We have an exciting opportunity to join the UHL Our Future Hospitals to providing senior leadership and expertise supporting workforce planning and transformation supporting service development and workforce initiatives across all 3 sites . This gives you the opportunity to join our existing team and be part of shaping the future of services in Leicester, Leicestershire and Rutland.

You will lead on the development & implementation of innovative recruitment and retention plans across all workforce groups. Working closely with other recruitment leads , people services and clinical teams. You will monitor recruitment activity & staffing needs for capital projects ensuring clear escalation is achieved and communicated to the relevant stakeholders.

As an organisation we understand the vital role a positive learning environment plays in enabling teams to deliver high quality care. You will lead the development & implementation of strategies to attract & retain new employees and nurture current staff by supporting professional development and effective support programmes.

You will be highly skilled and knowledgeable with a proven record in workforce planning and large scale recruitment , effectively leading and supporting teams. You will work closely with the UHL Head of Nursing for Reconfiguration and Strategy and Workforce Development and Planning Manager to excel in this role.

Main duties of the job

To lead and co-ordinate the development of Trust workforce plans to at a service and specialty level to support each of the Trust's Reconfiguration Schemes.

To lead on the production and development of workforce models which address the requirements of changing models of care. This is to cover both demand and supply and action plans to ensure plans are achieved.

To work with finance colleagues to ensure workforce plans are fully costed. To challenge the affordability of proposed models and work with clinical teams to develop cost effective solutions that meet budgetary requirements.

Supervises other people's work by allocating tasks, prioritising workload and setting targets.

Motivates, supports and encourages others.

Responsible for the development and implementation of Our Future Hospitals Programme workforce strategy reflecting the CMG/Corporate Areas approach to the wider attraction, recruitment and retention whilst supporting the implementation of local, regional and national policy and strategy, guidance and best practice.

About us

Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).

We have four primary goals:

• high-quality care for all,
• being a great place to work,
• partnerships for impact, and
• research and education excellence

And we will embed health equality in all we do - taking active steps to reduce the avoidable differences in healthcare that some people face, working in partnership with communities.

Our strategy is underpinned by new values and we will work to ensure they are an everyday reality for all:

• we are compassionate,
• we are proud,
• we are inclusive, and
• we are one team

This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.

About the University Hospitals of Leicester NHS Trust:

http://www.leicestershospitals.nhs.uk/aboutus/work-for-us/current-vacancies/

Job description

Job responsibilities

Job Summary

To lead and co-ordinate the development of Trust workforce plans to at a service and specialty level to support each of the Trusts Reconfiguration Schemes.

To lead on the production and development of workforce models which address the requirements of changing models of care. This is to cover both demand and supply and action plans to ensure plans are achieved.

Budget

To work with finance colleagues to ensure workforce plans are fully costed. To challenge the affordability of proposed models and work with clinical teams to develop cost effective solutions that meet budgetary requirements.

Staff

Supervises other peoples work by allocating tasks, prioritising workload and setting targets.

Motivates, supports and encourages others.

Policy

(indicate impact, local, regional, national etc)

Responsible for the development and implementation of Our Future Hospitals Programme workforce strategy reflecting the CMG/Corporate Areas approach to the wider attraction, recruitment and retention whilst supporting the implementation of local, regional and national policy and strategy, guidance and best practice.

Communications

Develop and implement effective communication systems for the CMG, Corporate Areas and external partners specifically in relation to recruitment and attraction campaigns.

KEY WORKING RELATIONSHIPS

Detail the main working relationships that the post holder will be required to develop.

CMG Management Teams including Heads of Service, Heads of School, General and Service Managers

Our Futures Hospitals Team

Human Resources staff in particular the HR Leads and Workforce Development Manager

Medical Workforce Manager

Deputy Director of HR

Programme Director Future Operating Model

Senior Financial Management staff

ESR Workforce Team

Health Education East Midlands

New Hospital Programme national team

KEY RESULT AREAS

Workforce Planning and Transformation

To lead development and co-ordination of Service and Specialty level workforce plans to reflect either interim or permanent changes in models of care as a result of site reconfiguration and / or future operating model changes.

To engage with senior managers to ensure workforce planning becomes integrated as part of development of future models of care.

To ensure plans at service and specialty level reflect best value and innovative and creative approaches to resolving workforce challenge eg integrated rotas, new roles, shared roles across internal and external boundaries.

To ensure plans deliver safe and high quality care following best practice guidance where available, ensuring rotas are compliant and deliver high quality training to the junior medical workforce.

