Inclusion and Organisational Development Manager

The Inclusion and Organisational Development (OD) Manager is the lead specialist for the organisation on inclusion and related OD matters. They lead the planning and delivery of strategic responses to identified issues in representation, retention, progression and experience for equality groups across the HRA workforce, using change management and organisational development frameworks, and with reference to relevant employment law. This is a specialist function feeding into the wider People Strategy. They report to the Head of Learning and Knowledge Management, and work closely with Human Resources and other teams within the Resources Directorate.

They will work with staff-led interest group leads and relevant Heads of professions to steer and monitor work in this area. They will be our subject matter expert in inclusive policies and practices which enable a diverse workforce to thrive. They will also provide expertise and advise the wider organisation to ensure our strategies, activities and approaches in relation to inclusion are aligned across all our activities., The Inclusion and OD Manager develops organisational and individual capability to deliver excellence in inclusivity, fairness and respect, which is reflected in our organisational culture, policies, our staff composition, the employee experience, and the quality of service we provide to the health and social care research sector.

They will act as the HRA expert on matters relating to inclusivity, fairness and respect and our public sector equality duty. They will advise and support other colleagues in the organisation to identify and improve external policy, guidance and operational activities for stakeholders to address inclusivity and health inequalities.

Using data-driven insights, they will identify priorities, develop strategies, plans and deliver measurable results across workforce composition, organisational culture and staff satisfaction, monitoring and reporting progress against appropriate benchmarks.

They will utilise their influence to ensure the design of policies and practices addresses the causes of systemic inequalities.They will partner with others in the organisation to capitalise on opportunities to ensure enabling practices are integrated wherever possible, acting as a source of expertise on related matters.

They will collaborate externally to ensure practices, resources and expertise are shared across colleagues in similar roles in this sector and that external best practice informs our approaches.

Working at the HRA, we are reminded daily of how important life is. As a flexible working friendly organisation, we want to be sure that you can work in a way that is best for you, not just us and the work we do.