HAR-013669 – Head of Organisational Development

3 months contract – 36 hours per week

Role Purpose

Lead and manage the OD/L&D Team providing specialised advice, guidance, insight on OD/L&D policies and workforce development processes, to allow for a consistent practice and interventions. Lead and manage EDI function and workstream. Lead and manage the Apprenticeship Manager and workstreams. Establish, manage and develop the Council’s Strategic Organisational Development Plan and processes with a focus on delivering the Council’s strategic plans (including the Corporate Plan, Transformation strategy etc) developing a positive engagement climate within a diverse and evolving organisational culture. Provide ‘thought leadership’ on all aspects of organisation development and design to the Council ensuring that the Council has the skills, capabilities, values & behaviours and ways of working that enable high performance. Develop and establish Organisational Development best practice and design principles for OD /L&D/EDI activity culminating in a range of analytics for reporting to ensure cost effective focus performance. Work collaboratively as part of the HR Team in accordance with strategic objectives and specifically ensure all OD/L&D/EDI processes are followed in compliance with relevant Council policies and procedures. Develop effective working relationships with all relevant stakeholders both internally (with a client focus for internal departments) and externally (development providers/agencies). Act as the Deputy to Director of HR&OD as required.

Job Context (Key outputs of team/role)

Take ownership of the Strategic Organisational Development and capability building Plan and Programmes, and update to ensure best practice and compliance with the Council’s current policies and governance. Take ownership of the development of an OD/Workforce strategy and plan; detailed plans to deliver corporate change programmes, specific strategies for culture change, engagement and organisation design, including the capability building requirements which will be specified by this team through a comprehensive needs analysis and in the capability building initiatives across the organisation. Establish and manage the Strategic and Operational Organisational Development Plan (and in turn feed into the Workforce Plan) including the roll out, prioritisation and delivery of all workforce development, L&D programmes and interventions. Establish the Organisational Development plans, standards and key performance analytics to ensure the OD/L&D/EDI services can be effectively monitored performance in line with service targets, with particular emphasis on client focus and cost effectiveness. Take ownership, facilitate and manage corporate OD/L&D/EDI engagement programmes and surveys, including the planning, design, roll out, response rates, forum events and action planning. Identify and manage the Organisational Development plan and process improvement priorities; develop methodology and implementation plans to streamline processes, ensuring both effectiveness and efficiency. Identify the key Stakeholders and build effective working relationships with internal colleagues / clients to establish credibility and an appropriate customer focus, and with external service partners / agencies to ensure appropriate performance and improvement. Take ownership of the OD/L&D/EDI Team’s performance and practice providing professional role modelling and subject matter expert on OD/L&D topics. Assess risks associated with new processes and suggest and implement actions to manage any potentially adverse impacts. Take ownership of the commercial drive to increase Business Development activities of the OD/L&D team in collaboration with colleagues as necessary and increase HR income generation potential. Lead on the implementation and the embedding of EDI action plans.

Generic Duties

Implement and champion, through service and staff development, the Council’s Health and Safety, Equal Opportunity and Information Security Policies. To ensure that the post holder complies with their responsibilities as laid out in the council’s health and safety policy and takes an active role in promoting a positive health and safety culture. Promote and ensure participation in the Council’s individual performance appraisal and development initiatives and information management best practice. To motivate, train, develop and performance manage staff to maintain an effective workforce capable of meeting its objectives. To manage the OD/L&D/EDI function/team so that the services provided are responsive to customer requirements, accessible to all areas of the community and provide value for money. To develop the structures, systems and policies necessary to support effective service delivery. To formulate annual operational plans and budgets for the OD/L&D function/team so that there are clear priorities and appropriate resources are allocated to their achievement. To resolve the most complex and high-level operational issues so that they are resolved effectively and precedents are set for the resolution of similar issues. To develop / contribute to longer term (2-3 years) plans for the services managed so that they are developed in line with Council and Government priorities and customer requirements. To ensure services link effectively with related service provision, within or external to the Council, so that coherent and value for money services are provided. Where appropriate, and in conjunction with other service providers, to undertake joint planning of service delivery and/or for the closer integration of service provision. Prepare, monitor and control the service budget to ensure that expenditure is in line with the agreed business plan. To manage the teams and service provided in a way that promotes the Council’s approach to diversity.

