NHS
Organisational Development Programme Lead, Band 8d
NHS, Trenton, New Jersey, United States,
Organisational Development Programme Lead, Band 8d
Gloucestershire Hospitals NHS Foundation Trust
The OD Programme Lead will oversee and deliver a critical set of Organisational Development (OD) and Equality, Diversity, and Inclusion (EDI) initiatives. These initiatives will support the organisation's strategic goals in creating an inclusive, healthy, and high-performing culture across Gloucestershire Hospitals NHS Foundation Trust (GHFT). The role will focus on EDI Board development, a review of EDI reports, the development of divisional cultural indicators, and an evaluation of OD models with recommendations for improved alignment with HR business partner support.The role is intended as an interim solution, creating an opportunity to review whether current arrangements and activity are optimised to enable us to achieve our strategic OD and EDI ambitions.Working to be undertaken on site with ad hoc working from home days.Main duties of the job
This role is to provide a specific programme of OD and EDI work.EDI Board Development
- design and deliverEDI Reports review and recommendationsDivisional Cultural Indicators DevelopmentReview and Recommendation of an OD ModelStakeholder Engagement6-month fixed-term contract at 7.5 hours per week.All deliverables must be achieved within this period, with final reports and recommendations submitted by the end of the contract term.This role is critical in supporting the organisation's vision of creating a diverse, inclusive, and high-performing culture, underpinned by robust OD practices and clear EDI leadership.Job responsibilities
Key ResponsibilitiesEDI Board DevelopmentDesign and deliver a development program for the EDI Board, ensuring members have the tools and knowledge required to influence EDI policies and practices across the organisation.Facilitate Board workshops and learning sessions aimed at enhancing understanding and leadership on key EDI topics.Evaluate the effectiveness of the EDI Board development program and make recommendations for continuous improvement.Ensure that the Board Development is in line with the NHSE EDI Improvement High Impact Actions regarding Board Objectives.EDI Reports ReviewConduct a comprehensive review of current EDI reports (Workforce Race Equality Standard - WRES, Workforce Disability Equality Standard - WDES, and Model Employer indicators, Annual Equality Report, Divisional Data, Gender Pay Gap and Ethnicity Pay Gap).Assess the quality, relevance, and impact of the reports in driving EDI progress within the organisation.Provide actionable insights and recommendations for refining EDI reporting processes and content.Divisional Cultural Indicators DevelopmentCollaborate with divisional leaders to identify key cultural indicators, including but not limited to those related to WRES, WDES, and Model Employer standards.Create a framework for tracking, measuring, and reporting on cultural indicators at the divisional level.Ensure the indicators align with organisational values and goals, with a particular focus on EDI, health and wellbeing, and employee engagement.Review and Recommendation of an OD ModelWork in collaboration with the Associate Director of Education, Learning and Culture to provide a comprehensive review of the current OD model, including how HR Business Partners commission OD support for divisions.Focus areas for OD support include Health and Wellbeing, Leadership Development, and Teamwork.Identify gaps, inefficiencies, or opportunities for improvement in the current model.Provide a set of strategic recommendations for an OD model that enhances the partnership between HR, OD, and divisions to better meet the needs of employees and leaders.Recommend best practices for embedding Health and Wellbeing, Leadership Development, and Teamwork into the organisational culture through a flexible and responsive OD support structure.Stakeholder EngagementWork closely with senior leaders, divisional heads, HR Business Partners, and EDI representatives to ensure alignment with organisational objectives.Maintain regular communication with stakeholders to provide updates on progress, gather feedback, and ensure the successful delivery of programme outcomes.Establish a clear timeline and set of deliverables for the programme.Ensure that the programme is delivered on time and within the allocated hours (7.5 hours per week).Monitor progress, resolve challenges, and ensure that all outcomes are achieved by the end of the contract term.Specific Outcomes by the End of the ContractEDI Board Development : Completion of a bespoke development program for the EDI Board. Enhanced capability within the EDI Board to influence and lead on EDI matters across the organisation.EDI Reports Review : Completion of a comprehensive review of WRES, WDES, and Model Employer reports. Delivery