To work in conjunction with the Head of Nursing & Workforce Development Manager to present an integrated workforce plan within the business case for each reconfiguration scheme, ensuring service level plans are encompassed.

To work with finance colleagues to ensure workforce plans are fully costed. To challenge the affordability of proposed models and work with clinical teams to develop cost effective solutions that meet budgetary requirements.

To develop the workforce planning capability of managers within the Trust, devising and delivering a rolling programme of specialist training sessions and general updates. This will include presenting to groups of colleagues and managers who potentially have a limited knowledge of workforce planning.

To advise on best practice in workforce planning (using a recognised tools such as the Six Step Workforce Planning Tool, functional mapping) by building colleagues and managers knowledge and giving them access to information systems and tools.

To undertake functional mapping where appropriate particularly where workforce supply is challenged or workforce models are inefficient.

Undertake national and local benchmarking of workforce information to ensure best practice is adopted and cost effective solutions are proposed

To develop and produce workforce information data in a variety of formats and using a number of different systems, to enable managers to workforce plan and ensure these are fed into the overarching future operating model plans including presentations to Project Boards.

To collate and analyse workforce information supplied from various sources including data obtained from other functions and IT systems and sources such as the general ledger, e-rostering etc.

To lead and contribute as appropriate to various Trust and external meetings, leading appropriate follow up actions and activity and providing relevant feedback.

To have an understanding of any national workforce initiatives, service developments or changes to education commissioning which could have an impact on the supply of and demand for workforce skills and numbers in the future.

To lead and contribute to the review and development of policies, procedures and strategies relevant to workforce planning.

Workforce Information

To ensure the information describing the workforce changes resulting from reconfiguration are described in a clear and transparent way.

To ensure changes in the workforce are reflected in ESR to enable accurate reporting.

Provide and interrogate workforce information to understand the workforce profile and service and specialty level to identify future gaps in the potential workforce and support the development of innovative and appropriate roles to fill these gaps.

To ensure that workforce information is standardised and relevant, and continuously validated and improved.

Service Delivery & Development

Implement, review and monitor the introduction of new policies and working practices in relation to workforce best practice and undertake surveys, audit and research as required monitoring compliance with evidence based practice and national policy.

Be responsible for identifying and implementing policy changes, making improvements to data collection and data management activities and issues relating to own work area.

Actively participate in research projects both within the local department and nationally.

Governance (E.g, CQC, Audit)

Responsible for ensuring appropriate systems are in place to evidence ongoing compliance with local and national policies as required for CQC standards and Workforce recruitment and retention strategies.

Patient/Customer Service

Responsible for ensuring that consistently high standards of customer service are delivered and act as a role model at all times.

GENERAL

All employees are subject to the requirements of the Health & Safety at Work Act. The post holder is required to ensure that as an employee, his or her work methods do not endanger other people or themselves.

All employees are subject to the requirements of the Data Protection Act and must maintain strict confidentiality in respect of patients and staffs records.

All employees must comply with the Trusts Equal Opportunities Policy and must not discriminate on grounds of age, colour, race, nationality or ethnic origin, religion, belief, gender, marital status, sexuality, disability, trades union membership (or non-membership) or political affiliation, or any other grounds which cannot be shown to be justifiable.

This job description is not to be taken as an exhaustive list of duties and it may be reviewed in the light of changed service needs and development. Any changes will be fully discussed with the post holder. The post holder will be required to carry out the duties appropriate to the grade and scope of the post.

In order to ensure the Trusts ability to respond to changes in the needs of the service, after appropriate consultation anddiscussion with you(including consideration of personal circumstances current skills, abilities and career development) the Trust may make a change to your location, duties and responsibilities that are deemed reasonable in the circumstances.

Your normal place of work will be as discussed at interview and will be confirmed in Section 1 of your contract but you may be required to work in other locations of the Trust. In particular, flexibility is required across the three main Hospital sites (Leicester Royal Infirmary, Leicester General Hospital, Glenfield Hospital). If your initial location is based at one of these sites, excess travel reimbursement will not apply for a permanent/temporary change to base.

You will be required to maintain compliance with all statutory and mandatory training requirements.

The link to the Trusts policies and procedures is:

https://secure.library.leicestershospitals.nhs.uk/PAGL/SitePages/Home.aspx

P

Person Specification

essential

Essential

• Workforce planning experience
• Leadership experience
• Large scale project work
• Regional and National experience
• Communication skills
• Collaborative working

Desirable

• Medical workforce knowledge

essential

Essential

• experience
• workforce planning skills
• data analysis

interview

Any attachments will be accessible after you click to apply.

358-5778023-COR