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Deputy Director of People & OD (Change Management)

Job Description

Deputy Director of People & Organisational Development

Salary: Band 8d

This is a new and exciting role, supporting the Director of People and Organisation Development to lead the implementation of the Trust’s Workforce Planning, and cultural transformation approach and its associated programmes of work.

Role summary –

  • Delivering improvement a values-based people management and organisational development approach to ensure the right workforce is in place, with the right skills and expertise to deliver a patient centred service and the Trusts transformational ambitions in the local health economy.

  • Supporting the implementation of People strategies (national, local and at system level) for the Trust, to develop a high performing, open and transparent culture focused on quality.

  • Working collaboratively with key stakeholders in the organisation to deliver best practice alongside financial and operational efficiency. Support the inclusion and health and wellbeing agenda, that engages and values our people.

  • To support the Deputy Director of People and Organisational Development to develop, deliver, monitor and evaluate key projects and strategies.

The ideal candidate with have –

  • Master’s level qualification or able to demonstrate having attained experience of an equivalent level.

  • Chartered Member of the CIPD.

  • Working at a senior management level in a multi-professional environment.

  • Developing workforce plans and HR polices & procedures aligned to an organisational strategy.

  • Working knowledge of highly complex employment law e.g., employee relations matters, the Tribunal system, TUPE.

  • Detailed knowledge and understanding of change theory, management tools and techniques and contribution of the HR function to transformational change.

To request information regarding the role, or for an exploratory and confidential conversation about the post, please contact Neil Fineberg at

We are committed to ensuring that we can reflect the diversity of our local communities that we serve. We are underrepresented at senior management level by those from a BAME background, individuals with a disability or those identifying as LGBTQ+ so welcome candidates from a diverse background.