of a report with recommendations for improvements in reporting and strategic insights for future EDI initiatives.Divisional Cultural Indicators : Creation and implementation of a set of cultural indicators at the divisional level. A framework for measuring and tracking cultural health, focusing on EDI, wellbeing, and engagement.OD Model Review and Recommendations : A well-researched review of the current OD model and its interaction with HR Business Partner commissioning processes. Delivery of strategic recommendations for a new OD model that better aligns with divisional needs, focusing on Health and Wellbeing, Leadership Development, and Teamwork.Stakeholder Engagement and Communication : Regular stakeholder meetings and workshops conducted to gather input and share progress. Positive stakeholder feedback on programme engagement and outcome delivery.Person Specification
Experience
Strategic Thinking: Ability to critically evaluate processes and systems, identify gaps, and provide strategic recommendations.Programme Management: Experience in managing and delivering small to medium-scale programmes, including tracking progress and ensuring on-time delivery.Stakeholder Management: Strong communication and interpersonal skills with experience in engaging senior leaders and diverse stakeholders.Proven track record in leading OD and EDI initiatives within a complex organisation.Experience working with senior leadership teams and boards on developmental programmes.Prior experience in reviewing and refining EDI reporting mechanisms and strategic frameworks.Background in HR or OD consultancy or leadership roles, with exposure to commissioning models involving HR business partners.Previous experience specifically in Board Development facilitation.Qualifications
Masters / Level 7 in a relevant field of OD / EDI or relevant significant experience.Knowledge
Data Analysis and Reporting: Ability to analyse data from EDI reports and cultural indicators to drive insights and actionable recommendations.EDI Expertise: Significant understanding of EDI frameworks, including WRES, WDES, and Model Employer standards and demonstrable implementation of successful change initiatives.Organisational Development Expertise: Significant knowledge of OD principles, including leadership development, health and wellbeing, and teamwork strategies.Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.Employer name
Gloucestershire Hospitals NHS Foundation TrustAssociate Director: Education Learning and Culture
#J-18808-Ljbffr
Gloucestershire Hospitals NHS Foundation Trust
The OD Programme Lead will oversee and deliver a critical set of Organisational Development (OD) and Equality, Diversity, and Inclusion (EDI) initiatives. These initiatives will support the organisation's strategic goals in creating an inclusive, healthy, and high-performing culture across Gloucestershire Hospitals NHS Foundation Trust (GHFT). The role will focus on EDI Board development, a review of EDI reports, the development of divisional cultural indicators, and an evaluation of OD models with recommendations for improved alignment with HR business partner support.The role is intended as an interim solution, creating an opportunity to review whether current arrangements and activity are optimised to enable us to achieve our strategic OD and EDI ambitions.Working to be undertaken on site with ad hoc working from home days.Main duties of the job
This role is to provide a specific programme of OD and EDI work.EDI Board Development
- design and deliverEDI Reports review and recommendationsDivisional Cultural Indicators DevelopmentReview and Recommendation of an OD ModelStakeholder Engagement6-month fixed-term contract at 7.5 hours per week.All deliverables must be achieved within this period, with final reports and recommendations submitted by the end of the contract term.This role is critical in supporting the organisation's vision of creating a diverse, inclusive, and high-performing culture, underpinned by robust OD practices and clear EDI leadership.Job responsibilities
Key ResponsibilitiesEDI Board DevelopmentDesign and deliver a development program for the EDI Board, ensuring members have the tools and knowledge required to influence EDI policies and practices across the organisation.Facilitate Board workshops and learning sessions aimed at enhancing understanding and leadership on key EDI topics.Evaluate the effectiveness of the EDI Board development program and make recommendations for continuous improvement.Ensure that the Board Development is in line with the NHSE EDI Improvement High Impact Actions regarding Board Objectives.EDI Reports ReviewConduct a comprehensive review of current EDI reports (Workforce Race Equality Standard - WRES, Workforce Disability Equality Standard - WDES, and Model Employer indicators, Annual Equality Report, Divisional Data, Gender Pay Gap and Ethnicity Pay