Executive Job : Director of Workforce and Organisational Development : executive-i : designed for the executive

Director of Workforce and Organisational Development

All UK

Competitive

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The successful candidate must be able to operate at national level, responding to large national tenders with credibility and rigour as well as ensuring that Shaw Trust is able to work at a regional and local level with councils, PCTs, LSPs, RDAs etc.

Shaw Trust is a ‘people’ business. We employ over 1600 staff and have aspirations for continued growth. As a Charity focusing on disabled, disadvantaged and marginalised people and working extensively with other employers we must be an exemplar in diversity and equality and have the very best of employment practice. However, we need to do much more. We need to constantly develop our workforce, equipping staff to respond to new policies and to learn from others. We need our managers to have first rate skills in managing their teams, pushing up performance and increasing productivity. We need to develop leadership at all levels, creating a clear talent management strategy, being clear about expectations and creating the best possible appraisal system.

In the last few years Shaw Trust has grown significantly. It has enjoyed recognition such as being in the Guardian Best 100 Employers list for three years and obtaining and retaining IIP. However, we now need to move to a new level of Workforce Development and Leadership. We face increased competition, the need to reduce overheads and the need to review all of our terms and conditions as we move forward to diversify and expand our range of services.

Shaw Trust is undergoing major changes with new leadership and the development of a new strategy. This new post is created to work in close collaboration with other Executives to lead the following broad areas:

• Organisational Development, developing and implementing an Organisational Development Plan which will pull together all strands of development into a single plan, identifying models for development and supporting the Executive and the Senior Management Team in leading transformational change across the business.
• Workforce development and Leadership, ensuring that Shaw Trust is investing in an appropriate mix of training, development and leadership activity across the organisation.
• Estates and facilities, ensuring that all of our facilities meet the highest standards of safety, customer care and access. In addition, ensuring that we have the best possible ability to acquire premises for new services and that we have an active straggly to reduce our carbon footprint and make best use of technology in supporting our estates strategy.
• Developing the HR function to support the business, developing the team to ensure that they can support the Operational Division in achieving its goals.
• Provision of first class advice on Human Resources Policy and Practice and Employment Law
• Leadership of Policy on Equalities and Diversity, supporting the whole organisation and the Board to develop exemplar practice and performance.
• Provide support and advice to Trustees including (in collaboration with the CEO) acting as the main support to the HR and Remuneration Committee in its work, agreeing a forward plan and ensuring high quality reports and information are supplied.
• Providing the main Executive input to the Employee Forum, developing the agenda and forward plan, agreeing appropriate systems and ensuring that the constitution is regularly reviewed.

Competencies

• CIPD qualified.
• Educated to degree level and ideally with a higher qualification with a focus on change management/leadership and /or, people development.
• Instant credibility to be able to represent Shaw Trust and the charitable sector in a variety of national groups on HR, workforce and equalities and diversity issues.
• Experience of leading major transformational change programmes with evidence of the outcomes.
• Ability to lead the HR functions across a devolved and dispersed organisation.
• Experience of managing large TUPE exercises such as may occur when a contract is won or lost or as merger takes place and of ensuring that the organisation is geared to manage risks such as a two tier workforce or having to make redundancies.
• Experience of developing Organisational Development plans which cover technical competencies as well as cultural change to create a sustainable organisation.
• Evidence of a deep understanding of the opportunities within the HR function to reduce costs and improve effectiveness and productivity for the whole organisation by use of new technologies, performance management and staff development.
• Proven ability to work at Board level, collaborating with other Executives and supporting Trustees in their role.
• An understanding of talent management and succession planning and how this could apply within Shaw Trust.
• Experience in developing volunteers would be an advantage but most important will be the ability to do this and to develop a framework for the screening, development and accreditation of volunteers.
• An understanding of the regulations regarding Safeguarding Vulnerable Children, Young People and Adults and the ability to ensure that Shaw Trust meets and exceeds all requirements in this arena.