Practice Lead Manager

Number of Vacancies:

1

Time Type:

Full time

Worker Type:

Regular

Proposed Interview Date:

Thursday, July 30, 2026

Hours of Work:

37

Hiring Manager:

Melissa Leathley

Contact Number:

01482 616361

Job Description Summary:

This is a full time permanent post.
This role is not available for sponsorship therefore is only open to applicants who have the right to work in the UK
ROLE AND PURPOSE
The Adult Social Care vision in Hull is of ‘a life not a service’. Adult Social Care is person centred and focuses on individuals’ strengths to support them to take control of improving their own health, resilience and wellbeing.
We want to maximise people’s independence so individuals can achieve their goals and aspirations and live life to the fullest.
We work creatively with individuals, local communities and our partners, empowering them to deliver the best possible outcomes for people and to create a positive Adult Social Care culture.
Our work is solution focussed, ensuring that those who most need support receive it and that we can continue supporting people in the future. Practice lead managers will provide practice and /or professional leadership, by supporting the development of research informed practice, delivering a performance and quality assurance function, supporting staff development and contributing to strategic development in the organisation.
Post holders will make a difference by working with people in highly complex situations and supporting or developing staff knowledge to provide better outcomes for people needing support.
Post holders will assist in the management and development of a multi-disciplinary team to ensure staff understand and engage with adult social care values, vision and strategy. To work with staff to support people to have a life not a service and to safeguard them from harm.
Champion strengths-based approaches to social care. Be responsible for creating and delivering practice-based discussions which help staff to change practices by explaining new ways of working, supporting them to gain new skills and knowledge, providing context to the changes, and enabling staff to respond positively to the social care operating model.
To enable staff who feel challenged by change to express their anxieties and provide a safe environment in which this can be discussed. To achieve a shift in practice from that based on high intensity care and support provision to practice which prioritises resilience, prevention, and early intervention.
To understand and support development of solution focused conversations, active listening techniques, enhanced legal literacy, and system-wide awareness. To work with other senior management colleagues to deliver workforce training as required.
To understand assessment as a process and an intervention in its own right. To strongly promote joint and trusted assessments motivating staff to recommend creative and innovative approaches to ensure that people are fully participating and in control of their goals and aspirations.
Support the operational manager in their work to make sure that the staff teams are competent and confident in their practice by motivating staff to engage in shared learning, peer support and maintaining/supporting individual and team development.
Deputise for operational manager as directed. Managing performance and quality assurance. The post holder will assist the operational manager to ensure effective professional practice supervision and appraisals take place. They will make sure learning from the staff influence and informs the work of the organisation, providing feeding back to strategic leaders, and supporting and managing change as needed.PRINCIPAL ACCOUNTABILITIES:

1 Strategy –Maintain an awareness of changes in national and local contexts and their impact on practice, and communicate this effectively within and outside of the organisation. Positively influence developments that affect social work practiceContribute to and assists the manager to provide professional leadership of organisational change and development, including the identification of gaps in servicePromote positive working relationships in and across teams, using strategies for collaboration and contribute to a supportive organisational cultureFacilitates case discussion and quality monitoring to ensure that principles of the operating model are understood and implemented.Supports operational manager to nurture joint working across adult social care managing joint allocations and assessments.Safeguarding of vulnerable adults, implementing principles of Making Safeguarding Personal.Working to legislation, case law and statutory guidance, implements primary legislation and undertakes assessments/specific pieces of work relating to Mental Capacity Act 2005, Care Act 2014, Human Rights Act 1998, Mental Health Act 1983 e.g. undertaking complex Assessments of Capacity and complex / challenging Best Interest Decision Making; completes Deprivation of Liberty Safeguards assessments and acts as scrutineer for BIA assessments (as a Best Interest Assessor) ; completes applications to the Court of Protection and challenges to the Office of the Public Guardian
2 Customer Focus – Co-ordinates a range of strategies/approaches that keep people at the centre of their assessment ensuring that staff demonstrate and evidence effective partnerships that promote peoples self-resilience, choice and control.Distributing guidance and support to enable people to make their own choices and decisions, applying and updating best practice into policy and practice.Model and promote confident and critical application of professional ethics to decision-making using a legal and human rights framework, and support others to do this.Promote and support a partnership approach to working with individuals, communities, families and carers, providing clarity and reasoning when this approach is not appropriate
3 Performance Management – Supports operational manager with organising and facilitating team meetings, forums and workshops. Supervises and develops staff through a variety of forums e.g. 1-1 practice development, reflected practice, mentor, coaching including providing honest and constructive challenge/feedback.Research and appraise new ways of working including equipment and digital technology providing expert advice to enable staff/team develops competent and confident practice.As directed supports operational manager with continuous team development and service improvements.Directs the prompt implementation of new guidance, procedures and structures work plans to enable staff to complete structured learning and development.Model and assist the manager in taking responsibility for the positive use of workload tools; using workload data to inform the organisation’s workload management and risk management approachesContribute to the development and implementation of procedures that are fit for purpose, enhance best practice and contribute to better outcomes
4 Leadership – Provides support, advice and encouragement to meet principles of legislation, guidance policies and procedures.Validates assessments with quality audits of casework including observation of practice to ensure that staff have skills, knowledge and competencies to practice confidently.Deputises for operational manager to facilitate prompt and responsive service especially during periods of high demand/city wide escalation.Supports operational manager to carry out regular inspections/audits of premises and caseloads to ensure that policies and systems are in place which focus on health and wellbeing of staff and people and support the planning and mitigation of business risks and continuity.Assists team manager to promote a culture of professional curiosity embracing research within area of responsibility, encouraging the exploration of different cultures, concepts and ideasPromote, articulate and support a positive social work identityUnderstand concepts of holistic assessment of professional capability, and be able to apply to appraisal processes/performance reviews of social work teams and individuals.
5 Statutory Obligations – Meets the requirements of the professional regulatorAssists operational manager in ensuring practice is compliant with the law Supports staff to challenge situations where the interpretation of the law seems unfair or disproportionateSupports staff to access professional social work advice/ legal advice to be compliant with the lawProvides advise on statutory issues such as safeguarding, MCA, court of protection, human rights etc. to ensure legal literacy and compliant practice.Prepares evidence, writes reports to support operational manager in dealing with complaints, workforce issues, court proceedings etc.

NC3989.Practice Lead Manager - Multi Disciplinary Locality Teams.docx

Compensation Grades:

GRADES 10.

Pay Ranges:

£45,091.00 - £48,226.00

Job Classifications:

3- Not Politically Restricted - Designated As Not Politically Sensitive (Politically Restricted Posts), 7- Enhanced & Adults Barring List - (Disclosure and Barring Service (DBS)), Casual - (Travel Allowance Policy), No - (Childcare Disqualification Requirement), No - (Statutory Post), OSP - Other Support Staff (School WorkForce Census)

Benefits of Working of Hull City Council:
- A competitive salary
- An excellent pension through the Local Government Pension Scheme (LGPS)
- Initially 23 days annual leave depending on length of service. You will also get eight public holidays per year, and three additional days off, one in May/August and one during the Christmas/New year period
- Career development and learning experiences from a range of training courses and learning methods
- Supportive and forward-thinking culture
- Great career development opportunities

Please ensure that you complete and submit your application by midnight prior to the closing date. Please ensure that your application demonstrates how you meet the essential criteria against the person specification as listed in the job description.

We are committed to increasing the diversity, equality, and inclusion within our workforce to represent the people we serve and build an environment in which everyone can feel like they belong. We encourage people from all backgrounds to apply.

We adopt a ‘name blind’ approach to shortlisting. Recruiting managers will not have access to personal information, including your name and contact details, until a shortlisting decision has been made. Equality monitoring information is not accessible by recruiting managers at any stage.

We reserve the right to amend the dates associated with this advert, which may include closing the advert early where required.

The Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all employees and volunteers to share this commitment.

Online searches, including social media, may be carried out as part of the recruitment process.