.
• In partnership with the Director of People and Head of Equality, Diversity and Inclusion build an inclusive culture where equality and diversity are embedded in the way in which we operate, and that people feel able to have their voice heard and their skills and experience valued.
• Deputize for the Director of People, OD and Inclusion on occasions at Executive team and board and in system, Alliance and external meetings/events.
• Lead relationship management with staff side ensuring that we have productive and positive relationships, which are open and honest and enable effective management of transformation.
• Prepare and present papers, complex reports and business cases on a range of subjects and initiatives to the Board or other meetings as and when required.
• Ensure that all transactional services deliver good value for money, use best practice approaches and are delivered in line with the culture of Derbyshire Healthcare
• Undertake detailed and complex analyze of data analytics to produce management reports, identifying trends and areas of concern as and when required and ensuring that triangulated reporting is in place for thematic analysis and root cause analysis.
• Regularly report any risks to the Director of People. OD and Inclusion and devise/implement plans for mitigation of such risks.
• Manage a complex range of priorities and demands using judgement effectively in reaching decisions, particularly where there are conflicting views.
• Interpret and implement national policy and guidelines relating to relevant areas as and when required.
• Play an important role within the Directorate, driving innovation and best practice in line with policies, procedures and external practices and use of continuous improvement processes.
• Responsible for operation of HR systems and information’s systems delivered through joint venture.
• Communicate highly sensitive, complex and contentious information to a wide range of
  internal and external stakeholders.
• Use highly developed persuasion and motivational skills to influence key decision making whilst maintaining professional communication at all times when dealing with sensitive and contentious issues.
• Ensuring performance compliance and high-quality outcomes across People. OD and inclusion in all areas such as appraisals, mandatory training, supervision and health and wellbeing
• Have the ability to make the complex simple and galvanize people and action around solutions.
• Lead and support the personal and professional development of the People Directorate Senior Management Team to deliver outstanding People Services to the Trust.
• The post holder will lead the Senior Management Team to deliver and enable high levels of workforce engagement, performance, and development initiatives to support the delivery of the Trust’s strategic and performance goals.
• Play a critical leadership role in service transformation, working in partnership with the Executive Leaders and Managing Directors to improve outcomes for the people we serve
• Ensure that key performance measures and improvement trajectories are in place and progress is analyzed, monitored, and reported through Integrated Governance Meetings, Director Team Meetings, Workforce Committees, and Trust Board, including regulatory body actions from, for example, the Care Quality Commission, NHSE and ICB returns
• Ensure best practice learning and development interventions are shared internally and across our ICS system, building and developing internal and external networks and capacity across EDI, organization development, leadership, talent management, human resources, and wellbeing work streams.

• You must have a proven track record of strong leadership at a senior level, both within the HR & OD brief and have experience of having led large programs of transformational change.
• You must also have a professional approach that is in tune with and demonstrates our Trust vision and values

Attainment/Qualifications

• Degree in Human Resource Management or equivalent professional qualification or equivalent level of experience.
• Master’s Degree in Human Resource Management or relevant area or equivalent level of experience.
• Full membership of the Chartered Institute of Personnel Development (chartered or chartered fellow) or equivalent or equivalent level experience
• Evidence of continuing professional development

Knowledge/Experience

• Significant experience at a senior level within a role of a similar nature of working in a complex organization
• A proven track record of strong leadership at a senior level, both within the HR & OD brief and more broadly as a corporate leader and experience of advising at board level
• Consultation, negotiation and influencing different stakeholders, including staff and staff representatives
• Demonstrable experience of having led large programs of transformational change
• Experience of partnership working, including system partners, trades unions and professional associations.
• Budgetary management and CIP delivery
• Experience in managing workforce issues arising from significant structural re-organization or service change including TUPE
• Experience in building personal and professional credibility with the Board, management, and stakeholders
• Understand and respond to the challenges facing the workforce currently and in the future with knowledge of activities to support workforce planning in line with strategic business planning
• Significant experience and understanding of UK employment legislation
• Knowledge of NHS HR systems, processes, and terms and conditions (Preferred)

Skills

• Excellent interpersonal and communication skills, able to engage with stakeholders at
  all levels to influence, persuade and resolve difficult situations.
• Ability to set out a clear strategic direction, inspire others and assume command, together with an ability to translate strategic objectives into deliverable operational plans
• High level planning, prioritizing and organizational skills, experience of managing multiple projects, ensuring effective and efficient use of available resources.
• Strategic and business planning – able to think and plan strategically, tactically and creatively and gain agreement to relevant plans and to implement plans through service delivery
• Ability to effectively provide and receive highly complex information which may require analysis and interpretation and develop solutions if required
• Ability to receive, process, summarize, interpret, and communicate highly complex, sensitive, and contentious People information where there are barriers to acceptance and resistance to change.
• High level of emotional intelligence; able to understand and master own emotions and facilitate multi-disciplinary teams to work together to solve problems during circumstances of conflict, tension or
  emotional distress.
• Ability to engage, work with, and influence a wide range of internal and external stakeholders to bring about change and service improvements.
• Able to challenge and promote new ways of working, encouraging a culture of continuous improvement and innovation
• Demonstrate strong empathy and sensitivity to the needs/experiences of individuals/groups. Ability to challenge poor behavior and effectively manage and resolve poor performance
• Able to confidently lead and undertake HR processes in relation to organizational change.
• Politically astute and able to respond to the often-competing agendas required in a large complex organization with integrity and professionalism
• Demonstrable ability to manage, and to promote diversity in day-to-day practice of self and others

Other

• Must be able to meet the travel requirement for the role and have the ability to travel within the geographical area and wider, within a reasonable timeframe.
• Able to provide on call cover as part of the second on call operational on call rotation
• Able to work flexible hours

Values

• Professional approach that is in tune with and demonstrates our Trust vision and values