Deputy Head of People - Talent and Leadership Development

at  Lincolnshire County Council

This role will be accountable for the effective operational delivery of a number of key people elements and will lead the team in the provision of Leadership Development, Talent management, workforce planning, Learning project support, and specialist advice to the Councils customers. The role will also be accountable for provision of Organisational Development and team development support through the Talent and Leadership Development business partners. The role will also be responsible for equality, diversity and inclusion EDI ensuring we meet our statutory responsibilities and develop our EDI strategy and plans, with support from the Head of People and T and LD business partners. The postholder will be responsible for delivery of learning activities, processes and systems across LCC in relation to leadership development, continuous professional development, apprenticeships, mandatory training, appraisal, supervision and the learning management system LMS.
This will be a key role as part of the senior people leadership team leading the way in terms of delivery of the art of the possible- developing our people function through driving both innovative thinking and compassionate leadership in how we approach things, creating an inclusive and supportive culture for both employees and managers in LCC. The Deputy Head of People Talent and Leadership Development will lead the team in identifying synergies between the 4 elements of, Leadership Development, Talent, EDI and Learning. The team will also look at enabling workforce transformation to ensure LCC meets the corporate objectives through having people employed in the right roles to meet our internal stakeholders and external residents needs. The role will be responsible for developing a formalised approach to talent management to aid retention of employees through having clear pathways for development internally.
This will be aided through the use of our new Learning Management System due to be implemented in Spring 2025. they will also oversee the strategic direction for managing the pipeline of senior leaders and for succession planning to roles across the Council. Monitoring the Councils Workforce Plan and impact assessment, the post holder will also support the development and review of the annual HR Service Work Plan and monitor its implementation and impact as part of its service management role as a member of the HR Management Team. The postholder will - Act as the expert in organisational development, design, leadership and talent, able to describe and support the implementation of best practice, creating interventions which encourage and enhance individual, team and organisational performance and effective working relationships between teams across the organisation promoting LCC values and behaviours Advise and drive the strategy for workforce planning and retention, learning and development and the Councils Early Careers and Apprenticeship Programme.
Acting in line with Skills England proposals and any changes to levy usage are implemented in line with government guidelines. Be required to advise Corporate Leadership Team CLT and support progress reports on the Council Workforce Plan to Elected Members through the Executive and the Overview Scrutiny Management Board Be responsible for day-to-day management of the Leadership development, Talent, Staff Engagement and Learning teams, for defining roles and responsibilities and for allocating resource to both corporate and Director Area projects and activities, as required. Develop the team through sharing information effectively, coaching and communicating a clear vision to ensure that staff are productive, engaged and motivated to deliver the Councils objectives. This will include setting clear goals and smart stretching objectives that are aligned to those of the Council.
Manage the Leadership Development, Talent and Learning budget of approximately £750K and overseeing service contracts. Promotes high standards for improving diversity and equality in the organisation, as per the Workforce Race Equality Standard and Workforce Disability Equality Standard Ensuring the effective use of the Councils apprenticeship levy and function as Deputy safeguarding lead for inhouse apprenticeship learning provision- take the lead on OFSTED inspections for leadership/management apprenticeship provision. 1. Strategy Development In conjunction with the Assistant Director and Head of People be responsible for delivery of the current people strategy.
Also be fully engaged in developing a future focused people strategy ensuring the service has the ability and agility to proactively manage changing service demands. 2 Corporate Workforce Plan and HR Services Work Programme - own and co-ordinate the development and implementation of the People Strategy and impact assessments, responding with solutions to take account of wider corporate requirements. Evaluate the effectiveness of service-specific and corporate HR support and recommend ways to improve service effectiveness and value. 3 HR Service work plan develop, monitor and evaluate the HR Service work plan.
4 Strategic implementation and review of Leadership Development, Talent, EDI and Learning policies and procedures - working with the Leadership Development and Talent Business Partners and HR team, make a strategic contribution to the effectiveness of the service and introduce and manage appropriate arrangements to monitor implementation, compliance and impact of relevant strategies and policies ensuring that managers and employees are aware of their responsibilities and able to perform to the best of their abilities. The team will take an innovative approach to workforce planning and transformation to ensure best use of resources across LCC. 5 Procurement and Contract Management to work with the appropriate Business Partners when commissioning internally and externally expert advice and support as necessary to ensure that talent and learning solutions are delivered within required timeframes and in response to business need. Lead the procurement and re-procurement of Talent, and Learning contracts, establishing options and cost effective contract management.
6 Talent Management Programme review, design and manage the delivery of the Councils talent management programme working with external partners and internal stakeholders, where appropriate. 7 Staff engagement Actively develop a plan for staff engagement to improve retention of employees. Support the Staff Engagement Lead to deliver on a retention plan to reduce turnover in high risk areas, developing plans to increase our focus on stay interviews and active assessment of exit interview data reporting regularly on this matter to CLT and DLT. 8 Training Plan develop an annual training implementation plan outlining how the corporate Learning and Development Strategy will be delivered to the Councils workforce.
Regular monitoring and reporting on the apprenticeship levy will be included in this work. 9 Evaluation evaluate all learning and development activities to assess impact and value for money. Providing regular reporting to key stakeholders on progress and achievements 10 Effective Service Delivery and Efficiency contribute to processes which ensure that in-house and outsourced services are delivered cost effectively using customer feedback and benchmarking to help create a culture of continuous improvement and learning within the service. 11 Financial Management and Income generation Manage the Leadership development, Talent and Learning budget of £750k and corporate contracts on behalf of the service.
Consider/respond to relevant opportunities to generate income from the expertise of the HR service and/or to partner with other organisations to improve service resilience to the Council and the sector 12 Risk Management identify and develop responses to key risks relating to leadership development, Talent, EDI and learning and to the implementation of any policies and programmes. This will require supporting the development of business information and reports to senior managers to ensure that the service area/s Director is prepared to meet any new challenges and requirements minimising risk by early and effective interventions 13 Relationship Management ensure all aspects of stakeholder management are implemented for identified key corporate stakeholder/s. Build the necessary relationships with the relevant HR Business Partner to ensure that strategy development and advice meets business needs, recommending innovative solutions to respond to changing requirements. Work closely with the senior people leadership team to develop and deliver on the people strategy 14 Role Model provide visible leadership of the Council’s values and culture, role modelling CIPD and required behaviours and challenging others.
Act as a trusted partner to Directors and Senior Managers, providing appropriate challenge and also advising on sensitive and confidential matters within the context of the role. Active involvement in the corporate diversity steering group and regular attendance at the staff network meetings to understand the EDI challenges LCC has in order to retain and promote our under-represented groups 15 Team and service management day to day management of the Team, defining roles and responsibilities and allocating resource to both corporate and Director Area projects and activities, as required. Development of the team through sharing information effectively, coaching and communicating a clear vision to ensure that staff are productive, engaged and motivated to deliver the Councils objectives. This will include setting clear goals and smart stretching objectives that are aligned to those of the Council.
Manage the Leadership development, Talent and Learning budget and service contracts on behalf of the service

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