Head of Culture & Leadership Development

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Detailed job description and main responsibilities
Values and Behaviours
To work at all times to promote equality, diversity and individual human rights.
To prioritise your own personal wellbeing, and to seek support if issues arise with work-life balance.
To uphold Trust values, SCARF principles and behaviours and a 21CLP ethos in all aspects of work.
Contribute to cultures across the Trust that are compassionate, fair, therapeutic, productive, accessible, inclusive, flexible and responsive to staff and service users' needs.
Ensure excellent communication and liaison with colleagues within the wider services of the Trust, being an agent for change and a champion of organisational learning, development and inclusion in all interactions both within and outside the organisation.
To participate in supervision and appraisal, engaging in reflective practice and continued professional development to support high performance within the role.
Respect integrity, confidentiality, clinical governance and data protection requirements in line with Trust policy.
To act as an ambassador for the Trust with external agencies and partner organisations
Be efficient, responsible and maintain a high level of personal organisation; keeping accurate and appropriate records and providing information for monitoring and evaluation as required
Continuously improving own specialist practice, horizon scanning and benchmarking, knowledge management and use of technology.
Work flexibly, being prepared to perform other duties commensurate with the role which may include new areas of operation following consultation.
Strategic delivery:
To contribute to the People and Culture Strategic and Delivery plans, linking opportunities for SCARF and 21CLP to align / support / develop to achieve Trust ambitions.
Work collaboratively with the Head of EDI to ensure inclusion is embedded into 21CLP and SCARF, and where positive action is taken to ensure representation of all groups is in line with organisational ambition and expectation of national standards and enables delivery of the People & Culture Delivery Programme.
Work collaboratively with the Head of Learning & Development to develop 21CLP as our strategic leadership framework in line with organisational ambition and enables delivery of the People & Culture Delivery Programme.
Attend the People and Culture Directorate and SMT meetings as required.
Contribute to the People and Culture Directorate workstreams as indicated.
Ensure senior and executive leadership teams are kept informed of new requirements and developments, providing reports to the Trust Board, Executive Group and Divisional Boards as required.
21CLP delivery & development:
Coordinate the wider 21CLP Faculty including planning agendas and chairing meetings, identifying priorities, implementing agreed actions and continued development to ensure currency of 21CLP offers.
Be a 21CLP Director / Co-Facilitator.
Deliver training for aspects of 21CLP which align to subject matter expertise, e.g. as a trainer / coach / facilitator.
Oversee engagement with partner stakeholders, e.g. partners providing action learning set facilitator supervision, programme accreditation, design and publication of materials and academic partners involved in 21CLP evaluation.
Support 21CLP Directors with communications and provisions to recruit and engage senior leaders in the delivery of 21CLP, e.g. as action learning set facilitators, bespoke workshops by divisional leads.
Contribute to the development of new aspects of 21CLP, including tailored new programmes for emerging leaders and for established senior leaders, and bespoke tools to support participants and alumni leadership development, initiating business proposals where indicated.
Advise on skill mix required in the 21CLP team to deliver programme developments.
Support 21CLP Directors with continued engagement of Module Design Leads, to update on 21CLP progress and to co-produce further programme developments.
Prepare reports, updates, proposals, business cases as needed for programme Directors.
21CLP Team management:
Lead compassionately and with accountability.
Supervise, appraise and support the development of team members.
Lead recruitment and induction of team members as indicated, including review of skill mix as 21CLP evolves to business as usual.
Ensure all aspects of the programme are delivered on time and to the specification required, including scheduling, communications with participants, line managers, faculty and trainers, preparation and sharing of materials, tech support, venue liaison and event management.
Contribute to all aspects of team work as needed, supporting with scheduling and prioritising as required.
Meet regularly with team members to progress the work of the team.
Attend to team engagement, effectiveness, efficiency and sustainability.
Ensure effective team processes to mitigate risks to quality of team work, e.g. the impact of unplanned absence.
Evaluation and quality assurance
Engage stakeholders in design, delivery, review and evaluation of all aspects of 21CLP.
Ensure robust quality assurance of programme content, materials and delivery.
Coordinate evaluation of 21CLP, liaising with academic partners to design, implement and review evaluation processes, to share evaluation with stakeholders, and to derive learning from evaluation reports for development of 21CLP.
Review, together with staff network co-leads and representatives, the accessibility and effectiveness of 21CLP as an inclusive programme, which contributes to progress towards an inclusive culture across CNWL.
Draw organisational learning from all aspects of programmes and work with 21CLP Directors and Faculty to address sharing of learning as indicated.
Management of Resources
Manage delegated budgets in accordance with the Trust's overall policies, procedures and standing financial instructions. This may include implementing cash releasing efficiency targets on an annual basis.
