Deputy Director of People, Workforce and Organisational Development
| Dyddiad hysbysebu: | 26 Mai 2026 |
|---|---|
| Cyflog: | £94,356 i £108,814 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | £94356 - £108814 a year |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 09 Mehefin 2026 |
| Lleoliad: | Warwick, CV34 4RL |
| Cwmni: | NHS Jobs |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | D9105-26-0001 |
Crynodeb
ROLE SUMMARY Reporting to the Corporate Services Director, the Deputy Director of People & Workforce and OD is a senior role responsible for shaping the strategic, long-term people agenda, enhancing organisational culture, and delivering an effective and professional HR service to managers and staff employed across the C&W/H&W ICBs including workforce planning, recruitment, and employee relations activities. They will lead the operational HR function to support staff, improve retention, and drive productivity in line with ICB goals. The Deputy Director of People & Workforce and OD will play a key role in leading the delivery of the C&W/H&W ICB Strategy and its associated People Plan. They will act as a role model in terms of organisational values and behaviours and support the Director of Corporate Services in their responsibilities covering all aspects of leadership and people management. This role is a key decision maker and will have overall responsibility for effective operational delivery of the corporate people-related activity, leading a wide variety of people centred programmes. This will be achieved by influencing decision making and increasing organisational and individual engagement in the introduction, development and maintenance of HR strategies. Working with senior colleagues, the post holder will be responsible for setting and maintaining high standards for service delivery and building capability across the organisation in areas of recruitment, workforce planning, organisational development, employee relations, HR case management, Workforce policies, terms and conditions and workforce information. The post holder will also lead initiatives to develop high levels of workforce engagement and performance to support delivery of the ICBs strategic and performance goals and its improvement priorities. The post has a wide-ranging and extensive portfolio including policy and major change programmes. With the Director of Corporate Services, the post holder will ensure that the ICBs structure and functions - and the capacity and capability of people that work within it - are fit for purpose and designed to support business needs, whilst maintaining the highest professional standards. In addition, they will also work closely with the Executive Director of Strategy, Digital, PHM & Partnerships as part of matrix working arrangements. They will: Have the capability to deliver OD diagnostics for the ICB and the wider system. Ideally have the knowledge and experience of workforce transformation and digitally focused OD. KEY ACCOUNTABILITIES The Deputy Director of People & Workforce and OD will: Support the Director of Corporate Services in the development and delivery of a high quality, professional HR function, with the competence and capacity to safely and effectively deliver the objectives of the ICBs. To deputise for the Director of Corporate Services across the full range of HR responsibilities, including attendance as required at corporate and external meetings. To develop, in conjunction with the Director of Corporate Services, the People Plan and associated service planning process for the HR Directorate in line with corporate and organisational objectives. Lead on the delivery of large-scale employee engagement initiatives, working with colleagues to influence how the employee experience shapes organisational direction, strategy and focus, using the People Plan as an enabler for change. Actively engage in national policy developments, and good practice across the NHS to ensure the organisation is innovative in its approach to people management. Be the trusted advisor to executive directors, providing expert support in helping them shape and develop their workforce, commissioning others across the people directorate as required. To progress, as agreed with the Director of Corporate Services, key strategic HR priorities either determined locally, system wide or nationally. This may require communicating proposals which challenge current working practices and culture and the postholder will be responsible for responding positively to concerns and potential criticisms in a positive and sensitive manner. To provide HR leadership to managers and staff across the organisation on the HR implications of change management ensuring consistency and transparency in line with best practice and local ownership and commitment to achieving successful outcomes where there may be resistance to change. To have overall responsibility to monitor and introduce strategies to reduce sickness absence, working closely with occupational health. To ensure terms and conditions of employment and national guidance on pay are applied correctly and to negotiate local agreements as set out in National Agreements or where required. Responsible for the review, maintenance and implementation of human resources policies, procedures and guidelines across the organisation. Ensuring that these are developed to reflect national and local imperatives and current employment legislation and are integral to the culture and strategic direction of the organisation. Ensure regular and appropriate communication of policies across the organisation. Ensure that all aspects of the transactional HR function, including recruitment and ongoing employment of all groups of staff, are delivered in a timely, efficient and effective way to meet organisational need and legislative requirements. Ensure that appropriate performance monitoring and reporting arrangements are in place to measure the effectiveness and impact of the HR service. Ensure that the organisations employment practice and policies comply with regulatory requirements, national audit and benchmark standards. To work with senior colleagues to identify and manage key workforce related risks that pose a potential challenge to the organisation. Ensure that the organisation is compliant with human rights, equality and diversity legal obligations. Ensure the effective operation of agreements and procedures for the resolution of grievances, disputes, employment hearings and case management. On Call Rota There will be a requirement for post holders to participate in the On Call rota. On Call is for the duration of up to one week and the frequency of this will depend on the number of staff on the rota. Staff on call may be required to attend any ICB building whilst on call particularly in the case of a major incident; however generally queries are resolved over the telephone.