Chief People Officer

We are looking for an exceptional individual to join us as Chief People Officer. This exciting and demanding role represents a fantastic opportunity for a motivated and inspirational leader to join us on our journey to make LGT a great place to work and help deliver on our agreed priorities. We are looking for an inspirational and collaborative leader who is able to quickly build credibility within our organisation and across our health and care system. The successful candidate will join a high-performing and driven executive leadership team, will have a track record of inclusive, progressive and innovative leadership, and will be motivated by our dynamic, complex and challenging environment, our improvement journey and the potential to build on this further as we seek to deliver against our vision to be exceptional.

Main duties of the job

The Chief People Officer will:

1. Lead the development and delivery of the Trust workforce strategy.
2. Be responsible and accountable for the professional leadership of the workforce function, including HR business partnering, employee relations, recruitment, temporary staffing, workforce information, education and development, occupational health, wellbeing and engagement, libraries, medical workforce, and medical education teams, ensuring alignment to the Trust strategy.
3. Contribute as a board member to the delivery of the Trust strategy.
4. Lead Exec for the People and Place Committee.
5. Provide workforce expertise and assurance to the Trust Board, ensuring compliance with relevant regulations, statute, and employment law.
6. Lead on the development of a workforce that is flexible, adaptable and fit for the future as service demands and needs change.

About us

Our people are our greatest asset. When we feel supported and happy at work, this positivity reaches those very people we are here for, the patients. Engaged employees perform at their best and our Equality, Diversity & Inclusion (EDI) initiatives contribute to cultivate a culture of engagement. We have four staff networks, a corporate EDI Team and a suite of programmes and events which aim to insert the 5 aspirations:

• Improving representation at senior levels of staff with disabilities, from black, Asian, and ethnic minorities background, identify as LGBTQ+ and women, through improved recruitment and leadership development.
• Widening access (anchor institution) and employability.
• Improving the experience of staff with disability.
• Improving the EDI literacy and confidence of trust staff through training and development.
• Making equalities mainstream.

Job responsibilities

KEY DUTIES:

1. To contribute as a member of the Executive Team to the setting and monitoring of corporate objectives and the annual plan and strategy.
2. Lead the Trust's workforce strategies in line with best practice, national guidance, regulatory and legal requirements.
3. Lead the development of workforce plans that can adapt and be aligned with the changing priorities and demands of the services the Trust provides and in the context of an evolving and challenging environment.
4. Advise the Trust Board, Chief Executive, Executive Team, Trust Management Executive and divisional teams on workforce issues.
5. Provide expert guidance and support on organisational culture and change.
6. Lead programmes of workforce transformation including use of model hospital information, effective e-rostering, and the use of temporary staff.
7. Develop innovative workforce solutions, with system partners where appropriate, to address key areas of skills shortage, using alternative roles, local training programmes, cross agency working, flexible career pathways and contractual models.
8. Support the Trust's digital enabling strategy to maximise use of technology to support the workforce.
9. Work with the Chief Executive to promote, enhance and embed staff engagement across the organisation and in all aspects of the Trust's activity.
10. Promote and implement an approach to partnership working with staff side colleagues across the organisation that encourages open and transparent discussions and healthy working relationships.
11. Work closely with the Chief Nursing Officer and Chief Medical Officer teams to co-ordinate and agree education provision and commissioning to plan the clinical workforce and provide assurance that this meets future demand and challenges.
12. Support the development of the executive and senior management teams to deliver the workforce strategy and ensure that there is a suite of metrics to monitor progress.
13. Develop and encourage workforce and education directorate staff, actively promoting development opportunities to strengthen team and individual performance ensuring regular annual appraisals and identifying development needs.
14. Establish and maintain highly effective working relationships with clinical and corporate colleagues across the Trust and across organisational boundaries.
15. Engage with system partner organisations, developing strong working relationships and supporting the Trust within the wider health and care system.
16. Establishing and maintaining a visible and accessible presence across the organisation.
17. Lead on embedding the Trust's values and behaviours in the culture of the Trust across all employees.
18. Lead director for workforce equality, diversity and inclusion, and improvements on WRES, and Gender Pay Gap and WDES; recognising the need to ensure that the workforce at all levels reflect the demographic makeup of the populations served.
19. Lead director for staff health and wellbeing, including occupational health provision.
20. Lead director for Freedom to Speak Up.
21. Responsible for workforce budgets of approximately £10m and ensuring compliance with financial governance standards.
22. Participate in the on-call arrangements and rota.
23. Supporting the CMO in construct and delivery of the Clinical Excellence in Leadership programme.

Person Specification Education/Qualifications

• Postgraduate qualification in management or able to demonstrate equivalent experience of operating at an equivalent level.
• Full membership of CIPD or equivalent (FCIPD).
• Evidence of continued CPD.

Knowledge and Experience

• Experience of devising, implementing and delivering effective workforce strategies in a complex organisation.
• Experience and track record of operating at or close to board level in an NHS or other complex organisation.
• Experience at a senior level of the overall operational pressures and priorities within an acute trust setting or similarly complex environment.
• Experience of establishing highly effective working relationships with partners specifically trade unions/staff side.
• Evidence of managing budgets in a challenging financial environment with a track record of making savings through innovation and improvement.
• Evidence of effective management of teams.
• Demonstrable experience of leading and effectively managing change in large complex environments.
• Evidence of working effectively as part of a senior management or executive team.
• Expert knowledge of current NHS workforce issues on a national, regional and local level.
• Knowledge of employment law and regulatory requirements within the wider NHS environment.

Skills and Ability

• Clear and engaging communication style.
• Outstanding influencing, persuasion, and negotiation skills.
• Excellent analytical and numerical skills.
• Role model for Trust values.
• Personal credibility in the HR community.
• Resilience and ability to be flexible.
• Personal and professional integrity.
• Politically astute.

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.