Nottingham University Hospitals NHS Trust Hiring for Workforce Planning and Transformation Manager (Analytics) at Nottingham Full Time

NHS AfC: Band 7

Main area

Workforce Planning and Transformation

Grade

NHS AfC: Band 7

Contract

Permanent

Hours

Full time

Part time

Job share

Flexible working

37.5 hours per week

Job ref

164-4491786-A

Site

Nottingham University Hospitals NHS Trust – City Hospital

Town

Nottingham

Salary

£41,659 – £47,672 per annum

Salary period

Yearly

Closing

20/11/2022 23:59

Interview date

02/12/2022

Job overview

Effective and robust workforce planning and associated analytics is essential and valued at Nottingham University Hospitals (NUH) to ensure we have the right people with the right attitudes, behaviours, values, skills and experience providing care and support.

The post-holder will support the development of a strategic workforce plan, having a strength around workforce analytics and analysis, to support the identification of workforce challenges and priorities for appropriate transformation initiatives.

The post-holder under the direction of the Senior Workforce Planning and Transformation Manager will also support and work collaboratively on the Tomorrows NUH Workforce Planning workstream and relevant reconfiguration programmes

In addition to the below summary you need to familiarise yourself with full Job Description and Person Specification documents attached to this advert.

Main duties of the job

To develop workforce plans at Trust, Divisional and Speciality level, including long-term plans for Tomorrows NUH, the post-holder will under the direction of the Senior Workforce Planning and Transformation Manager engage with lead clinicians, service managers, professional leads and other key stakeholders, following a project management approach and timeline within an agreed set of guiding principles to:

Support service reconfiguration through the analysis of workforce data for the development of its workforce within financial affordability

Identify workforce requirements (demand, capacity and supply)

Support the transformation of the workforce, to deliver new models of care, new ways of working and new roles to address national and local shortages

Understand and explore opportunities to use new technology and technological applications, supporting staff to work at the top of their license

Work within the team to achieve a fully established workforce with credible strategic plans to fill vacancies

Understand safe staffing levels and their implications for workforce planning

Support in the development of workforce profiles and functional mapping of functions, activity and tasks for service areas

The post-holder will use workforce analytics and data, including the ability to benchmark with other organisations to understand the workforce challenges and inform the workforce planning process.

Working for our organisation

Nottingham University Hospitals, with over 17,000 staff is one of the biggest employers in the City with a central role in supporting the health and wellbeing of our local population. We play a leading role in research, education and innovation and recognise it is more important than ever to plan ahead for the future workforce needs.

This is a unique opportunity to be part of growing team, working on an exciting programme to deliver world class services in modern, state of the art buildings at Nottingham University Hospitals (NUH) in supporting Workforce Planning and Transformation across the organisation.

We are looking for the right person to join the team, you will need to have analytical experience and expertise/interest in workforce planning. As a supportive team we welcome discussions around hours/job mixing with any existing roles and commitments.

All team members currently work flexibly using a hybrid approach between home and a base at City Hospital within Human Resources.

Detailed job description and main responsibilities

Workforce (People) Transformation

Support specific workforce planning projects, which support strategic priorities, linking with service improvement initiatives to ensure changes to skill mix, development of new ways of working and promotion of new roles.

Ensure any workforce plans that are developed align to our Trust Strategy, People Strategy, National People Plan and ICS Workforce plans.

Support and provide expertise as a workforce-planning manager to service managers and Divisional HR Business Partners in relation to role redesign and other workforce change techniques to support workforce reform and modernisation across the Trust.

Ensure that People, Investment and Planning is integrated across medical and non-medical workforce, supporting the development and delivery of appropriate workforce planning tools, associated guidance and training resources and tools for Trust-wide application.

Deliver, in partnership with Divisional HR Business Partners, improvements in productivity and skill mixing within the Trust through sharing best practice, workforce planning tools, training and development sessions, identifying deliverable and actual benefits.

Support Divisional Leaderships Teams in exploring opportunities for and implications of role development and redesign utilising workforce planning tools and techniques and analysis of related data.

Develop the capacity and capability of Trust managers to workforce plan by providing knowledge, information and related procedure and guidelines, notably around data. Support managers to fully understand how best to utilise workforce information to mitigate risk, develop plans for change and enhance performance.

Work with internal and external colleagues (as part of a team) to support the development of whole system workforce transformation programmes that will ensure high quality care is provided for patients in all care settings.

Workforce (People) Planning and Analysis

Support the Senior Workforce Planning and Transformation Manager to ensure that workforce information is effectively reported and analysed, (including trends and benchmarking) at a variety of organisational levels to inform and influence business and workforce strategy.

Support workstreams with analysis of relevant data and HR systems such as ESR, being able to run queries and related reports and develop associated dashboards. To supply information that aids completion of relevant audits and benchmarking to assess and enhance workforce performance to inform service planning

Collate information to produce Trust-wide workforce profiles and functional mapping by function, activity and task to highlight service and skills gaps, threats to workforce supply issues and other risk areas, identifying potential solutions.