Gap).Assess the quality, relevance, and impact of the reports in driving EDI progress within the organisation.Provide actionable insights and recommendations for refining EDI reporting processes and content.Divisional Cultural Indicators DevelopmentCollaborate with divisional leaders to identify key cultural indicators, including but not limited to those related to WRES, WDES, and Model Employer standards.Create a framework for tracking, measuring, and reporting on cultural indicators at the divisional level.Ensure the indicators align with organisational values and goals, with a particular focus on EDI, health and wellbeing, and employee engagement.Review and Recommendation of an OD ModelWork in collaboration with the Associate Director of Education, Learning and Culture to provide a comprehensive review of the current OD model, including how HR Business Partners commission OD support for divisions.Focus areas for OD support include Health and Wellbeing, Leadership Development, and Teamwork.Identify gaps, inefficiencies, or opportunities for improvement in the current model.Provide a set of strategic recommendations for an OD model that enhances the partnership between HR, OD, and divisions to better meet the needs of employees and leaders.Recommend best practices for embedding Health and Wellbeing, Leadership Development, and Teamwork into the organisational culture through a flexible and responsive OD support structure.Stakeholder EngagementWork closely with senior leaders, divisional heads, HR Business Partners, and EDI representatives to ensure alignment with organisational objectives.Maintain regular communication with stakeholders to provide updates on progress, gather feedback, and ensure the successful delivery of programme outcomes.Establish a clear timeline and set of deliverables for the programme.Ensure that the programme is delivered on time and within the allocated hours (7.5 hours per week).Monitor progress, resolve challenges, and ensure that all outcomes are achieved by the end of the contract term.Specific Outcomes by the End of the ContractEDI Board Development : Completion of a bespoke development program for the EDI Board. Enhanced capability within the EDI Board to influence and lead on EDI matters across the organisation.EDI Reports Review : Completion of a comprehensive review of WRES, WDES, and Model Employer reports. Delivery of a report with recommendations for improvements in reporting and strategic insights for future EDI initiatives.Divisional Cultural Indicators : Creation and implementation of a set of cultural indicators at the divisional level. A framework for measuring and tracking cultural health, focusing on EDI, wellbeing, and engagement.OD Model Review and Recommendations : A well-researched review of the current OD model and its interaction with HR Business Partner commissioning processes. Delivery of strategic recommendations for a new OD model that better aligns with divisional needs, focusing on Health and Wellbeing, Leadership Development, and Teamwork.Stakeholder Engagement and Communication : Regular stakeholder meetings and workshops conducted to gather input and share progress. Positive stakeholder feedback on programme engagement and outcome delivery.Person Specification
Experience
Strategic Thinking: Ability to critically evaluate processes and systems, identify gaps, and provide strategic recommendations.Programme Management: Experience in managing and delivering small to medium-scale programmes, including tracking progress and ensuring on-time delivery.Stakeholder Management: Strong communication and interpersonal skills with experience in engaging senior leaders and diverse stakeholders.Proven track record in leading OD and EDI initiatives within a complex organisation.Experience working with senior leadership teams and boards on developmental programmes.Prior experience in reviewing and refining EDI reporting mechanisms and strategic frameworks.Background in HR or OD consultancy or leadership roles, with exposure to commissioning models involving HR business partners.Previous experience specifically in Board Development facilitation.Qualifications
Masters / Level 7 in a relevant field of OD / EDI or relevant significant experience.Knowledge
Data Analysis and Reporting: Ability to analyse data from EDI reports and cultural indicators to drive insights and actionable recommendations.EDI Expertise: Significant understanding of EDI frameworks, including WRES, WDES, and Model Employer standards and demonstrable implementation of successful change initiatives.Organisational Development Expertise: Significant knowledge of OD principles, including leadership development, health and wellbeing, and teamwork strategies.Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.Employer name
Gloucestershire Hospitals NHS Foundation TrustAssociate Director: Education Learning and Culture
#J-18808-Ljbffr