Director of People, Communication and Inclusion (Chief People Officer)

at  Nottingham CityCare Partnership CIC

Job Purpose Play an active role within the Board of Directors as a full voting member and contribute to the overall development and implementation of the organisations long-term vision, strategic direction, corporate plans and governance arrangements. The Director of People and Inclusion has overall responsibilities for the development and implementation of CityCares People and Culture strategy and achievement of all Corporate people related objectives and targets, developing a strategy that places our staff and patients at the centre and ensures CityCare is a great place to work. Lead and develop our people support functions, including learning and development, business partnering, recruitment, HR services and communications. Executive lead for Equality, Diversity and Inclusion (ED&I).
Lead a service that understands, develops and embeds the culture of the organisation and also delivers an effective and efficient people service. Develop and support the Directorate to deliver a first class service to all users ensuring this is timely, accurate and consistent. To take corporate responsibility for the strategic planning, development and management of CityCares internal and external communications. Work across the Nottinghamshire Integrated Care System, ensuring a collaborative and open approach to cross organisational partnerships.
Dimensions Corporate responsibility for financial resources, organisational assets and Information systems for the organisation Management of the HR, OD, Equality Diversity and Inclusion, Learning and Development and Communication teams. The budget for Nottingham CityCare Partnership is £51m. Nottingham CityCare Partnership employs over 1,000 people in a variety of disciplines. Key Responsibilities To fulfill all statutory responsibilities as a member of the Board and an Executive Director of CityCare.
Lead CityCares people and culture agenda, developing a strategy that places our staff and patients at the centre and ensures CityCare is a great place to work. Lead a service that understands, develops and embeds the culture of the organisation and also delivers an effective and efficient people service. Develop and support the Directorate to deliver a first class service to all users ensuring this is timely, accurate and consistent. Professional lead on HR and workforce matters.
Providing professional advice to the Board on all aspects of people management and workforce strategies. Being the trusted advisor on all people issues to the Chief Executive and other members of the Board Take responsibility with other Directors for the quality of service and care provided to patients, the strategic direction of CityCare, the delivery of performance and the financial targets. Be responsible with the Board for identifying the changing dynamics of the organisation, the services it provides and the stakeholders concerned to lead CityCare towards successful outcomes. Lead and build a reputation as a responsible business through a strong understanding of working within the local community.
Represent, and act as an ambassador for the organisation, acting as a role model at all times, demonstrating and promoting the organisations values and expected behaviours. Responsible for building and maintaining positive relationships and effective partnership working with key stakeholders. Participate in and fulfill the requirements of the Executive Directors on-call arrangements. Strategy/OD Lead on the development of the CityCare People and Culture strategy ensuring this is inclusive, and enables best practice people strategies.
Work with the Chief Executive and Board to develop and deliver a programme of work that meets the overall CityCare strategic objectives. Lead on the development of the People strategy to make CityCare the best place to work regionally and attract and retain top talent in the organisation. Ensure our CityCare Values are replicated in the way we work, through values based recruitment, induction and appraisal, allowing the organisation to recruit and retain people whose values resonate with our own. Continue to develop, implement and maintain talent management/succession planning work-streams to deliver a highly skilled workforce.
Facilitate ongoing delivery of improvement of the organisations results in the national staff survey, with an improvement trajectory in line with the organisations strategic objectives. Workforce Planning, Information and Productivity Lead the development of effective workforce planning and modeling across the organisation, ensuring the production and implementation of workforce plans for our major service areas in line with our strategic objectives, and engage in system workforce planning so that local plans take account of system priorities and vice versa. Ensure that effective recruitment and retention plans are in place to minimise staff turnover and use of agency staff. Lead executive director for reducing temporary staff expenditure.
Ensure the provision of good quality and timely workforce information to the Board and senior leaders to support effective strategic planning and management of our workforce. Use workforce data to develop relevant responses to issues that are highlighted in the data raising any issues where these may arise. Provide and maintain effective workforce information systems and develop workforce intelligence to support the organisational performance management systems. Define and report on a set of comprehensive workforce key performance indicators (KPIs) and metrics, working across directorates to drive workforce performance into the upper quartile, creating robust workforce performance management arrangements that will ensure that the organisation meets all national and local standards and targets.
Staff Engagement and Wellbeing Make every person matter by developing a staff engagement strategy and action plan that allows the organisation to take a holistic approach to staff and their individual needs. Use staff feedback to develop strategy and programmes of work that respond to the feedback received. Overall management responsibility for ensuring effective Occupational Health & Well-being plans. Oversee the health and well-being of staff by the development of health, wellbeing and welfare programmes that allows staff to take responsibility for their own well-being.
Support the development of a culture where people at all levels feel able and supported to speak up about any concerns they may have. Work with Trade Unions to develop close relationships to better the experience of all staff at CityCare HR Service Delivery Ensure that all transactional services are effective and efficient and meet the needs of our service users ensuring any issues of concern are managed in a proactive manner. Ensure that HR and OD professional advisory services are fit for purpose and are fully aligned with and complementary to the operational services. Ensure that HR business arrangements are fully embedded and that line management takes ownership for people management and development activities.
Ensure that a mechanism is in place to measure the effectiveness of all aspects of the HR and OD service. Training and Education Working with executive directors and senior leaders, develop leadership capacity and capability throughout the organisation to support enhanced performance, recruitment and retention and job satisfaction and engagement of staff. The post holder will take the lead role in reviewing and revising the organisations leadership strategy and ensure that a cohesive leadership strategy is in place that factors in talent management, succession planning and future organisational leadership requirements. Provide leadership for the continued evolution of learning and development opportunities for our staff, working in partnership with other organisations as needed, and fostering innovation and creativity.
Equality Diversity and Inclusion Ensure that inclusion is central to all that we do at CityCare through the development of relevant policies, procedures and protocols. As the executive lead for diversity and inclusion, develop and monitor our improvement plans to exceed the expectations of our staff and our patients. Creating a culture where we genuinely celebrate the diversity of our organisation and community. Work with our leaders and staff representatives to create an inclusive culture where everyones voice and experience matters, including engaging staff through the Equality, Diversity and Inclusion Committee and via the organisations Staff Networks.
Ensure the organisation meets EDI requirements in relation to WRES, WDES, gender pay gap and annual diversity reporting, including developing meaningful action plans in collaboration with staff, where reporting indicates areas for improvement, and be accountable for achievement of year on year improvements. Communication To take corporate responsibility for the strategic planning, development and management of CityCares internal and external communications. Management of planned communications and marketing activity as well as managing crisis communications. Lead the development of brand voice and maintenance of brand integrity across all platforms.
Manage media relations and develop contacts with media members, influencers, and community leaders. To ensure an effective and systematic stakeholder analysis and plan is in place and is reviewed regularly. Leadership and Management Provide professional leadership and management of the directly managed teams. Support the development of capacity and capability in teams and for managers across the organisatio

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