Total 79 Director/C-Level job vacancies in London, London, EC2V 6DB

We are seeking an experienced Win Centre Director to join our team.

This exciting new role supports us in the acceleration of our Integrated Pursuit Team through our Capita Win Centre model.

Our Win Centre capability supports the biggest and most exciting deals around, with ambitious plans for Growth for 2025 and beyond. This high profile role offers you the opportunity to make an impact impact, supporting our three key Client Groups to deliver mid and long term sustainable growth and business performance. We're looking for the best of the best to supercharge these plans.

Are you ready to take on your next challenge?!

This is a home based role. We're truly committed to building a diverse and representative workforce and as part of our strategic plans we are aiming to accelerate gender and ethnic representation in leadership. As such we would particularly welcome applications from people who are female and/or are from Black, Asian and other ethnic minority backgrounds. What you'll be doing :

• Leads and owns strategy for the delivery and transformation of the Win Centre capability in line with international best practice.
• Creates and imparts an effective, high-performance and continuous improvement culture for the Win Centre capability that drives functional excellence.
• Challenges the Win Centre team on win strategy aligned to solution and pricing for key priority deals, including challenging Operational, Financial and/or Commercial inputs.
• Acts as an approver at the Client Group level on behalf of Growth for Qualification and Deal Approval.
• Proactively manages function against utilisation and productivity expectations.
• Owns, establishes and deploys team Performance Management controls including agreed team capacity and utilisation metrics, supported by Growth Operations & Enablement leads.
• Owns and proactively manages overall Win Centre budget within agreed limits and delegated authority.
• Leads in the chairing of Lessons Learned processes on submitted proposals, devising action plans accordingly to reflect into future deals.
• Manages, monitors and reports on agreed functional KPIs and performance metrics.
• Creates and presents reporting that supports and informs strategic decisions in a complex environment, with a lateral view across the full CPS portfolio.

What we're looking for :

• Effective, motivational management of senior people managers, in a high challenge, high complexity environment.
• Holds expert knowledge and insight for Win Centre capability best practice and functional management, with demonstrable success and extensive external network.
• Strong commercial acumen, including a working understanding of company financial procedures and effective risk management.
• Defines and models effective internal and external relationships with colleagues, suppliers and partners that enables effective collaborative working and a positive and productive working environment.
• Fluent communicator across all media with internal and external stakeholders at all levels. Communicates decisively and transparently; able to defend a position effectively and give confidence upwards and downwards.
• Ability to prioritise and manage multiple conflicting priorities simultaneously, whilst maintaining attention to detail.

About Capita Public Service

Capita Public Service is an essential partner to the Public Sector. With over 40 years' experience, we partner with over 500 government and public bodies to tackle society's biggest challenges across Central Government, Local Public Service and Defence & National Preparedness. To support our stated ambition to be the Public Sector's go-to partner, the business has recently announced the creation of a new specialist internal function that brings together critical sales and sales enablement under a single leadership: a Win Centre of specialist integrated pursuit capability, delivered alongside Growth Strategy, Marketing, Products, Propositions & Solutions, Transactional Sales and Sales Operations.

What's in it for you?

• A competitive basic salary of up to £140,000
• 23 days' holiday (rising to 27 ) with the opportunity to buy extra leave
• The opportunity to take a paid day out of the office, volunteering for our charity partners or a cause of your choice
• Auto-enrolment to our company pension, life assurance, a cycle2work scheme, 15 weeks' fully paid maternity, adoption and shared parental leave, paternity pay of two weeks...and plenty more
• Voluntary benefits designed to suit your lifestyle - from discounts on retail and socialising, to health & wellbeing, travel and technology
• Access to our Employee Network Groups, which represent every strand of diversity and allow colleagues to connect and learn from each other on an open, inclusive platform

You'll get the chance to follow your chosen career path anywhere in Capita. You'll be joining a network of experienced, innovative and dedicated individuals across multiple disciplines and sectors. There are countless opportunities to learn new skills and develop in your career, and we'll provide the support you need to do just that. Our purpose is to create a better outcome for you.

What we hope you'll do next:

Choose 'Apply now' to fill out our short application, so that we can find out more about you.

Equal Opportunities

At Capita, we're committed to providing an inclusive, barrier-free recruitment process and working environment for everyone. We want everyone to have the best chance of succeeding as they move through their application and start their career with us. We are an equal opportunity and Disability Confident employer, we want to hear from you if you'd like to discuss any adjustments you might need during your recruitment process. Please email reasonableadjustments@capita.com or call 07784 237318 and we'll get back to you to discuss. For more information about equal opportunities and the types of adjustments we can offer, please visit the Capita Careers website.

If you have a question that does not relate to adjustments during your recruitment process, please email our Talent Acquisition team - CPScareers@capita.com

Proud member of the Disability Confident employer scheme

The Growth Team are seeking an experienced and driven individual to join the team as Frameworks Director.