Undertake evaluations of interventions to assess the 'return on investment' and take appropriate actions to maintain an effective and efficient business approach.
Defining evaluation benchmarks and impact assessment measures and ensuring that recommended interventions optimise these performance indicators.
Agree, set and oversee the measurement of quality standards for the provision of 21CLP activity.
Develop and seek income generation opportunities to deliver leadership packages of training to other NHS Trusts and external customers.
Deputise for Associate Director for Culture & Inclusion
As part of the Organisational Learning, Development and Inclusion Senior Management Team distributed leadership model, support the Associate Director for Culture & Inclusion by deputising and attending meetings as agreed.
Support the Associate Director for Culture & Inclusion with appropriate projects and work streams.
Person specification
EDUCATION AND QUALIFICATIONS
Essential criteria
Relevant degree or equivalent experience
Evidence of continued professional development, management qualification or equivalent experience
Desirable criteria
Masters degree or masters level learning
PREVIOUS EXPERIENCE
Essential criteria
Significant strategic experience of developing, delivering and evaluating training at a senior manager level in an organisation of relevant scale and complexity.
Evidence of success in leading and implementing transformational change within a large and complex division, including service and workforce redesign
Demonstrable experience in managing budgets and departmental resources
Significant experience working with executive and senior management teams in complex environments
Demonstrable success in building, leading, motivating and developing multi-disciplinary teams and as a highly effective people manager.
Experience of providing consultation to professional and non-professional groups.
Knowledge of or experience in working with and supporting people via learning or OD methodologies
KNOWLEDGE
Essential criteria
A detailed knowledge and understanding of health and social care policy and priorities
Up to date knowledge of leadership development and management opportunities and challenges from a best practice perspective
Knowledge and understanding of strategy and strategic implementation.
Highly developed persuasive, motivational and negotiating skills
Project management
Programme management
Equality, Diversity and Inclusion - evidence of continued learning to support cultural understanding and humility and understanding of protected characteristics
Desirable criteria
Familiar with 21CLP
Familiar with CNWL
SKILLS AND ABILITIES
Essential criteria
Demonstrable skills in compassionate, fair and effective leadership with the ability to inspire, influence and motivate others
Ability to recognise discrimination in all its forms and put equal opportunities policy into practice
Ability to influence and work collaboratively at a senior level, across a variety of professional groups and in the context of a rapidly changing and complex environments
Excellent verbal communication, influencing, collaboration, negotiating skills. and ability to prepare and present concise reports.
Ability to deal with pressure, prioritisation and delegation and meeting deadlines
Innovative thinking and the ability to explore imaginative ways of optimising use of resources and seek creative solutions.
Ability to develop, deliver and evaluate actions plans linked to strategies
Desirable criteria
Event management
CNWL (Central and North West London NHS Foundation Trust) has almost 8,000 staff providing integrated healthcare to a third of London's population, Milton Keynes and areas beyond. We involve service users, carers, the public, staff and partner organisations in the way that we are run.
Our catchment area spans diverse communities, with over 100 first languages spoken. It contains areas of great affluence as well as areas of much deprivation. We are committed to providing services that meet the needs of the people who use them, and we actively encourage involvement from local people who can help make a difference. We're proud of our diversity and we continue to undertake new initiatives to advance equality for LGBT+, BME and people with disabilities to promote good relations and understanding between our staff.
We are recognised locally, nationally and internationally for providing high quality, innovative healthcare. We aim to employ only the best people, and our experts are frequently called upon to contribute to national health strategy and policy, and many models of our care have been adapted for use in other countries.
We offer a generous relocation package (subject to eligibility assessment) and flexible working options, including bank assignments for most roles. See attached Staff Reward and Wellbeing Handbook detailing our benefits, discounts and wellbeing initiatives for staff.
Become part of our team. We care for you as much as you care for others.
CNWL NHS Foundation Trust are committed to safeguarding all children and vulnerable adults and expect all staff and volunteers to share this commitment. We follow safe recruitment practices to protect children and vulnerable adults.
Due to the high response levels we receive for some vacancies, we may expire any of them prior to the advertised closing date and advise you to submit your application as soon as possible.
Our Agenda for Change employment contracts are subject to a contractual 13 week probationary period.
If you are offered a job, information will be transferred into the national NHS Electronic Staff Records system.
Employer certification / accreditation badges
Applicant requirements
The postholder will have access to vulnerable people in the course of their normal duties and as such this post is subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service to check for any previous criminal convictions.
Documents to download
Head of Culture & Leadership Development JD (PDF, 352.6KB)
Head of Culture & Leadership Development PS (PDF, 368.4KB)
CNWL Staff Networks (PDF, 320.0KB)
CNWL Values (PDF, 182.9KB)
CNWL Reward and Wellbeing Handbook 2020 (PDF, 1.1MB)
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