Research and advise on national and local labour market supply and demand issues, linking with key internal and external stakeholders to provide key intelligence to support workforce related projects.

To work with finance, insight and workforce information teams in order to continue to develop and to facilitate combined reporting, data reconciliation and triangulation between finance, activity and workforce information to support NHSE/I operational plans/returns.

Familiarisation with excel spreadsheets, pivot tables, platforms/systems which hold workforce data (e.g. ESR/ERoster) in order to develop and provide regular reports and develop new dashboards as required

Workforce Development

Work with Learning and Organisational Development (including Widening Participation) to identify capacity/capability within workforce development and transformation across the Trust both internally and externally to meet future challenges and commissioning of training programmes as required.

Compile and submit returns independently related to workforce development and associated resources to appropriate agencies, working with others as required.

Support the team to deliver facilitated support and training sessions on workforce planning, development, transformation and related analytics across the organisation as required.

Person specification

Training and Qualifications

Essential criteria

Educated to Masters Degree level or significant equivalent experience

Evidence of continuing professional development

Desirable criteria

Analytical related qualification

Training qualification

Experience

Essential criteria

Management level experience in a multi-professional organisation

Leading and implementing change through the workforce.

Experience of analysing data and use of ESR or equivalent system,

Experience of producing solutions to workforce analytical challenges

Partnership working with other healthcare providers.

Knowledge of and working with local and national organisations that support workforce development

Partnership working with senior managers, clinicians, trade union and staff side representatives on service issues.

Working across organisational and professional boundaries.

Desirable criteria

Project management at a strategic level.

Experience in an NHS Human Resource/ Workforce Information/ESR

Experience of using Workforce Planning Models and analysis of data

Knowledge on role and function of professional regulatory bodies, e.g. NMC, GMC, HPC.

Knowledge on workforce implications of Clinical Governance requirements

Communication and Relationship Skills

Essential criteria

Ability to develop and maintain relationships across a wide range of managers/clinicians/and staff at all levels

Analytical and Judgement Skills

Essential criteria

Ability to interpret facts and figures (e.g. sickness and turnover statistics) and analyse various data sources pertinent to workforce

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Bring your whole self to work for us at NUH. We love diversity and we value your difference, your unique skills, knowledge and experience. Becoming one of our people may realise your potential, helping us to raise our performance in delivering world class healthcare to the diverse patient populations we serve.

We particularly welcome applications from people who identify as Black, Asian and Minority Ethnic, or Disabled, as we are currently under-represented at NUH.

Covid-19 vaccination: remains the best way to protect yourself, family, colleagues and our patients/service users from the Covid-19 virus. We continue to encourage our current and potential colleagues to get vaccinated. For helpful advice and information about the Covid-19 vaccination and how to access visit: https://nottsccg.nhs.uk/covid-19/covid-19-vaccinations/

Closing Dates: Please submit your application form as soon as possible to avoid disappointment; we reserve the right to close vacancies prior to the published closing date if we receive a sufficient number of completed application forms.

Communication: All communication related to your application will be via the email address you have provided. Please ensure you check your email account including your junk email regularly.

Easy read application: if you have a disability and find it difficult to complete our online application form, you can apply via our easy read application which you can find on the intranet https://www.nuh.nhs.uk/easy-read-job-application

Salary: The quoted salary will be on a pro rata basis for part time workers.

Disability Confidence: All applicants who have declared a disability and who meet the essential criteria for the post will be shortlisted.

At Risk of redundancy: NHS employees within the East Midlands who are ‘at risk’ of redundancy will be given a preferential interview where they meet the essential criteria of the person specification.

Skilled Workers Visa: We welcome applications from individuals who require a skilled worker visa in line with the Home Office regulations. NON-UK/NON SETTLED candidates may not be appointed, if a suitably qualified and skilled UK/SETTLED candidate is successful at interview stage as it is unlikely that the Trust is able to satisfy the Home Office Visa requirements

ID and Right to work checks: NUH authenticate all ID and right to work documentation such as passports, visa’s and driving license through a system called Trust ID. NUH will scan your ID and right to work documentation in to the Trust ID system at your face to face ID appointment. The system will run a check against the key security features within your documentation. The system will provide us with an outcome of your check which will be stored securely on your personal file along with all other pre-employment check documentation.

Consent:
Transfer of information: If I have previous NHS service – I consent to the transfer of my Electronic Staff Record (ESR) data between this and other NHS Trusts. I also consent to the Occupational Health Department confidentially accessing my occupational health records from my current or previous employer in order to check the status of my vaccinations, immunisations s and screening tests as relevant to the post. I understand this is an automated process and the information will only be used for these purposes prior to me taking up the position at NUH.

Disclosure and Barring Service: Your post maybe subject to a DBS check which incur a cost dependent on the level of check required (£41.90 for enhanced and £21.90 for standard). I agree to reimburse Nottingham University Hospitals NHS Trust the cost of a Disclosure and Barring Service (DBS) check if it is required (by deduction from first month’s pay). Should I decide to withdraw from my job offer, I agree to reimburse Nottingham University Hospitals NHS Trust the cost of the DBS check undertaken by cheque or other agreed method.