In this team the successful candidate will supports the biggest and most exciting deals around, with ambitious plans for Growth for 2025 and beyond.

This high profile role will offer the opportunity to have real impact, supporting our three key Client Groups to deliver mid and long term sustainable growth and business performance.

We're looking for the best of the best to supercharge these plans. Are you ready to take on your next challenge?!

This is a home based role. We're truly committed to building a diverse and representative workforce and as part of our strategic plans we are aiming to accelerate gender and ethnic representation in leadership. As such we would particularly welcome applications from people who are female and/or are from Black, Asian and other ethnic minority backgrounds

What you'll be doing :

• Deliver an effective centralised Framework Management capability by providing ownership of Capita's positions on external client Framework(s), supporting Frameworks of all values and for all Client Groups.
• Makes recommendations as to the future strategy for Framework Management in Capita Public Service, in support of wider Divisional Growth Plans.
• Own relationships with external Framework owners top support visibility and engagement, including Crown Commercial Services, on behalf of Capita Public Service.
• Operate as the 'go to' colleague for all information relating to the relevant Framework(s), including the dissemination of timely information relating to Framework opportunities to Growth and Sales teams to support pipeline development.
• Act as 'sales lead' where appropriate on the re-procurement of head Frameworks and/or priority Framework opportunities.
• Implements an effective process for the regular review of relevant Framework Procurement portals through Growth administrative support, ensuring customer correspondence are identified and disseminated quickly and accurately.
• Implements an effective process for the distribution of relevant company reporting in relation to Capita's Framework projects in line with company policy and cadence, ensuring this is timely, accurate and up-to-date.
• Leads Capita's response to Framework Audit processes instigated by Framework Publishers and coordinates input from other Capita functions.
• Maintains an accurate and electronically secure repository of Capita Framework access including Procurement portal logins and associated email addresses.

What we're looking for :

• Comfortable working with autonomy in a high challenge, high complexity environment, including delegation to others of varying seniority.
• Deep understanding of the public sector procurement environment, including a strong understanding of decision-making and contracting processes, particularly in relation to Frameworks.
• Demonstrable ability to build effective internal and external relationships with colleagues, suppliers and partners that enables effective collaborative working and a positive and productive working environment, adapting communications style to influence.
• Anticipates objections to proposed approach and can gain buy-in from decision makers, including managing differing perspectives to a recommended position.
• Proficient in Microsoft 365 for general business.
• Ability to prioritise and manage multiple conflicting priorities simultaneously, whilst maintaining attention to detail.

About Capita Growth:

Capita Public Service is an essential partner to the Public Sector. With over 40 years' experience, we partner with over 500 government and public bodies to tackle society's biggest challenges across Central Government, Local Public Service and Defence & National Preparedness. To support our stated ambition to be the Public Sector's go-to partner, the business has recently announced the creation of a new specialist internal function that brings together critical sales and sales enablement under a single leadership: a Win Centre of specialist integrated pursuit capability, delivered alongside Growth Strategy, Marketing, Products, Propositions & Solutions, Transactional Sales and Sales Operations.

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What's in it for you?

• A competitive basic salary of £75,000 - £110,000 dependent on experience
• 23 days' holiday (rising to 27 ) with the opportunity to buy extra leave
• The opportunity to take a paid day out of the office, volunteering for our charity partners or a cause of your choice
• Auto-enrolment to our company pension, life assurance, a cycle2work scheme, 15 weeks' fully paid maternity, adoption and shared parental leave, paternity pay of two weeks...and plenty more
• Voluntary benefits designed to suit your lifestyle - from discounts on retail and socialising, to health & wellbeing, travel and technology
• Access to our Employee Network Groups, which represent every strand of diversity and allow colleagues to connect and learn from each other on an open, inclusive platform

You'll get the chance to follow your chosen career path anywhere in Capita. You'll be joining a network of experienced, innovative and dedicated individuals across multiple disciplines and sectors. There are countless opportunities to learn new skills and develop in your career, and we'll provide the support you need to do just that. Our purpose is to create a better outcome for you.

What we hope you'll do next:

Choose 'Apply now' to fill out our short application, so that we can find out more about you.

Equal Opportunities

At Capita, we're committed to providing an inclusive, barrier-free recruitment process and working environment for everyone. We want everyone to have the best chance of succeeding as they move through their application and start their career with us. We are an equal opportunity and Disability Confident employer, we want to hear from you if you'd like to discuss any adjustments you might need during your recruitment process. Please email reasonableadjustments@capita.com or call 07784 237318 and we'll get back to you to discuss. For more information about equal opportunities and the types of adjustments we can offer, please visit the Capita Careers website.

If you have a question that does not relate to adjustments during your recruitment process, please email our Talent Acquisition team - CPScareers@capita.com

Proud member of the Disability Confident employer scheme

You will serve as a Deputy Director of Admissions and be responsible for developing, coordinating and executing the Academy's marketing, communication, recruitment, and outreach plans under the umbrella of the Strategic Enrollment Management Plan with the goal or recruiting and selecting the best students to meet the compelling interests of the Coast Guard and Coast Guard Academy.

Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include:

• Serving as a subject matter expert in the complex field of college admissions and directly responsible for developing, coordinating and executing the Academy's marketing, communication, recruitment, and outreach plans under the umbrella of the Strategic Enrollment Management Plan.
• Setting or helping to formulate strategic goals and operating procedures, budgeting, training and supervising staff, providing oversight for admissions events and activities, and leading assessment activities to meet annual enrollment goals.
• Managing all phases of planning and executing annual $3M budget as well as personnel management of the staff in the office.
• Making numerous presentations to both small and large audiences on a frequent basis including interested applicants, families, visitors, CGA Senior Leadership Team, CGA Board of Trustees and other Flag level officers as needed.
• Accomplishing work through the technical and administrative direction of others, including assigning and reviewing work, approving leave, and performing other supervisory functions.

Starting at $137,680 Per Year (GS 14)

You will serve as a Deputy Director of Admissions and be responsible for developing, coordinating and executing the Academy's marketing, communication, recruitment, and outreach plans under the umbrella of the Strategic Enrollment Management Plan with the goal or recruiting and selecting the best students to meet the compelling interests of the Coast Guard and Coast Guard Academy.

Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include:

• Serving as a subject matter expert in the complex field of college admissions and directly responsible for developing, coordinating and executing the Academy's marketing, communication, recruitment, and outreach plans under the umbrella of the Strategic Enrollment Management Plan.
• Setting or helping to formulate strategic goals and operating procedures, budgeting, training and supervising staff, providing oversight for admissions events and activities, and leading assessment activities to meet annual enrollment goals.
• Managing all phases of planning and executing annual $3M budget as well as personnel management of the staff in the office.
• Making numerous presentations to both small and large audiences on a frequent basis including interested applicants, families, visitors, CGA Senior Leadership Team, CGA Board of Trustees and other Flag level officers as needed.
• Accomplishing work through the technical and administrative direction of others, including assigning and reviewing work, approving leave, and performing other supervisory functions.

Starting at $137,680 Per Year (GS 14)

The Deputy Chief People Officer is the most senior People & Organisational Development (OD) leadership role below the Executive and has responsibility for developing and driving a high performance People & OD service culture whilst also putting in place a range of large-scale initiatives that give our people the best experience in the NHS.

The Deputy Chief People Officer will be responsible for oversight of all aspects of the Trust’s People and OD team activities within their respective portfolios and will work closely with the Deputy CPO Learning & OD to deliver on our leadership development and education agenda.

The post-holder will jointly lead the HR & OD function within the Trust, ensuring that it serves the needs of clinical and non-clinical departments across the organisation and works in partnership with our staff and staff representatives.

The post will also have direct accountability for the workforce transformation and innovation agenda, in particular the use of robotics and artificial intelligence, and support the Associate Directors of People and OD in the delivery of their operational people portfolio.

Chelsea and Westminster Hospital NHS Foundation Trust is one of England's top-performing and safest trusts. We operate two main acute hospital sites—Chelsea and Westminster Hospital and West Middlesex University Hospital—along with award-winning clinics across North West London.

Our nearly 7,500 staff care for a diverse population of 1.5 million, providing full clinical services, including maternity, A&E, and children’s services, plus specialist HIV and sexual health clinics. The Care Quality Commission rates us 'Good' in safety, effectiveness, care, and responsiveness, and 'Outstanding' in leadership and resource use.

We continually invest in our facilities, including a £30m expansion of critical care at Chelsea and Westminster and an £80m Ambulatory Diagnostic Centre at West Middlesex.

We welcome applications for flexible working arrangements, accommodating requests where possible to support our staff and patient needs.

The Trust is committed to equality and welcomes applications from all, regardless of background. Adjustments can be made for disabled candidates. Early application is advised as vacancies may close once sufficient applications are received. If you haven’t heard from us within three weeks of the closing date, your application was likely unsuccessful. Employment is subject to a six-month probationary period.

Some roles may require weekend shifts at multiple sites.
Strategy and Policy


Develop strategic people plans in line with the People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large-scale initiatives and transformation programmes.

Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes Chelwest a great place to work.



Interpret and anticipate national, regional and local policy to ensure the Trust’s strategic plans support effective recruitment, retention, leadership and management of staff.



Contribute to the successful delivery of the APC& ICS objectives.


Organisational Development/Workforce planning


Provide leadership, working with the Deputy Chief People Officer of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trust’s mission, values and commitments.



Introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation.
Equality, Diversity and Inclusion (EDI)


Ensure that all HR services are truly inclusive and support the trusts equality and diversity plans and strategies. Embed EQHIA into the development of all Trust policies and procedures and ensure the Trust is complaint with the Public Sector Equality Duty.
Workforce Planning and Performance


Work with the CPO and Deputy CPO L&OD to develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trust’s annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels.



Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term.
Employee Relations


Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning.



Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives.
People and OD function


Provide professional leadership, vision and direction for the People and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust.



Develop the capacity and capability across all aspects of the portfolio to ensure a fit for purpose team



For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.


This advert closes on Sunday 15 Dec 2024

A Vacancy at Chelsea and Westminster Hospital NHS Foundation Trust.


Thank you for expressing an interest in the role of Deputy Chief People Officer at Chelsea and Westminster Hospital NHS Foundation Trust (CW). This is an exciting time to join our team, leading a workforce that supports one of the top performing hospitals in the country and is determined to deliver innovation and exceptional patient care.

We have spent the last two years working developing our People Strategy and our People & OD delivery model and supporting structures. We are now excited to be making permanent appointments to pivotal senior leadership roles within the new structure. We are seeking an exceptional leader who can quickly assimilate into the Deputy Chief People Officer role and join our high performing People & OD Senior Leadership Teams. This role is unique in leading the Learning and Organisational Development service over two Trusts, CW and the Hillingdon Hospital NHS Foundation Trust (THH) and works with both senior leadership teams and across both trust sites. You will be highly driven, goal and action-oriented, with a talent for inspiring and motivating teams, backed by a proven track record of delivery.

You will bring significant experience in developing and implementing learning and OD strategy within a large-scale, complex environment, collaborating with senior leadership teams and stakeholders. You will have a strong learning and OD background with experience of assessing organisational development needs and creating effective and innovative solutions.

Experience in employee engagement and equity, diversity and inclusion is essential whilst knowledge of apprenticeship provision and medical education would be advantageous. You will be pivotal in supporting us to address the staffing challenges facing the NHS at the moment but will recognise this also provides us with an opportunity to make a real difference in how we attract, retain and develop a modern workforce to provide the best possible care to patients. A key priority is the safety and wellbeing of our staff while ensuring that our patients remain at the heart of everything we do.

As a senior leader within the Acute Provider Collaborative (APC), you will represent our Trust within the APC People Services Improvement Programme, leading collaborative work streams and projects. Your role will be to deliver excellent learning & OD services, drive engagement and inclusion and help us create the compassionate and inclusive culture required to enable our over 11,00 staff across the two trusts to continue to deliver excellent and compassionate patient care.

Chelsea and Westminster Hospital NHS Foundation Trust is one of England's top-performing and safest trusts. We operate two main acute hospital sites—Chelsea and Westminster Hospital and West Middlesex University Hospital—along with award-winning clinics across North West London.

Our nearly 7,500 staff care for a diverse population of 1.5 million, providing full clinical services, including maternity, A&E, and children’s services, plus specialist HIV and sexual health clinics. The Care Quality Commission rates us 'Good' in safety, effectiveness, care, and responsiveness, and 'Outstanding' in leadership and resource use.

We continually invest in our facilities, including a £30m expansion of critical care at Chelsea and Westminster and an £80m Ambulatory Diagnostic Centre at West Middlesex.

We welcome applications for flexible working arrangements, accommodating requests where possible to support our staff and patient needs.

The Trust is committed to equality and welcomes applications from all, regardless of background. Adjustments can be made for disabled candidates. Early application is advised as vacancies may close once sufficient applications are received. If you haven’t heard from us within three weeks of the closing date, your application was likely unsuccessful. Employment is subject to a six-month probationary period.

Some roles may require weekend shifts at multiple sites.

For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.


This advert closes on Sunday 15 Dec 2024

The Deputy Chief People Officer is the most senior People & Organisational Development (OD) leadership role below the Executive and has responsibility for developing and driving a high performance People & OD service culture whilst also putting in place a range of large-scale initiatives that give our people the best experience in the NHS.

The Deputy Chief People Officer will be responsible for oversight of all aspects of the Trust’s People and OD team activities within their respective portfolios and will work closely with the Deputy CPO Learning & OD to deliver on our leadership development and education agenda.

The post-holder will jointly lead the HR & OD function within the Trust, ensuring that it serves the needs of clinical and non-clinical departments across the organisation and works in partnership with our staff and staff representatives.

The post will also have direct accountability for the workforce transformation and innovation agenda, in particular the use of robotics and artificial intelligence, and support the Associate Directors of People and OD in the delivery of their operational people portfolio.

Chelsea and Westminster Hospital NHS Foundation Trust is one of England's top-performing and safest trusts. We operate two main acute hospital sites—Chelsea and Westminster Hospital and West Middlesex University Hospital—along with award-winning clinics across North West London.

Our nearly 7,500 staff care for a diverse population of 1.5 million, providing full clinical services, including maternity, A&E, and children’s services, plus specialist HIV and sexual health clinics. The Care Quality Commission rates us 'Good' in safety, effectiveness, care, and responsiveness, and 'Outstanding' in leadership and resource use.

We continually invest in our facilities, including a £30m expansion of critical care at Chelsea and Westminster and an £80m Ambulatory Diagnostic Centre at West Middlesex.

