People and Performance Director
Department / People & PerformanceReports to / Chief Executive
Responsible for / Human Resources, Volunteer Resources, StCH Learning
& Development programmes, Education delivery and the StCH Quality & Risk Teams
Key working relationships:
Internal / Sub team managers, all staff and volunteers, fellow Senior Management Team colleagues, Trustees, other
line managers
External / Quality Management System and Investors in People providers, legal services provider, key regulators, educational partners, relevant subcontractors and national and local networks
Criminal Record Disclosure
required (DBS) / Enhanced with adult barred list
Grade / Senior Manager
Our Vision
A world where everyone can face death informed, supported and pain free.
Our Mission
Pioneering standards in expert support and care, for anyone facing death and bereavement.
Our Values
Our values define who we are and how we act. We are:
Human: We treat people with understanding, patience, respect and above all dignity. We are the welcoming smile, the talk over a cup of tea, the human touch.
Courageous: We stand firm, we do not flinch in the face of hard news, but always with humanity, sensitivity and respect for our community.
Energetic: Whether we're out running a fun run or at the hospice greeting our patients, we bring the energy and optimism to make the most of every day.
Connected: We are not an island, we thrive on partnerships and working with others, we believe we are better and stronger together.
Expert: We are looked up to by our community and our peers as the organisation to go to for knowledge, training, best practice and latest techniques.
Job Purpose:
The People and Performance Director reports to the Chief Executive (CE) and is a member of the charity’s Senior Management Team (SMT). To contribute to the organisation’s success, the People and Performance Director will:
· Lead and inspire directors, managers, staff and volunteers to live StCH’s Values and support its People to deliver the agreed strategic aims and the associated annual plans
· Design, implement, drive forward and track the delivery of an innovative People Plan that delivers the organisation’s strategic aim to attract and utilise the best people talent (paid and volunteer) throughout the organisation and, through their individual and combined contributions, to ensure the organisation’s growth and development (including its 24/7 and digital needs etc) such that its People resourcing is well planned, optimally diverse and proactively managed
· Develop and lead an expert department/team such that each colleague and the wider team are a respected and credible business partners who measure and respond to our employee/volunteer voice and who engage all colleagues in the People Plan
· Drive, develop and project manage all change initiatives (supporting line managers across the organisation as necessary) which underpin the People Plan seeking always to strengthen the organisation’s donor and patient focused culture
· Enable and drive forward a positive leadership culture (supporting ALL levels of StCH management) being especially committed to supporting the organisations directors and managers in their development to become role models for aspiring leaders and for those service leaders with whom StCH interacts throughout the local health economy
· Lead and develop StCH’s performance development and learning culture such that the StCH methodology informs and supports StCH line managers to develop educational, learning and development programmes, to enable the organisation to best optimise the contribution of all people resources at organisational, team AND individual level to do their best work
· Keep up-to-date and provide specialist advice and guidance to the Trustees, CE and organisation in relation to the recruitment, on-boarding (including pre-employment checks etc), employee relations, employment law/regulations, retention initiatives including total reward provision and all other relevant charity employer requirements
· Provide a credible, equitable, fully confidential and positive approach to Human Resources management enabling paid colleagues and volunteers (including Trustees) to approach and seek guidance with confidence
· Ensure the quality of provision of an appropriate occupational health & wellbeing services as well as leading a culture promoting wellbeing and compassion
· Drive forward StCH’s continuous improvement initiatives ensuring the organisation is respected in its approach to its People development (currently IiP accreditation) and that the organisation wide Quality Management System is a valued and relevant tool driving service improvement and development with effective input from service users
· Ensure the development of StCH’s external educational profile supporting the organisation to maximise its ambition to be a support to all people facing death and bereavement in our community
Under the StCH Integrated Governance framework, the CE is accountable for the way the charitable organisation is governed and managed including its attainment of required / relevant external accreditation and interface with a range of external partners/bodies. The People and Performance Director leads a critical functional area of responsibility (as above) while providing collective leadership as part of the organisation’s SMT. The Board, CE and SMT work together to ensure the IGF functions effectively to enable income growth and the delivery of high quality services (and support services) within our annual cost envelope which meet the needs of the community and service users while ensuring StCH complies with the requirements of all its regulatory bodies.Within this framework individual SMT members, including the People and Performance Director, are accountable for:
1. Collaborating with and actively supporting the Trustees, CE and all StCH Managers to promote the St Catherine's Vision, Mission, Values and the organisation's strategic aims utilising internal communications channels and media etc effectively.
2. Ensuring that their department/function sets and delivers agreed strategies (in consultation with Trustees and the wider SMT), work plans and associated objectives that align with StCH's overall strategic intent, at a departmental and integrated organisational level. (This includes supporting the proposed new hospice delivery programme to realise a new facility at Pease Pottage).
