JOB SUMMARY

The Director Organisational Development (OD) is a pivotal member of the People and Organisational Development Directorate and plays a key role in developing and supporting the delivery of the Trust's People Strategy, enabling the Trust to recruit, retain and develop the best workforce to deliver its goals and objectives.

The Director provides strategic leadership for the Trust on the development, implementation and evaluation of education, learning and development, and OD plans, ensuring flexibility, sustainability and fitness for purpose. The Director leads on the development of the strategy to bring about sustainable culture change, building upon a values-based approach. OD interventions will support and enable continuous cultural transformation, build leadership capability and support successful and sustainable large-scale complex change, internally and system-wide where appropriate. The Director leads and manages the Learning, Wellbeing and OD activity across the Partnership.

KEY RESPONSIBILITIES

Culture Change and Organisational Development

• Develop and implement the Trust's approach to culture change and OD, ensuring alignment with the Trust's vision, values and strategic aims.
• In partnership with senior HR colleagues, provide specialist advice in identifying potential areas for OD and business improvement, and support the HRBP and OD team to work effectively on identified initiatives and activities.
• Work with senior HR colleagues and other senior managers to support service and business reviews in reviewing and redesigning the workforce.
• Develop new methodologies and appropriate interventions to improve quality and operational performance and to support local innovation and transformation measures, ensuring improvements to care are tested.
• Lead and enable the cultural and behavioural changes which are needed to embed and sustain performance improvement, and to create a culture of innovation and continuous improvement.
• Identify and monitor the Trust culture so that is supports the attainment of Trust goals and promotes enhanced performance, recruitment and retention and job satisfaction and engagement of staff.
• Work closely with colleagues and stakeholders, and provide support to improvement initiatives, providing expert advice on how to bring about behavioural and cultural changes to support changes in processes, pathways and systems, to fully deliver and sustain impact.
• Work closely with the Director of Workforce, using the expertise, knowledge and data from within the wider Workforce Directorate to inform the effective development and implementation of Trust-wide OD initiatives, culture change and transformation programmes.
• Build a 'library' of OD tools, methodologies and evidence-based research as a resource for staff and managers and ensure that good practice is disseminated across the Trust.

Staff Engagement and Recognition

• Lead on the preparations for, and the implementation of, the national staff survey, working closely with the Director of Workforce, Divisions and Board to share the findings with staff.
• Jointly develop actions to be taken forward across all Divisions, in order to facilitate the ongoing enhancement of the Trust's staff survey results, with an improvement trajectory in line with Trust strategic objectives.
• Support the Director of Workforce in the further development and implementation of the Trust's reward benefits and recognition schemes; ensuring they are innovative and appropriate to attract and retain a high calibre workforce, and position the Trust as an employer of choice.

Learning, Development and Education

• Work with the Divisions to ensure that learning, development and education requirements and interventions support workforce transformation and enable succession planning and retention.
• Working with senior leaders, lead on the development of a Trust-wide strategic approach to leadership and management and to learning and development, in order to develop the capacity and capability of individuals, future leaders, teams and of the organisation as a whole.
• Work closely with the Chief Medical Officer to co-develop a suite of leadership development programmes for medical staff, especially clinical leaders.
• Work close with the Chief Nursing Officer to ensure that the leadership development strategy and interventions for nursing and other allied health professional align with the overall Trust strategy and leadership model.
• Maximise the benefits from the E-Learning System and management information in relation to learning and development.
• Promote evidence-based and research-led practice and lifelong learning for all staff, with particular emphasis on individual responsibility for personal development.
• Seek opportunities for external funding, partnership and income generation.  
• Influence and work collaboratively with internal and external stakeholders to support achievement of the education, learning and development strategies.
• Ensure that national frameworks supporting local workforce development and any future national and regional initiatives are implemented effectively, working with Health Education England, the STP Local Workforce Action Board and other trusts.