We welcome applications for flexible working arrangements, accommodating requests where possible to support our staff and patient needs.

The Trust is committed to equality and welcomes applications from all, regardless of background. Adjustments can be made for disabled candidates. Early application is advised as vacancies may close once sufficient applications are received. If you haven’t heard from us within three weeks of the closing date, your application was likely unsuccessful. Employment is subject to a six-month probationary period.

Some roles may require weekend shifts at multiple sites.
Strategy and Policy


Develop strategic people plans in line with the People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large-scale initiatives and transformation programmes.

Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes Chelwest a great place to work.



Interpret and anticipate national, regional and local policy to ensure the Trust’s strategic plans support effective recruitment, retention, leadership and management of staff.



Contribute to the successful delivery of the APC& ICS objectives.


Organisational Development/Workforce planning


Provide leadership, working with the Deputy Chief People Officer of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trust’s mission, values and commitments.



Introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation.
Equality, Diversity and Inclusion (EDI)


Ensure that all HR services are truly inclusive and support the trusts equality and diversity plans and strategies. Embed EQHIA into the development of all Trust policies and procedures and ensure the Trust is complaint with the Public Sector Equality Duty.
Workforce Planning and Performance


Work with the CPO and Deputy CPO L&OD to develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trust’s annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels.



Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term.
Employee Relations


Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning.



Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives.
People and OD function


Provide professional leadership, vision and direction for the People and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust.



Develop the capacity and capability across all aspects of the portfolio to ensure a fit for purpose team



For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.


This advert closes on Sunday 15 Dec 2024

Strategy and Policy Develop strategic people plans in line with the People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large-scale initiatives and transformation programmes. Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes Chelwest a great place to work. Interpret and anticipate national, regional and local policy to ensure the Trusts strategic plans support effective recruitment, retention, leadership and management of staff. Contribute to the successful delivery of the APC& ICS objectives. Organisational Development/Workforce planning Provide leadership, working with the Deputy Chief People Officer of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trusts mission, values and commitments. Introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation. Equality, Diversity and Inclusion (EDI) Ensure that all HR services are truly inclusive and support the trusts equality and diversity plans and strategies. Embed EQHIA into the development of all Trust policies and procedures and ensure the Trust is complaint with the Public Sector Equality Duty. Workforce Planning and Performance Work with the CPO and Deputy CPO L&OD to develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trusts annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels. Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term. Employee Relations Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning. Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives. People and OD function Provide professional leadership, vision and direction for the People and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust. Develop the capacity and capability across all aspects of the portfolio to ensure a fit for purpose team For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.

