Total 7 Director/C-Level job vacancies in Crawley, rh10 8lr

We are open to existing and aspirant Board Directors from the NHS or transferable public sector organisations who bring intellect, commitment, and energy and who have experience of working at or close to Board level and demonstrate unwavering commitment to our organisational values. We also particularly welcome applications from under-represented groups.

As a full member of the team of Executive Directors, hold joint corporate responsibility for the strategic direction of the Trust, corporate policy making and the development and delivery of the Trusts objectives. To work closely with the Trust Executive colleagues to ensure there are effective and comprehensive people strategies which align with Trust strategic ambitions.

Appointment of a Chief Officer

(Full Time)

A unique job opportunity

Salary Scale SCP: 36 – 40 (£43,421 - £46,464 per annum)(pay award pending)

Plus Generous Local Government Average Salary Pension Scheme


Are you a strong leader; do you think strategically; have you built successful organisations; can you communicate well, delegate effectively, and make the difficult decisions? Then why not join us? Worth Parish Council is seeking a dynamic and proactive Chief Officer who can lead and support Councillors and staff.

As Chief Officer you will be expected to maintain statutory duties and a high level of corporate governance.

The successful candidate will lead staff and work closely with Councillors and partners to deliver local services, whilst building relationships across all levels of local government, ensuring the villages of Copthorne and Crawley Down have a voice across the area.

Would you like to know more? To obtain an information pack with full details of the role and application form, please email: recruitment@chrgs.co.uk

Applications must be received by 9am on Monday, 9th September 2024

Please note CVs will not be considered.

Interviews will be held on 17th September 2024 and, for those called for a second interview, these will be held on 18th September 2024.


If, after reading the recruitment brochure, you would like to discuss this position, please contact the Council’s HR advisor, Helen Plant, at Council HR & Governance Support on 07939 400548.

As a senior member of HR and OD, the post holder will be required to take the strategic lead on the development of key HR and OD functions, systems and policies enabling the Trusts corporate aims and objectives to be achieved taking due account of national priorities and requirements e.g. NHS People Plan Support the Executive Director of HR&OD in developing remuneration and reward strategies in line with NHS policy, which support the operational and financial priorities of the Trust Support the Head of Well-Being and Inclusion and Inclusion Manager with delivery of the Trusts equality and inclusion strategy; ensuring that best practice is applied across the workforce agenda To support the Head of Well-Being and Inclusion in the development and delivery of a strategic approach to the health and well-being agenda to support staff in what are often highly pressurised and stressful clinical and non-clinical roles. To have strategic responsibility for ensuring that change management processes and measures exist which result in a seamless and effective management of staff as part of clinical and operational programmes. To provide a strategic HR perspective regarding business development and planning to the organisation, ensuring that national and local NHS policy, initiatives and changes to terms and conditions are implemented appropriately. To support the Head of Workforce and HR Special Projects Manager in developing and implementing a Recruitment & Retention Strategy ensuring we can recruit the best people, to deliver the best care

Deputy Director of HR
• Band 9£105,385 - £121,271 (2024/2025 AFC Pay)
• 37.5 hrs per week, hybrid working with travel across the South East

Are you a dynamic HR leader with a passion for making a tangible difference in healthcare?

Join our team as the Deputy Director of Human Resources, where you'll play a pivotal role in shaping the future of our workforce within the South East Coast Ambulance NHS Foundation Trust.

In this critical leadership position, you'll collaborate closely with the Director of HR to drive strategic initiatives, foster a positive workplace culture, and ensure our teams are equipped to deliver the highest standard of care.

Our people are our resource and we have over 4500 people in our team. Every person has a vital role in supporting us to deliver urgent and emergency healthcare across the South East of England. However, we recognise not all our staff feel valued, empowered, or listened to. We want to change this. We want to transition to a place where every member of staff feels they make a difference, a place where staff are involved in outcomes and a place where our staff are supported to release their full potential.

The Deputy Director will ensure the delivery of a highly effective HR&OD service which supports managers to develop a people-oriented, high performance culture that emphasises engagement, productivity and quality. They will support the delivery of a business focused, leading edge organisation which supports the delivery of the highest quality patient care.

A compassionate and inclusive leadership style and role modelling of the Trust’s values will be critical to success.

They will deputise for the Executive Director of Human Resources and Organisational Development across the full range of corporate and strategic activities.

Initial directly managed teams will be the Employee Relations, Business Partners and HR Advisory services. However, in consultation with the postholder and other senior directorate heads, additional teams may form part of the role’s directly managed services.
• NHS employees will be eligible to join the NHS Pension Scheme
• A minimum 27 days' holiday each year, increasing with service.
• Personal and professional development and training opportunities.
• Childcare voucher scheme.
• Salary Sacrifice schemes for cars or push bikes.
• Access to our award-winning Wellbeing services
• Access to occupational health and counselling services.
• Access to NHS discounts, offering NHS employees a range of money-saving deals.



