OR106373 – OD Manager

Management Group: Directorate of Finance & Corporate Services

Department/Section: HR, Customer and Digital

Reports to: Head of HR and Organisational Learning

Grade: Bexley 18

Purpose of the job

To lead the design and delivery of key organisational development programmes that enable the successful implementation of the Council’s Culture Transformation Programme and People Strategy. Specifically, over the period of 12 months the post holder will be responsible for:

• Leading and managing the OD portfolio of work to support the implementation of the Council’s Delivery Framework (part of the Culture Transformation Programme), with particular focus on:
• Roll out of a new set of Corporate Values
• Target Operating Model
• Embedding of a new framework to drive a culture of accountability
• Final design and implementation of a revised performance management framework

To act as a strategic OD leader, shaping culture, leadership practice and workforce capability to improve organisational performance and outcomes for residents. Leadership and management of the OD team.

Principal accountabilities

Strategy

• To lead the design and delivery of key organisational development programmes that enable the successful implementation of the Council’s Culture Transformation Programme and People Strategy.
• To act as a strategic OD leader, shaping culture, leadership practice and workforce capability to improve organisational performance and outcomes for residents.

Direction

• To lead the design and delivery of corporate OD programmes aligned to organisational priorities.
• To establish governance, frameworks and success measures for OD interventions across the organisation.

Implementation Key Deliverables (12 months)

Organisational Values Rollout

• Lead the roll‑out of the Council’s new set of organisational values.
• Work with leaders, OD partners and communications to translate the values into visible behaviours and expectations for managers and staff.
• Deliver engagement, communications and learning interventions to embed values in day‑to‑day practice.

Embedding the Target Operating Model

• Develop and deliver OD interventions that support the cultural and behavioural shift required for the target operating model.
• Align leadership behaviours, workforce capability and organisational processes to the TOM design.
• Use data and insight to track adoption and impact of change.

Embedding a culture of Accountability

• Ensure the OD programme of work enables the embedding of a culture of accountability, through:
• Supporting the implementation of a new Accountability framework
• Embedding accountability into the new performance management framework
• Roll‑out of the Council’s values

Performance Management Framework

• Complete the design and implement a modern, values‑led performance management approach aligned to the council’s Delivery Framework and wider Culture Transformation Programme.
• Embed consistent goal setting, performance conversations, and accountability across all services.
• Upskill managers to effectively manage performance and drive high performance.
• Work with HR Delivery colleagues and our HR System provider to embed a user‑friendly system solution that supports the overall approach.

Organisational Control and Development

• To keep under review and develop the structures, procedures and working methods for which the post holder is responsible to ensure an integrated, effective and efficient approach to the delivery of services.
• To ensure that working practices and processes are developed that maximise the use of new technology to ensure efficient and effective delivery of services to residents.

Staff Management and Development

• To ensure that staff are recruited, managed, appraised and developed, and that effective arrangements are made for the training and development of all staff within the department so as to meet service needs and to provide equality of opportunity for all employees.

Person Specification

Management Group: Finance & Corporate Services

Department/Section: HR

Selection Criteria

• (a) Education and formal training (Essential)
• Degree‑level qualification or equivalent experience in Human Resources, Organisational Development, Business Management, Psychology or a related discipline.
• Evidence of continuing professional development.
• Accredited qualification in change management, coaching, facilitation or project management.
• (b) Relevant technical experience, knowledge & skills/abilities (Essential)
• Significant experience of working as an HR/OD professional with practical knowledge of developing, delivering and evaluating the effectiveness of Organisational Development interventions.
• Knowledge of effective programme and project management tools and proven experience of successful project management.
• Experience of working at all levels to influence culture and change, and of working with a range of stakeholders including staff, senior leaders and trade unions.
• Excellent IT skills including MS Office applications.
• Effective written and oral communication skills including report writing and presenting recommendations.
• Design and facilitation skills gained through leading and facilitating events.
• Understanding of the implications of working in a political environment.
• Experience of using workforce data, employee feedback, and organisational metrics to inform decision‑making.
• Experience of facilitating workshops, focus groups and development interventions.
• Ability to lead projects and manage competing priorities.
• Strong planning and organisational skills.
• Experience of managing resources and prioritising competing demands to ensure effective service delivery.

All qualified candidates will be considered for employment. We are an equal opportunity employer.