Key Responsibilities: 1) Leadership, as part of the Operations Directorate SLT 1. Provide strong visible leadership across the Operations Directorate to ensure the delivery of high quality patient focused services 2. Drive through the delivery of ambitious targets to continually improve performance within the Operations Directorate. 3. Introduce new and innovative strategies to maximise organisational efficiency. 4. Provide professional support and coaching to the management team. 5. Provide demonstrable assurance that all staff in the Operations Directorate are clear about what is expected and are working together in successful teams to achieve the Trusts vision. 6. Lead on the implementation of new systems, processes and policies. 7. Take the strategic operational lead within the Operations Directorate, ensuring most effective use of resources. 8. To act on behalf of the Service Director as required. 2) Service Development 1. In collaboration with directorate and service leads take lead responsibility for the implementation of improved patient care ensuring and continuously monitor the outcomes of services. 2. To have an active role in determining Operations Directorate priorities and objectives and contribute to the Trusts strategic plan. 3. To provide demonstrable assurance that processes are in place for continual review of services to achieve an optimal fit between clinical service delivery and current best practice. 4. Encourage and promote a quality and improvement agenda to ensure sharing good practice and excellence as appropriate. 5. Provide demonstrable assurance of clinical services delivery and patient outcomes, ensuring Commissioner clarity and effective service strategy within the Operations Directorate, other Operations Directorates in the Trust and KHP Clinical Academic Groups. 3) Operational & Performance Management 1. To manage the operational performance of the Operations Directorate ensuring the delivery of high quality patient care. 2. To develop operational objectives within Operations Directorate, to ensure the achievement of Trust Targets and are consistent with Trust objectives. 3. Provide demonstrable assurance that effective clinical governance, risk management and controls assurance systems and procedures are embedded into the culture of the Operations Directorate 4. Ensure capital utilisation is maximised to optimise productivity and improve patient care including effective infection control systems. 5. Work closely with Clinicians, Managers and Trust Leads to ensure that the Operations Directorate is meeting its contractual obligations. 6. To lead on performance management systems in the Operations Directorate in order to provide assurance to the Operations Directorate Leadership and Trust Board that the Operations Directorate is meeting its statutory and contractual requirements. 7. To lead on wider strategies to deliver integrated models of care as part of the Kings Health Partners mission to develop integrated care in community settings. 8. To lead on the delivery of Operations Directorate performance improvement programmes. 9. To manage the Operations Directorate Business and Planning function and develop and deliver the Operations Directorate business plan cycle. 10. As part of the Operations Directorate SLT, to investigate and monitor with service managers and the Clinical Director SIs complaints and disciplinary issues and provide specialist advice as necessary. 4) Financial Management 1. Work with the Finance Business Partner to provide demonstrable assurance that robust financial management systems and processes are in place to optimally utilise the Operations Directorate budget and resources. 2. Meet annual financial targets including Trust Cost Improvement Programmes (CIP), Commissioner Quality Innovation Prevention and Productivity programmes (QIPP) and any relevant partnership/alliance improvement programmes. 3. Provide demonstrable assurance that all delegated budgets within the Operations Directorate adhere to Trust Standing Financial Instructions and Standing Orders. 4. Establish a system for business risk evaluation of service developments. 5) Governance and Risk 1. Provide demonstrable assurance that patient safety is at the centre of Operations Directorate planning, analysis and performance delivery. 2. Provide demonstrable assurance that the Directorate employs robust risk management and systems for clinical quality and safety improvement. 3. Promote clinical information for benchmarking and audit to improve patient experience and delivery of excellent performance. 4. Provide demonstrable assurance that systems are in place to deliver accurate and timely statutory information (e.g. Data Protection and Freedom of Information). 5. As part of the Operations Directorate SLT, provide demonstrable assurance of strategy and practice implemented to achieve all regulatory duties and other compliance standards. 6) Human Resource Management 1. Develop and maintain robust staff development systems within the Operations Directorate engendering a culture of openness, value and respect. 2. Establish effective communication systems with all members of staff within the Directorate. Communication systems will reflect a two way relationship allowing Trust information to be disseminated, whilst also allowing individuals an opportunity to feedback any ideas or concerns. 3. Work with the HR Function and the HR Business Partners to ensure that all managers and employees comply with Trust policies and procedures, HR best practice and employment law. 4. Provide demonstrable assurance that all direct line management staff in the Directorate are regularly appraised and have a Personal Development Plan. 5. Promote a culture where staff feel empowered and accountable for the service they provide. 6. Provide demonstrable assurance that all staff in the department receive appropriate training and on-going development to enable them to competently and safely fulfil their roles.

Strategy and Policy Develop strategic people plans in line with the People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large-scale initiatives and transformation programmes. Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes Chelwest a great place to work. Interpret and anticipate national, regional and local policy to ensure the Trusts strategic plans support effective recruitment, retention, leadership and management of staff. Contribute to the successful delivery of the APC& ICS objectives. Organisational Development/Workforce planning Provide leadership, working with the Deputy Chief People Officer of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trusts mission, values and commitments. Introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation. Equality, Diversity and Inclusion (EDI) Ensure that all HR services are truly inclusive and support the trusts equality and diversity plans and strategies. Embed EQHIA into the development of all Trust policies and procedures and ensure the Trust is complaint with the Public Sector Equality Duty. Workforce Planning and Performance Work with the CPO and Deputy CPO L&OD to develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trusts annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels. Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term. Employee Relations Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning. Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives. People and OD function Provide professional leadership, vision and direction for the People and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust. Develop the capacity and capability across all aspects of the portfolio to ensure a fit for purpose team For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.

Strategy and Policy Develop strategic people plans in line with the People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large-scale initiatives and transformation programmes. Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes Chelwest a great place to work. Interpret and anticipate national, regional and local policy to ensure the Trusts strategic plans support effective recruitment, retention, leadership and management of staff. Contribute to the successful delivery of the APC& ICS objectives. Organisational Development/Workforce planning Provide leadership, working with the Deputy Chief People Officer of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trusts mission, values and commitments. Introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation. Equality, Diversity and Inclusion (EDI) Ensure that all HR services are truly inclusive and support the trusts equality and diversity plans and strategies. Embed EQHIA into the development of all Trust policies and procedures and ensure the Trust is complaint with the Public Sector Equality Duty. Workforce Planning and Performance Work with the CPO and Deputy CPO L&OD to develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trusts annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels. Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term. Employee Relations Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning. Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives. People and OD function Provide professional leadership, vision and direction for the People and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust. Develop the capacity and capability across all aspects of the portfolio to ensure a fit for purpose team For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.

The Deputy Chief People Officer is the most senior People & Organisational Development (OD) leadership role below the Executive and has responsibility for developing and driving a high performance People & OD service culture whilst also putting in place a range of large-scale initiatives that give our people the best experience in the NHS.

The Deputy Chief People Officer will be responsible for oversight of all aspects of the Trust’s People and OD team activities within their respective portfolios and will work closely with the Deputy CPO Learning & OD to deliver on our leadership development and education agenda.

The post-holder will jointly lead the HR & OD function within the Trust, ensuring that it serves the needs of clinical and non-clinical departments across the organisation and works in partnership with our staff and staff representatives.