· As a senior member of HR and OD, the post holder will be required to take the strategic lead on the development of key HR and OD functions, systems and policies enabling the Trust’s corporate aims and objectives to be achieved – taking due account of national priorities and requirements e.g. NHS People Plan



· Support the Executive Director of HR&OD in developing remuneration and reward strategies in line with NHS policy, which support the operational and financial priorities of the Trust



· Support the Head of Well-Being and Inclusion and Inclusion Manager with delivery of the Trust’s equality and inclusion strategy; ensuring that best practice is applied across the workforce agenda



· To support the Head of Well-Being and Inclusion in the development and delivery of a strategic approach to the health and well-being agenda to support staff in what are often highly pressurised and stressful clinical and non-clinical roles.



· To have strategic responsibility for ensuring that change management processes and measures exist which result in a seamless and effective management of staff as part of clinical and operational programmes.



· To provide a strategic HR perspective regarding business development and planning to the organisation, ensuring that national and local NHS policy, initiatives and changes to terms and conditions are implemented appropriately.



· To support the Head of Workforce and HR Special Projects Manager in developing and implementing a Recruitment & Retention Strategy ensuring we can recruit the best people, to deliver the best care


This advert closes on Tuesday 10 Sep 2024

Proud member of the Disability Confident employer scheme

The Clinical Director will have responsibility for ensuring the best quality care and outcomes are delivered by the services in their division for the local population served within the resources available and in partnership with others. The Clinical Director will have clinical leadership of the division, ensuring the clinical care pathways are enabled to deliver the national and local strategies and for the achievement of high quality performance and clinical outcomes. You will play a key part in the leadership of the Trust, and has responsibilities across the organisation as well as the specific division. You will also work as part of a close team with the Divisional Managing Director and Divisional Director of Nursing and Quality. There is a recognition that clinical and strategic leadership needs to cross the Division directorate structures to ensure that there is pathway standardisation, consistency of clinical standards, practices and outcomes. The Clinical Director will work with other Divisions and corporate leadership to achieve this goal. Main Responsibilities - Clinical Director role: To provide clinical leadership to all professionals and managers in the Division including regular reviews and appraisals of their roles To appoint and manage the Clinical Leads within the Division and to develop clinical leadership across all the services. Lead on all medical job planning and recruitment in partnership with the Division Lead Psychiatrist. To provide the clinical leadership and support the development of long-term strategic plans for the division based upon interpretation of national mental health policy and strategy and considering the Trust aims and objectives and projected needs of the client group. To provide clinical leadership and support to the Managing Director and Divisional Director for Nursing and Quality for the Division in overseeing the financial position and ensuring that services are provided within the agreed financial envelope whilst maintaining appropriate clinical standards. To provide clinical leadership and perspectives on service change programmes that delivers Cost Improvement Programme savings as well as improvements in quality and patient care. To provide clinical leadership in building a culture of continuous improvement of services as demonstrated by Quality Improvement, clinical audit and other forms of benchmarking. Proactively ensuring that the learning from serious incidents, near misses and complaints is acted upon and communicated effectively throughout the trust, this includes facilitating sessions to promote learning. To provide leadership in building and embedding a Just and Learning Cultures within the Division, this includes openness and responsibilities under Duty of Candour. To provide clinical leadership in developing excellent relationships with GPs, Clinical Commissioning Groups, Acute Hospitals and the Sustainability & Transformation Partnerships To represent the Trust when appropriate in handling media, CCG or NCB enquiries, or in communicating complex or contentious information to staff around service developments, serious incidents or homicides. To act as an ambassador for the Trust in key clinical commissioning forums, including the Sussex Clinical Senate and the ICB To lead on the development of the research and audit strategies and implementation plans within services as agreed by the Service and Trust. This includes making the final decision on the appropriateness of any clinical research studies that are being proposed within the division. Main Responsibilities - clinical role: Please see the relevant job description for an overview of the post-holder's responsibilities in this area. The specific responsibilities will depend on the clinical work the post-holder undertakes; as noted above, this will come from available opportunities in the relevant Division and we welcome interested applicants contacting us to explore what is available.

Behaviour at OrielBeing Curious: Not furious
Oriel aims to create a high support: high expectation environment where each child’s individual needs are met so that they can meet our high expectations.
Our expectations of students focus around our six Learning Behaviours: considerate, motivated, resilient, organised, collaborative, accountable.
We centre ourselves around a therapeutic approach to behaviour management recognising that adults can adapt their approach to ensure that students display pro-social behaviours. Where students display unsocial or anti-social behaviours, we know that sanctions alone do not result in positive changes to behaviour and that taking the time to reflect and repair upon poor choices is more likely to result in pro-social choices.
Fundamentally, we believe that when students feel pro-social, they will make pro-social choices preparing them to be functioning members of the community we are all a part of. Our job as teachers is to make sure they feel pro-social more often.We are looking to appoint someone who…...Is an excellent teacher with the ability to support, encourage, enthuse and engage learners,
Has experience of supporting students with ‘challenging’ behaviour.
Has experience of working intensively with families.
Can lead staff and think strategically.
Can be an expert on a variety of behavioural approaches including therapeutic.
Oriel actively encourages CPD throughout the school with a comprehensive program for teachers at all stages of their careers. We would welcome applications from suitably qualified teachers who are looking to further their skills, experience or qualifications.