Culture & Organisational Development Practitioner

Job overview

Are you a compassionate, inclusive and dynamic individual passionate about OD, people or learning looking to develop your OD career and have a positive impact within a supportive, creative and rewarding NHS People team?

Culture & Organisational Development Practitioner

Band 7 - £46,148 - £52,809 per annum pro rata, 37.5 hours per week full time.

Main duties of the job

We are looking for an exceptional development practitioner to support our OD, Inclusion and Talent team with the delivery of key people workstreams on a 12 month fixed term or secondment contract. The role will lead key workstreams in Our Combined People Strategy supported by the wider team. Within our ambitious organisation the importance of OD has never been greater making it a fantastic time to take a key role in the future enhancements of our people agenda and the wider and ongoing success of the Trust.

Anyone who is eager to work in our CQC Outstanding rated organisation to develop our people, teams and the wider organisation is encouraged to apply early.

You will support the OD, Inclusion & Talent Team  in the delivery of a high quality, professional OD and culture change workstreams in accordance with our Trust Values and in collaboration with the wider organisation's stakeholders.

Detailed job description and main responsibilities

This exciting role will entail providing a broad range of OD and Inclusion support to the Trust, during a time of unprecedented change within the NHS. OD and Culture support is seen as crucial to enabling and supporting these changes by the trust, with further OD roles aligned to key workstreams that help develop our people, teams, leadership and the wider organisation.

Internally we are going through large changes to organisational structures, aligning our services based around localities to provide more personalised care, focusing on developing and enabling increased staff engagement and introducing talent management to meet both current and future workforce demands.

Within the local health economy, there is increased focus on changing the way we provide services to our local communities and an increased focus on collaborative working and systems leadership.

There will be sustained work to embed and continue Our Combined People plan ensuring we implement 2 key priorities to become Inclusive & Representative; to Achieve Potential & Aspirations through enhancing Joy in Work which is key to our OD approach.

Joy in Work will support managers and staff so they are better able to manage and deal with change by taking a quality improvement, strengths and evidence based approach to teams and the work they do.

Inclusive and Representative workstreams and Achieve Aspirations and Potential workstreams all ultimately supports the roll out of the Trusts inclusive talent management approach over the 2024 to 2028 period. This is underpinned by the professionalising of our managers through the delivery of mid-level Leadership Programmes.