Organisation Development (OD) Practitioner

Reference

ODBMENA

Sector

Graduate

Salary

£31,297 Per Annum

Town/City

Antrim

Contract Type

Temporary

Closing Date

17/01/2019

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Key result areas/ Main responsibilities

 

 

·To support the Head of Organisation Development in the development, implementation and delivery of the Trust’s Corporate and HR strategies.

 

·To develop and implement Organisation Development (OD) and Learning and Development (L&D) strategies, processes and interventions which reflect and support delivery of the Trust’s reform and modernisation agenda which is about creating a great place to work and fostering a high performance culture, where investing in our people and continuous improvement is the norm.

 

To assist in the implementation of and project manage the people work-streams of the Trust’s Reform and Modernisation Programme (RAMP) including but not limited to Management Development, Leadership, Employee Engagement and Skills Development.

 

To support leaders and managers in the implementation of people development plans across a range of service areas

 

To design and implement both short and long-term cultural change initiatives, helping to embed the Trust’s value-based approach and the desired behaviours across a complex constant change environment.

 

To take an operational lead on key OD and L&D initiatives identified by the Head of Organisation Development ensuring key performance indicators are developed, monitored and achieved.

 

To support the development of a community of leaders at all levels in the Trust with the capability to effectively lead, manage and develop people and services effectively.

 

To develop and deliver learning and development initiatives to equip teams and individuals with the skills required to manage reform and continually seek improvement to services and processes.

 

To assist develop the capacity and capability of the Trust to build high performing teams. Facilitate team development activities in partnership with Trust managers.

 

To support and contribute to the development and implementation of a systematic approach to effective staff engagement.

 

To coordinate a range of widening participation programmes in line with agreed agenda/strategy.

 

To support personal staff development through a range of one to one support initiatives such as coaching, mentoring and buddying

 

To assist in the development and implementation of a range of accredited initiatives within the Trust.

 

To assist in the development and implementation of a range of Health and Wellbeing initiatives within the Trust.

 

As part of a process of continuous improvement, measure and improve on quality, attendance, administration and cost-effectiveness of Organisation Development and Learning and Development interventions year on year, evaluating impact and ensuring that they provide value for money and can demonstrate a return on investment.

 

To provide expert advice to managers and staff on Organisation Development and Learning and Development policies and interventions.

 

To support and contribute to ensuring the Trust has appropriate Organisation Development and Learning and Development policies, procedures and guidelines that take account of best practice.

 

To manage and quality assure the delivery of a professional Organisation Development/ Learning & Development service , ensuring that all employees can access and participate in appropriate development opportunities and managers are supported in terms of identification and delivery of organisation and team development needs.To plan, deliver and evaluate a full range of organisation and learning and development initiatives

 

To keep up to date with innovative and digital developments which support flexible approaches to service delivery such as e-learning and digital learning.

 

To co-ordinate organisation development and learning and development strategic groups, committees or forums as required.

 

To deputise for the Head of Organisation Development across a range of activities.

 

To work collaboratively with key stakeholders internal and external to the Trust regarding organisation development and learning and development.

 

To work closely with Trade Union colleagues, when appropriate, in maintaining a collaborative approach to organisation development and learning and development activities.

 

To work with the Internal Communications to ensure effective communication and consultation processes and to build staff engagement.

 

To support the achievement of the HR Controls Assurance Standards and HR Risk Register ensuring agreed standards and action plans are implemented.

 

As a senior manager within the HR Team, contribute to the continuous improvement, development and integration of the service.

 

To manage and provide effective leadership to staff within the post holder’s remit.

 

General Management responsibilities

 

Ensure the appropriate governance and risk management arrangements are in place for the services you are responsible for and take appropriate action to identify and manage risk and to maintain safety of users, staff and others in accordance with relevant regulations, policies and procedures;

 

It is essential to ensure that the highest standards of infection prevention and control are maintained to ensure patient and client safety and maintain confidence in the Trust.  As a Manager, you must ensure that you implement all instructions/ policy in this area and that all staff are made aware of and fully comply with these.

 

Where the postholder has responsibility for managing a budget, ensure that services are managed and developed both in accordance with agreed and funded priorities as set out on a yearly basis and in accordance with Standing Financial Instructions, particularly ensuring your compliance with payroll documentation procedures and timescales;

 

Ensure the necessary arrangements are in place in regard to the ‘Knowledge and Skills Framework’ outlines, where this applies, for the posts for which you have management responsibility and ensure that each member of staff has an annual development and performance review, a personal development plan and that arrangements are in place to ensure that staff have maximum opportunity to progress through gateways in their pay bands and to contribute effectively towards our objectives;

 

Promote a culture of continuous service improvement amongst your staff, encouraging their participation and that of service users in reviewing and modernising current services and in service development;

 

Make sure you are trained and competent in the relevant policies and procedures which apply to the management of staff and other resources and abide by these policies; seeking advice as necessary from senior management or specialist staff as necessary;

 

Communicate effectively with staff and maintain productive working relationships amongst your staff and with others;

 

Delegate appropriate responsibility and authority to staff in order to ensure optimum and effective service delivery and decision-making, whilst retaining overall accountability and responsibility for outcomes;

 

Promote a culture of learning and development and facilitate arrangements for and participate in training and development of staff as agreed for the performance of their duties.  Where training is in accordance with relevant standards make sure you have the relevant competences in order to carry out this responsibility;

 

Promote equality of opportunity for all by personal action, both in the management of your staff and in the provision of care to service users in accordance with the Trust’s Equality of Opportunity Policy and Equality Scheme;

 

Take responsibility for ensuring appropriate standards of environmental cleanliness and for encouraging staff to maintain standards in their work area.  Have an awareness of environmental issues and take appropriate action, for example to ensure the efficient use of energy and other resources, recycling etc.;

 

Make sure that staff are aware of trust policies regarding the Data Protection Act 1998, the Freedom of Information Act 2000, the Environmental Information Regulations 2004 and Records Management and that they must not disclose, withhold, retain or dispose of any information unless legally authorised.

 

 

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