The post will also have direct accountability for the workforce transformation and innovation agenda, in particular the use of robotics and artificial intelligence, and support the Associate Directors of People and OD in the delivery of their operational people portfolio.

Chelsea and Westminster Hospital NHS Foundation Trust is one of England's top-performing and safest trusts. We operate two main acute hospital sites—Chelsea and Westminster Hospital and West Middlesex University Hospital—along with award-winning clinics across North West London.

Our nearly 7,500 staff care for a diverse population of 1.5 million, providing full clinical services, including maternity, A&E, and children’s services, plus specialist HIV and sexual health clinics. The Care Quality Commission rates us 'Good' in safety, effectiveness, care, and responsiveness, and 'Outstanding' in leadership and resource use.

We continually invest in our facilities, including a £30m expansion of critical care at Chelsea and Westminster and an £80m Ambulatory Diagnostic Centre at West Middlesex.

We welcome applications for flexible working arrangements, accommodating requests where possible to support our staff and patient needs.

The Trust is committed to equality and welcomes applications from all, regardless of background. Adjustments can be made for disabled candidates. Early application is advised as vacancies may close once sufficient applications are received. If you haven’t heard from us within three weeks of the closing date, your application was likely unsuccessful. Employment is subject to a six-month probationary period.

Some roles may require weekend shifts at multiple sites.
Strategy and Policy


Develop strategic people plans in line with the People Strategy to ensure that new ways of working, new ways of delivering care, and growing our future workforce are at the forefront and drive through all large-scale initiatives and transformation programmes.

Take a regional and system role in leading, shaping and developing strategic plans that challenge the status quo and contribute to the development and of a high-performance People & OD service culture that makes Chelwest a great place to work.



Interpret and anticipate national, regional and local policy to ensure the Trust’s strategic plans support effective recruitment, retention, leadership and management of staff.



Contribute to the successful delivery of the APC& ICS objectives.


Organisational Development/Workforce planning


Provide leadership, working with the Deputy Chief People Officer of Learning and OD, to ensure that there is an ambitious, highly visible, actively managed programme of organisational development initiatives in place, designed to shape the organisational culture in support of the Trust’s mission, values and commitments.



Introduce new, flexible roles and ways of working, putting workforce redesign at the heart of service transformation.
Equality, Diversity and Inclusion (EDI)


Ensure that all HR services are truly inclusive and support the trusts equality and diversity plans and strategies. Embed EQHIA into the development of all Trust policies and procedures and ensure the Trust is complaint with the Public Sector Equality Duty.
Workforce Planning and Performance


Work with the CPO and Deputy CPO L&OD to develop and implement a workforce planning strategy, underpinned by an annual planning process that is integral to the Trust’s annual plan, ensuring the organisation has an appropriately skilled and experienced workforce at all levels.



Develop and implement proactive recruitment and retention plans, which ensure that the Trust has the right numbers of appropriately qualified and trained staff for both the short and long term.
Employee Relations


Develop and promote productive partnership working with staff, trade unions and staff governors, involving them in strategic and operational planning.



Work cooperatively with trade unions and professional bodies to enable the Trust to deliver its business objectives.
People and OD function


Provide professional leadership, vision and direction for the People and OD function and provide high quality, innovative and consistent operational services to meet the needs of clinical and non-clinical departments across the Trust.



Develop the capacity and capability across all aspects of the portfolio to ensure a fit for purpose team



For the full job description and person specification please view the attachment/s. The full job description will provide you with an overview of tasks and responsibilities of the role. The person specification details the qualifications, skills, experience and knowledge required.


This advert closes on Sunday 15 Dec 2024

Associate Director - Building Structures
Permanent
North London
£60,000 - £70,000 + Package + Hybrid working

A vacancy exists for an Associate Director Structural Engineer to join this premier structural consultancy in North London The role involves managing and delivering projects alongside experienced directors who will act as your professional mentor.

The work involves varied and challenging building structures projects, both in teh UK and overseas ranging in value from £50m and £400m.

The Associate Director Structural Engineer role requires a ‘hands on’ approach and the application of professional engineering knowledge and skills to steer the direction of projects. Excellent career prospects are available as the consultancy continues to grow in reputation and size.

Duties will involve; team management, business development and winning work, the preparation of feasibility studies, concept and scheme design reports, design calculations (a working knowledge Eurocodes is desired), preparation of contract documents and specifications and supervision of staff. The role also involves undertaking project management tasks for certain projects and dealing with clients.

Specific objectives include:

- To provide high level technical services.
- To provide support, training and guidance to other staff.
- To develop and retain specialist knowledge.
- Reporting to the building structures director and managing graduates/junior members of staff.

Experience of working in a similar high calibre UK structures design consultancy is essential, typically with at least 10 years practical design experience. Chartered Engineer status is desirable.