Main Duties / Accountabilities

Develop a comprehensive OD/People strategy for the Council that will deliver the corporate and transformation plans; Lead for the council on its approaches to performance management, culture and ways of working, engagement, learning and development, values and behaviours, organisation design etc.; Lead on the management of the Strategic and Operational OD/L&D Initiatives, Plans and Policies including the review of all current plans practices as appropriate to ensure these are up to date and fit for purpose; Manage all OD/L&D/EDI plans and programmes specifically around the development and non-compliance and the adherence to the council’s development policies and procedures, including the development and empowerment of managers relating to their responsibilities; Manage all corporate OD/L&D/EDI engagement programmes and surveys, which will include the planning, designing, roll out, response rates and levels, analysing results, attend and facilitate forum events and the subsequent action plans and implementation. Ensure all new and existing OD/L&D processes are mapped / documented using the most appropriate technologies (software & version controls etc); Undertake projects and tasks focusing on enhancing the OD/L&D Teams operational efficiency and improving cross functional team working whilst championing the Customer Service Excellence approach; Lead on the development and implementation of OD/L&D standards and practice focusing on key performance metrics to ensure monitoring of the service targets at the relevant duration and reporting of analytics; Lead on the complex, cultural and engagement programmes and working collaboratively with the HR Team, Senior Managers / Directors and Legal Services as required. Lead on the monitoring the cost effectiveness and overall performance of the OD/L&D provisions and monitor the service levels via regular meetings with the respective clients and Directors culminating in the reporting of objective service analytics; Lead on the commercial drive to target and expand OD/L&D Business Development activities including identifying marketing opportunities with a view to increase income generation for OD and HR services, and in collaboration with the other Heads of ER and Recruitment Services respectively; Manage and support the OD/L&D Team to ensure they achieve their objectives, applying consistent and best practice for all HR services on an operational level; Effectively manage the Trade Union relationships through building collaborative relationships and working in a trusted partnership, particularly with engagement programmes; Manage the OD/L&D budget spend, and to ensure that value for money is derived from all expenditure with robust monitoring plans. Lead on the continuous personal and professional development of the OD/L&D Services team, and to support the development of colleagues. Manage the working relationships with internal colleagues / clients and gain feedback on a regular basis on customer expectations, particularly engaging with Corporate Directors and Senior Managers as appropriate; Manage and maintain appropriate Stakeholder Management relationships with external service providers / agencies to ensure delivery of services are in line with the council’s expectations; Lead on the OD/L&D services risks relating to new processes and given selection processes and campaigns with a view to providing resolutions as appropriate; Use IT systems and specialist software relevant to the recruitment services, including recording all work to allow performance management analysis; Deputise for and support the Director of HR on an ad hoc basis alternating with the Heads of ER.

Selection Criteria – Knowledge, Skills and Experience

Role requirements

• Strong interpersonal skills to build a high degree of credibility and presence to negotiate, influence, inspire confidence and respect, to develop network within and outside of the council. (Essential)
• Significant experience of leading and managing an OD/L&D Team in a large, diverse and complex organisation and delivering Strategic OD objectives. (Essential)
• Significant knowledge and understanding of current OD/L&D, HR practices / and employment / models including the revision of practice and workforce development plans. (Essential)
• Comprehensive knowledge and understanding of best practice modelling as it relates to both OD related services (L&D management) and the delivery of value for money and savings. (Essential)
• Significant knowledge and experience with understanding of how organisation design and development techniques, models and approaches can deliver the organisations ambitions through its people. (Essential)
• High standard of written, verbal presentational and communication skills in particular facilitation skills with a wide range of audience from senior leaders to employees across the council. (Essential)
• Excellent organisational skills to effectively plan and handle workload with conflicting priorities as well as maintaining a balanced customer focus. (Essential)
• Strong analytical ability with attention to detail, specifically focusing on analysing and interpreting complex statistical data including trends and performance management data, with a view to producing accurate and meaningful reports. (Essential)
• Must have a clear understanding of the diverse nature of Harrow’s communities and the implications for services delivered to residents and service users (Essential)
• Inclusive team worker who can foster partnerships, work collaboratively across teams to achieve desired performance and outcomes in a demanding and pressurised environment independently and as part of a team. (Essential)
• Ability to carry out duties outside normal working hours as may be necessary including response to emergency situations and the out of hours services (Essential)
• Ability to work efficiently and effectively in a demanding and pressurised environment independently and as part of a team to contribute to the broader HR&OD agenda (Essential)
• Proficient in the use of standard computer systems and technical databases (Essential)
• Demonstrate ability to build effective working relationships (Essential)
• Resourceful and pragmatic problem-solving skills (Essential)
• Project management and delivery skills (Essential)

Qualifications

• Educated to degree level or equivalent CIPD or has the equivalent relevant work experience. (Essential)
• Evidence of CPD (Essential)