3. Management of the performance of day-to-day functional activities (including with any subcontractors/partners and required ICT systems and protocols etc) in overall accordance with StCH strategic objectives.. Ensuring that their department fully meets all relevant regulatory requirements (especially; Safe, Caring/Customer focused, Effective, Responsive and Well Led).
4. The development and implementation of business plans and budgets, controls and reports monitoring the operational effectiveness (evidenced by clear outcome measures) and financial performance of the function (informed by external benchmarking and other relevant influences) ensuring the prioritisation and appropriate allocation of resources throughout as well as to offer course correction proposals and action where needed
5. The initiation, business case analysis and ongoing leadership of agreed functional and cross functional projects to support the StCH’s overall strategic intent
6. Collaborating to support the effective maintenance and development of the StCH Quality Management System (QMS) through the development, implementation and maintenance of required functional and cross functional policies, procedures; change managements processes; strategic and operational risk controls, outcome measures and relevant (internal and external) benchmarking to underpin the effectiveness of each function and the wider organisation (NB: SMT members are expected to undertake external networking and benchmarking to remain up-to-date with competitors, partner organisations and best practice etc)
7. Managing and developing StCH people talent aligned with StCH commitment to development and setting the example for sound leadership across their function. This will be done by:
i) Ensuring a commitment to excellence and a positive learning culture that champions continuous improvement (informed by service user insights),
ii) effective delegation (with close support) of accountability to ensure the appropriate empowerment of our staff and volunteer base
iii) Understanding that we have only one chance to get things right for our patients and service users and that we have a responsibility to our donors
8. In co-ordination with the CE, managing and supporting (reports, speeches, public relations and Fundraising events etc) the external profile of StCH and its relationship with clients, stakeholders, the wider public and donors. You will maximise fundraising opportunities as appropriate, signposting donors to the fundraising team when necessary and promote a positive fundraising culture within your directorate.
9. Active participation (reports, presentations etc) at the regular SMT meetings and at meetings of governance groups, Board sub committees (in agreement with the CE) and the full Board as required
10. Participation in senior manager on call rota (including Out of Hours) as part of StCH's business continuity arrangements which includes responsibility to act as a point of escalation and, in exceptional cases, to attend the appropriate StCH site should the situation require this
11. Sharing updates and progress openly and regularly with the SMT, the Board, the manager and staff/volunteer community through planned and proactive internal communications utilising all relevant media as applicable (via the Marketing & Communications function) . Where needed, escalating to the CE (and Communications function) relevant matters of key news and/or importance which inform/impinge on the delivery of StCH’s vision and mission, its supporting strategy and operational plans/activity.
12. As agreed by the CE, leadership for specific key areas of legal, regulatory or other work across the Hospice's activities (Defined Responsibility Areas).
Named leaders are each accountable for understanding their area of responsibility, updating themselves on new guidance herein and ensuring the organisation implements and meets the necessary/appropriate requirements or that gaps are flagged. In liaison with the CE these Leads will ensure StCH makes the necessary returns/exception reports to all relevant external bodies, including clients and regulators etc, and these are shared with the SMT, relevant Board sub committee and/or the full Board of Trustees. As such, the People and Performance Director takes leadership of the following Defined Responsibilities:
· Information Governance/Data Protection Lead
· Educational Partnership Lead (eg student placements as well as other educational contracts including apprenticeship partners in collaboration with relevant directors)
This is an outline job description designed to give an overview of the responsibilities of the role. We expect the job holder will work flexibly, responding to organisational need and changes as they occur. You will also contribute to the wider corporate and organisation needs of St Catherine's such as supporting our fundraising efforts.
Personal CPD statement - It is the responsibility of the People and Performance Director to demonstrate a commitment to maintaining their professional development and any relevant professional memberships they hold/require in pursuance of their duties at StCH.
Policies and Procedures
In addition to your professional code of conduct, you must familiarise themselves with, and adhere to St Catherine's policies and procedures as listed in your team induction schedule, including (but not limited to) the following:
· Integrated Governance Framework
· Information Governance
· Data Protection
· Risk Management
· Raising a serious concern
· Complaints
· Safeguarding
· Mental Capacity
· Health and Safety at Work
· Equal Opportunities
· Infection Control
· HR Management
· Incident Management
You have a duty to undertake and maintain compliance with relevant compulsory training (including e-learning modules) as detailed in the Compulsory Training programme.
If you manage staff and/or volunteers it is your responsibility to ensure that your team are made aware of and understand the policies and procedures relevant to their work, and are compliant with compulsory training requirements.
Information governance and confidentiality
Employment by St Catherine's often involves access to personal information relating to patients, carers, staff, volunteers and supporters. This information is confidential and must not be disclosed to anybody, other than when acting in a official capacity. Non authorised use, access of records or disclosure of personal or confidential information is a dismissible offence, and in the case of computerised information could result in prosecution for an offence or action for civil damages under the Data Protection Act 1998.