Qualities:

- Self-motivated and enthusiastic.
- Capable of operating with minimal supervision.
- Leadership skills.
- Seeking increasing level of responsibility.
- Client facing skills and building client relationships.

To be considered for this very good opportunity apply now for an immediate call back.

We are looking for an experienced internal candidate that has substantive iUEC knowledge and respective operational pressures.

You will work as part of a fast paced team responsible for the leadership, planning and overseeing delivery of the UEC Recovery Plan (Year 2), representing the National Programme Director and working collaboratively with Government, DHSC, and NHS stakeholders across strategy, transformation, operations, and performance teams. The postholder should have in depth understanding of the UEC programmes and processes, and experience with clinicians on developing strategy.

The postholder will be expected to manage very senior internal, external, and political stakeholders, giving confidence on both the programme’s successes and resolution of risks and issues.

Working closely with colleagues across the system, the postholder will:
• • Drive delivery of the UEC Recovery Plan, supporting and ensuring alignment across the system.
• Deputise on behalf of the National Programme Director and liaise with DHSC and various stakeholders.
• Engage with key strategic regional and national policy makers to inform development of strategy and policies.
• Develop NHS England briefings to Ministers and the Secretary of State for Health and Social Care.
• Have a thorough understanding of iUE pressures and be able to summarise key issues and briefings from complex data and information for the NPD ahead of meetings.
• Have oversight and challenge delivery across programmes of work in a constructive and supportive manner, whilst building positive relationships with stakeholders.
• Lead on performance discussions identifying key system pressures and any resolution needed.
• Leading the team in a positive way and enabling them to deliver under a high-pressured environment.
• Handling escalation and resolution on behalf of the NPD as appropriate.

The NHS England board have set out the top-level purpose for the new organisation to lead the NHS in England to deliver high-quality services for all, which will inform the detailed design work and we will achieve this purpose by:
• Enabling local systems and providers to improve the health of their people and patients and reduce health inequalities.
• Making the NHS a great place to work, where our people can make a difference and achieve their potential.
• Working collaboratively to ensure our healthcare workforce has the right knowledge, skills, values and behaviours to deliver accessible, compassionate care
• Optimising the use of digital technology, research, and innovation
• Delivering value for money.

If you would like to know more or require further information, please visit https://www.england.nhs.uk/.

Colleagues with a contractual office base are expected to spend, on average, at least 40% of their time working in-person.

Staff recruited from outside the NHS will usually be appointed at the bottom of the pay band.

NHS England hold a Sponsor Licence; this means that we may be able to sponsor you providing the Home Office requirements are met. To be eligible for sponsorship through the Skilled Worker route you’ll usually need to be paid the ‘standard’ salary rate of at least £38,700 per year, or the ‘going rate’ for your job, whichever is higher. You can find more information on the Government website.

The postholder will be expected to provide a significant amount of senior leadership, supporting the National Programme Director for UEC to deliver across a broad service and government facing agenda.

The postholder will work with peers and the senior leadership team across the directorate and NHS England national team to ensure that work is strategically prioritised and delivered. The postholder will be used to working at pace with limited information in a very pressured environment.

The postholder will also be responsible for managing a programme management function to support the IUEC directorate and regional teams.

You can find further details about the job, organisational structure, recruitment profile, expected outcomes and benefits information in the attached Job Description and other supporting documents.


This advert closes on Sunday 8 Dec 2024

This is an exciting opportunity to join the Senior Leadership Team in the Sight and Sound Directorate. Sight and Sound is one of the most diverse directorates, with a wide range of clinical and support services. It includes Audiology, Cochlear Implant, Cleft, Craniofacial, Dental, ENT, Maxillofacial, Plastic surgery, Ophthalmology, and Urology services as well as many of the services central to the running of the hospital as a whole, such as Digital records, the Central Booking office and Medical illustration as well as Outpatients. The majority of the nursing team sit within Outpatients, Panther ENT, Panther Urology, Urodynamics and Dental, as well as a mix of Advanced Nurse Practitioners and Clinical Nurse Specialists sitting within specialist teams. As Associate Chief Nurse - Operations and Patient Experience (Sight and Sound), you will lead the nursing team across the relevant areas within the Directorate. You will support with patient experience for those teams without nursing posts and be an integral member of the Directorate Management Team. You will provide professional and clinical nursing leadership, advice and development, and contribute to Trust-wide and national projects. As part of the Management Team, the Head of Nursing will work collaboratively with the General Manager and Chief of Service to assure the Executive Team and Trust Board that robust systems of governance and performance management are in place to deliver high quality child and family centred care and services. You will also provide strong, effective visible leadership and be a positive role model. You will be part of a successful senior nursing team, supporting the delivery of excellent nursing care across the hospital. You will have significant experience at a senior nursing level in a relevant childrens in-patient environment. You must demonstrate strong leadership and excellent staff management skills in line with our Trust values. With excellent communication skills you will need to be able to establish your credibility at all levels and be able to quickly build relationships within your own team and the wider organisation.