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- Tasks: Lead transformational HR initiatives and shape organisational culture during a period of change.
- Company: Join a dynamic local authority in London focused on impactful public service delivery.
- Benefits: Enjoy a competitive rate and hybrid working options for better work-life balance.
- Why this job: Be at the forefront of organisational renewal, influencing positive change and promoting inclusivity.
- Qualifications: Must have senior HR leadership experience in public sector and expertise in organisational development.
- Other info: Opportunity to strengthen relationships with trade unions and stakeholders during complex restructures.
The predicted salary is between 43200 - 72000 £ per year.
We are hiring a transformational Head of Organisational Development and Change to lead a high-impact people and change agenda at a pivotal time of organisational renewal. This is a central role reshaping how HR and OD services are delivered across a complex environment. With a new People Strategy in place, this role will support the evolution of the organisation, leading high-stakes business partner and advisory services.
The Opportunity: Reporting to the Director of Workforce Change, this role will lead OD, HR Business Partnering, and Advisory services through a period of significant transformation. This role will influence organisational culture, service design, and workforce strategy across both council departments and traded entities.
What You’ll Do:
- Lead and evolve the OD, Business Partnering, and Advisory functions to support ambitious change and savings plans
- Drive the redesign of the HR/OD structure and TOM, shaping proposals and leading engagement and consultation
- Be a senior voice on strategic ER issues, complex casework, and employment litigation
- Promote inclusive leadership, diversity, and learning across the organisation
- Support the council’s transformation agenda, ensuring HR enables rather than constrains change
- Strengthen trade union and stakeholder relationships during complex restructures
- Provide direct support to traded services (excluding schools) and contribute to SLA reviews
What We’re Looking For:
- Proven senior HR leadership experience in complex public sector settings
- Strong expertise in organisational development, change, workforce planning, and people data/insight
- Experience shaping new HR operating models and implementing restructures
- Skilled communicator with a collaborative, inclusive leadership style
- Commercial and strategic mindset—able to balance organisational risk with innovation
- Committed to equality, diversity, inclusion, and embedding organisational values into people practice
Head of Organisational Development and Change (local authority) employer: dnevo Partners
Contact Detail:
dnevo Partners Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of Organisational Development and Change (local authority)
✨Tip Number 1
Network with professionals in the public sector, especially those involved in organisational development and change. Attend relevant conferences or workshops to connect with potential colleagues and learn about current trends in HR leadership.
✨Tip Number 2
Familiarise yourself with the latest developments in public sector HR practices, particularly around organisational culture and change management. This knowledge will help you engage in meaningful conversations during interviews and demonstrate your commitment to the role.
✨Tip Number 3
Prepare to discuss specific examples of how you've successfully led change initiatives in previous roles. Highlight your experience in shaping HR operating models and managing complex restructures to showcase your suitability for this position.
✨Tip Number 4
Research the local authority's current challenges and transformation agenda. Understanding their specific needs will allow you to tailor your approach and demonstrate how your skills can directly contribute to their goals.
We think you need these skills to ace Head of Organisational Development and Change (local authority)
Some tips for your application 🫡
Understand the Role: Take time to thoroughly read the job description for the Head of Organisational Development and Change. Identify key responsibilities and required skills, and think about how your experience aligns with these.
Tailor Your CV: Customise your CV to highlight relevant experience in HR leadership, organisational development, and change management. Use specific examples that demonstrate your ability to lead transformation in a public sector context.
Craft a Compelling Cover Letter: Write a cover letter that not only outlines your qualifications but also reflects your understanding of the council's transformation agenda. Emphasise your commitment to diversity and inclusion, and how you can contribute to shaping the organisational culture.
Proofread and Edit: Before submitting your application, carefully proofread all documents for spelling and grammatical errors. Ensure that your writing is clear and professional, as this reflects your attention to detail and communication skills.
How to prepare for a job interview at dnevo Partners
✨Understand the Organisational Context
Familiarise yourself with the local authority's current challenges and transformation agenda. Research their recent initiatives and how they align with the new People Strategy, as this will demonstrate your commitment and understanding of their specific needs.
✨Showcase Your Leadership Experience
Prepare to discuss your previous senior HR leadership roles, particularly in complex public sector environments. Highlight specific examples where you successfully led organisational development and change initiatives, focusing on measurable outcomes.
✨Emphasise Collaborative Skills
Given the importance of stakeholder relationships in this role, be ready to share examples of how you've effectively collaborated with trade unions and other stakeholders during restructures. This will illustrate your ability to navigate complex interpersonal dynamics.
✨Demonstrate a Strategic Mindset
Articulate your approach to balancing organisational risk with innovation. Prepare to discuss how you have previously shaped HR operating models and implemented changes that not only meet immediate needs but also support long-term strategic goals.