Safeguarding and Mental Capacity Act
All employees have a responsibility to safeguard and promote the welfare of adults, children and young adults. It is essential that all safeguarding concerns are recognised and acted on appropriately in line with the policies and training. You must ensure you always act in the best interests of any person lacking mental capacity.
Health and Safety at Work Act
You have personal responsibility to take care of your own health and safety and that of others who may be affected by your actions at work. Ensure you observe the Health and Safety procedures, and carry out your work as instructed.
Infection control
All employees have personal responsibility for Infection Prevention and Control practice. You should ensure you are familiar with, and comply with, all relevant Infection Control policies and training for minimising the risk of avoidable ‘Health Care Associated Infection’.
Conduct
Employees are ambassadors for St Catherine's, each responsible for promoting, maintaining and upholding the reputation of St Catherine's at all times in line with our values. Senior managers are expected to volunteer their time at key StCH events and occasions so as to support StCH thought leadership, fundraising and profile-raising across its referral/supporter area.
Person Specification
Essential / Desirable
· Degree level education or equivalent
· Full membership of the Chartered Institute of Personnel and Development (CIPD)
· Formal training (evidenced) or qualification in management and/or leadership
· Evidence of continued professional development / Any/some of the following:
· Masters Degree or equivalent post-graduate qualification
· Organisational development qualification
· ICT and/or IG related qualification
· Quality Management qualification
· Education and/or L&D qualifications
Knowledge, Skills, Ability and Experience
Essential / Desirable
· A minimum of 2 years experience of working at a senior level within the health and social care sector with excellent strategic understanding of factors affecting workforce training and development in these fields
· A minimum of 2 years general management experience at a executive level with executive/senior team leadership skills and experience
· A minimum of 2 years experience of leading a Human Resources function and developing and implementing sound People and employee relations strategies which attract and retain strong talent and fosters a robust succession plan
· Excellent knowledge of UK employment legislation including complex issues
· Evidence of financial acumen including a close understanding/appreciation of the pressures facing charities in delivering sustainable health & social care services
· Sound knowledge of pay and reward systems and their implementation/management
· Ability to set out a clear strategic direction, inspire others and assume command (both within own directorate and beyond) together with an ability to translate strategic objectives into deliverable operational plans
· Evidence of developing, implementing and leading successful transformational change within a complex organisation management experience/competencies
· Significant experience and evidenced record of formulating, implementing and managing successful people and organisational development strategies and associated operational plans
· Good working knowledge of GDPR regulations and practices
· Ability to present, influence and network at senior levels building personal and professional credibility with all relevant stakeholders with a complex organisation
· The ability to manage a complex work programme and manage competing demands and priorities while remaining a visible leader
· Highly developed leadership, negotiation and influencing skills with the ability to motivate, challenge and engage individuals at all levels and teams
· Strong team player able to operate as part of a senior management team, manage through a team or own the initiative as circumstances demand
· Ability to critique and carefully analyse/interpret the contribution of individuals and teams based on outcomes each team achieves so as to optimise the workforce skill base and numbers (talent management/workforce planning support) to best meet the organisation’s goals
· Excellent organisational skills and the ability to communicate directly with individuals at all levels
· Excellent written and verbal communication skills (including use of relevant software - Excel, Word, Powerpoint etc)
· Evidence of successful collaboration to achieve results with diverse teams and organisations
· Ability to work flexibly and part of a team with respect and consideration for others ensuring work plan progress / · Good understanding of the charity/hospice sector and ensuring the sustainability of the sector
· Experience of working within CQC regulated Health and Social care context
· Experience of managing customer/patient/user services to the highest quality standards
· Experience of managing a volunteer workforce
· Management of a continuous improvement/quality management system
· Experience in delivering an education solution
Attitude and Behaviours
Essential / Desirable
· Commitment to organisational Values
· Commitment to an optimal staffing cost base aligned with the organisation’s strategies, plans and financial envelope
· Self starter with a high level of self-motivation & proactive/flexible problem solver
· Passionate about developing leaders at all levels to ensure the organisation and its aims flourish
· Commitment to excellence/continuous improvement
· Attention to detail
· The ability work flexibly in responding effectively to changing circumstances and priorities with the ability to work to deadlines without losing focus on the organisation’s required goals
· Passion and commitment to empowering others without losing sight of accountability – a learning and knowledge sharing culture
· Committed to equality of opportunity
· Committed to networking externally to ensure the organisation remains current and well informed
· Ability to influence, develop rapport, act with credibility, tact and diplomacy and still able to drive progress/momentum
· Leads by example with compassionate and supportive approach to wellbeing
· Resilience and the ability to deal with pressure and difficult situations whilst supporting and maintaining the confidence of others / · Innovative thinker
Final Version – February 2018