Workforce Senior People Progression Lead

Leadership and Management Report to Associate Director and operationally manage the WFS directorate's day-to-day people functions. Provide clear leadership and direction to People Progression team members, Heads of Service, and inspiring staff to deliver great service, embrace change, professionally develop and meet objectives. Provide communication of people updates to the directorate, to ensure a consistent message is received working closely with the Comms and Engagement team where appropriate. Provide direction and leadership on Workforce people engagement.

Resource and Operational Management Ensure appropriate resources are allocated for each service in collaboration with heads of service. Ensure an effective operational people growth structure is in place to meet current and future needs, collaborating with Heads of Service and Heads of Delivery to maintain efficient service within budget. Manage headcount through talent mapping, working with our talent team and planning teams Policy Implementation and Change Management Implement policies related to appraisal, absence management, disciplinary and grievance processes, performance monitoring, management, and personal development plans. Monitor policy changes and their impact on people, providing support for them to adapt to changes as necessary.

Development and Improvement Utilise expertise to foster ongoing development and improvement for People, working with wider people team to create effective development plans. Enhance the capabilities of team managers and professional leads, enabling them to set objectives and provide professional development for WFS colleagues. Recruitment and Onboarding Promote diverse and inclusive recruitment into the WFS team, ensuring a fair and equitable process is in place, where the right candidate is selected for each role by working closely with internal and external stakeholders. Manage the onboarding and induction process for new colleagues, ensuring a positive experience, making iterations where required to enhance the experience.

Strategy and Planning Work as a senior subject matter expert for people skills, driving changes in line with strategy and ensuring business impact of changes has been fully considered. Collaborate with Communications, Marketing, and SME HR business partners to deliver and embed a people strategy for WFS. Champion people and deliver improvements in service delivery, working with the Agile Coach, People, and OD Business partner to build support networks and development pathways. Engage in working groups to ensure WFS have a voice at the table for all People related updates Career Pathways and Progression Conduct one-to-one reviews and appraisals, collaborating with heads of service to develop valid career pathways.

Continuously support Team Management community to ensure appraisals and one to one reviews are completed with colleagues in direct line management Keep career pathway job descriptions up-to-date in line with WFS Frameworks and ensure each colleague has opportunity for a career pathway. Work closely with heads of service to ensure training is available and meets the needs of a diverse workforce, engage with learning providers to find the most appropriate training, and work closely with the L&OD team to ensure value for money. Ensuring best recruiting of candidates and offer individualised development and support plans by working closely with heads of service and the wider People Team Onboarding of apprenticeships, engaging with key stakeholders both internal and external to ensure we secure the right learning provider. Horizon scan on other entry level opportunities that are available to us as we broaden the horizon of DDaT Academy Engage with providers to explore
opportunities of promoting NHSBSA WFS Teams working in collaboration with the Talent Acquisition team and Comms and Marketing Work with people team on talent pipelines available to ensure retention of the talent as they progress Service Delivery Manage the overall Workforce Directorate People development budget and budgeting cycles to ensure value is driven through all people development and progression initiatives.

Collation and reporting of L&D data including the use of dashboards.
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3.6 out of 5
Newcastle upon Tyne NE15
£50,952 - £57,349 a year - Permanent