Group Director of Workforce Transformation

This new role will be key in shaping the way we integrate our People function and the entire c.17,000 workforce across the Group. They will be the champion for continuous improvements across the function, will develop robust service level agreements and contracts for all services, and will lead the transformation of the People function through embracing automation and other innovative ways of working. There will be a strong initial focus on their own functional areas of temporary staffing and for staff rostering across the Group. We know that effective management of Workforce Intelligence and Systems provides the platform for evidenced based decision making, which ensures the Group can leverage the advantage of good data analytics. This role will be integral in helping us move towards the self-service model by ensuring that the hierarchical workforce structures are in place and that data is accurate. This new role will also support the rest of the senior leadership team in balancing
the need for customer-centric services that also provide value for money, by overseeing the creation of service level agreements for all in-house services and proactive management of outsourced contracts (currently recruitment and payroll services) This role can also be based in Epsom with the salary adjusted to reflect the appropriate HCAS, based on the successful candidate's preference. Regular travel to all gesh sites will be expected., This role holder has responsibility for overseeing the implementation of effective resourcing strategies that support the workforce transformation plans for the organisation and enable the recruitment, supply and retention of a highly skilled and competent substantive and temporary workforce.
They will have responsibility for the management of Workforce Intelligence and Systems which provides the platform for evidenced based decision making, ensuring the service can leverage the advantage of good data analytics. The Workforce Intelligence and Systems teams will be integral to helping move towards a self-service model.
They will lead the service improvement agenda with a focus on reducing the manual inputting of data across the People function, so services are more streamlined and automated. The role holder will manage outsourced, insourced, and hosted contracts, (including outsourced recruitment and payroll services), to ensure that service levels are met and reviewed on a regular basis and represent value for money.
The post-holder will ensure there is subject matter expertise within the organisation on each area of their remit, ensuring a framework is in place to ensure that all high-impact activities, such as establishment/vacancy control, deployment of staff and utilisation of temporary staffing, and management of high-volume outsourced contracts are managed appropriately and in keeping with the Group values.

Working for our organisation
St George's, Epsom and St Helier University Hospitals and Health Group cares for a population of four million people in South West London and North East Surrey. Our sites include St George's Hospital, one of 11 major trauma centres in the UK and the largest healthcare provider and major teaching hospital in the area; St Helier Hospital, home to the South West Thames Renal and Transplantation Unit and Queen Mary's Hospital for Children; and Epsom Hospital, home to the South West London Elective Orthopaedic Centre (SWLEOC).
After years of collaboration, our two Trusts became a hospitals group in 2021. While remaining as two separate Trusts, being a hospitals group will help us to collaborate more closely on research, and the development, education, and training of our 17,000-strong workforce.,

• Assist in the design, delivery and implementation of the Group People Strategy through strong engagement with stakeholders.


• Use data relating to services and patients to provide insights into People solutions, to identify plans for mitigation and to address opportunities and risks.


• Partner with customers to understand their current and future needs and contract with them effectively through other SLT members.


• Integrate diversity and inclusion principles into all areas of our people practise.


• Support the development of a continuous improvement approach to workforce transformation across site activities.


• Coach and lead by example, to resolve conflict and build trust within teams and functions, working as a unitary member of the SLT.


• Keep abreast of national developments in people practices and take a systemic system wide approach to understanding and framing emerging organisational and system issues.


• Proactively contribute to the development of operational workforce plans ensuring they are consistent all People priorities and Group objectives.

Team management and development

• To directly manage relevant Head(s) of Temporary Staffing, Rostering and Workforce Intelligence, and Workforce Transformation, ensuring each manager is focussed on delivering effective services that represent good value for money.


• To provide ongoing guidance and managerial support to the team, leading by example and championing a learning culture.


• Undertake coaching and performance management activities with teams and individuals, modelling behaviours of a good leader and to be able to give constructive feedback.


• To ensure all team members are set objectives and KPI's, receive regular supervision, appraisals and updated personal development plans.


• To ensure the team is properly staffed at all times to maintain a high level of service.

Contract and stakeholder management

• Develop, implement and ensure delivery of the People Directorate procurement strategy that optimises cost and quality for service users.


• Oversee the development, implementation and delivery of robust contract management processes to ensure efficiencies are realised.


• Coordinate post contract reviews to ensure delivery, financial and otherwise is delivered in line with contract specifications.


• Drive a strong value for money culture through procurement activities.


• Form and maintain effective working relationships with key staffing agencies, finance partners, NHS England regional leads and local representatives of the Integrated Care System (ICS) to identify and resolve key risks and issues.


• In partnership with other senior leads, develop key performance indicators, monitoring and evaluation systems to ensure that the Group operates effective people services to enable the best staff experience; these will assess levels of satisfaction with the delegated services, and for the People function overall.

Resourcing

• Accountable for the effective delivery of resourcing services, with particular emphasis on using lean thinking and technology to streamline activity, processes and policies.


• Supporting the Temporary Staffing, Recruitment lead(s) and Operational Managers to oversee the provision of a high performing resourcing function to the Group, designing and implementing appropriate methods to gain and act on feedback from customers on a regular basis to improve service delivery.


• Ensure development and delivery of professional, comprehensive, and consistent recruitment services and advice to support the Group in meeting key strategic and operational workforce objectives.


• Interpret national policy and translate this locally providing specialist advice to others.


• Working with the Site People Directors, to oversee the development of highest priority resourcing plans, identifying proposed mechanisms for attracting and recruiting workforce supply, particularly in hard to fill roles, facilitating links with education pathways to a sustainable workforce model for identified roles across all staff groups.


• Ensure the Group's attraction strategy is developed and refreshed regularly including employer/careers branding, media and advertising strategies delivering robust, value for money outcomes whilst being customer and values led.


• Ensure that all temporary and permanent recruitment remains legally and ethically compliant in addition to meeting the requirements of the CQC, The Fit and Proper Persons Test and NHS Employers, ensuring appropriate governance mechanisms are in place to demonstrate safe recruitment in accordance with these standards.

Workforce Intelligence and Systems

• Drives a culture of turning data into usable information to enable smart decision making, facilitating data drive decisions through effective business intelligence processes.


• Establish and support processes to ensure the Group and client data is accurate relevant and maintained.


• Examine KPIs and benchmarking data to ensure performance measures reflect Group priorities.


• Embed systems of trend analysis with reference to business improvement value and other external influences to facilitate forecasting and planning of future services.


• Develop business intelligence processes to interrogate business data, identifying improvements to services and cost savings.


• To lead business change that optimises the use of self-service facilities and reduces manual inputting to free up staffing and managerial time and to deliver a better customer experience.


• To work closely with the Director of Employee Services to support the development of the shared service offer from the People Directorate, utilising existing IT platforms to create a Group offer.

Other Responsibilities

• Engage as an effective member of the Hospital Site Management Team and embody the Group's 'Outstanding Care, Together' values, role modelling good leadership and inclusion through own actions and challenging behaviours that fall short of those expected.


• Build a strong People Services community that delivers a high-quality service to clients.


• Contribute to business performance by being accountable for the effective review and management of People management budgets, demonstrating value for money in the way services are delivered.


• Accountability for the effective management of pay and non-pay budgets.

Senior leadership responsibility for identification of and delivery of cost improvement programmes.

• To receive and deal with any escalated complaints about relevant areas of the People Service.