Job description

Job title:Head of Talent and Organisational Development

Reporting to: Director of People and Organisation Development

Job family:People and OD

Pay level:F


Our people are vital to the delivery of the Nursing and Midwifery Council’s Strategic Plan 2017–2020. The People Strategy will ensure the development of a progressive, sustainable and engaged working environment that contributes to the development of our culture as a dynamic regulator. The purpose of this People and Organisational Development directorate is to ensure that the NMC has a future which attracts, develops and retains professional, highly skilled and engaged staff to deliver our plans.

Role purpose

Our aim is to have the best people in the right roles, who understand the impact they make as part of the NMC and love what they do. This is a critical role for enabling this and ensuring the NMC can deliver its vision through its people. You will be responsible for leading the learning and organisational development team to develop the best culture for the organisation to succeed.

This role starts from understanding the business, its strengths and stretch areas; from this detailed understanding you will lead the team to develop specific interventions and long term expert support which continually improves and future proofs our ways of working, skills and performance of our people to deliver our goals, making our vision a reality.

The job holder will be accountable for the implementation of the organisational design, development and learning workstreams of the NMC People Strategy and deliverables to maximise the engagement, development and retention of talent to enable higher organisational performance and effectiveness.

Key Accountabilities

  • Work in partnership with Director of People and OD, Head of HR and Head of OD Communications and Engagement to ensure that the organisational learning and development strategy is aligned to the overarching People Strategy and plan.
  • Work with the Director of People and OD to deliver a talent strategy for the organisation.
  • Define our development policies and practices to ensure a sufficient talent pipeline is in place to meet the organisationscurrent and future capability needs in order to contribute to the delivery of NMCs objectives
  • Thorough understanding of NMCs objectives to support the development of NMCs culture and position as an employer of choice.
  • Defines and manages talent policies and tools including redeployment, talent mobility, rising stars, promotion development, Graduates, and apprenticeships to increase NMCs visibility and reputation as an employer of choice in the healthcare regulation industry sector.
  • Works in partnership with the Resourcing BP to define resourcing strategy to drive down costs and increase succession planning and talent mobility
  • Works in partnership with the Resourcing BP to deliver excellent onboarding and induction experience.
  • Responsible for the delivery of a healthy workplace which drives employee engagement and manages workplace wellbeing to help us to achieve our business objectives
  • Benchmark and research good practice to ensure that NMC continues to use up to date, relevant tools and approaches to organisational and individual learning and development.
  • Provide a framework for adopting a coaching style in the NMC giving all employees access to coaching.
  • Develop and implement a mentoring network initiative to support staff with personal and professional development opportunities
  • Manage, recruit, motivate and develop the L&D team to maximise their potential and ensure continued professional development.
  • Drive the L&D team to ensure that a consistent and high standard service is delivered working in partnership with departmental training leads across the organisation.
  • Provide subject-matter expertise to the People and Organisational Development Leadership Team, whilst representing the L&D team’s needs; work with peers to ensure consistency and alignment to the wider HR team agenda.
  • Network externally and internally regularly with peers and colleagues to gain insight into needs and ensure solutions and interventions are impacting in the right areas with the right long-term results.

Learning & Developmentcore business

  • Work in partnership with stakeholders and the internal training team members across the organisation to build and deliver a business focused learning agenda which covers both functional and behavioural competency development, and supports an employee-focused development culture.
  • Maintain a view over the organisational learning needs to determine development interventions required, both now and in the future. Conduct and provide skill gap analysis data and plans
  • Ensure the delivery of innovative, relevant and inspiring interventions that support a learning culture
  • Evaluate, maintain and embed leadership and technical competency models for both evaluation and development purposes.
  • Management and Leadership Development – Ensure appropriate mechanisms and structures are in place to identify talent and actively develop them through a leadership pipeline as well as a sound base for core management competence and capability for the future
  • Build, develop and maintain external relationships to ensure that the organisation is in line with current trends and initiatives.
  • Delivers Diversity and inclusion targets in line with EDI guidelines and objectives
  • Maintain an equal employee opportunity environment to the offering of L&D opportunities.
  • Launch and manage the graduate and apprenticeship programmes
  • Lead the design, development and implementation of an appropriate on boarding and induction programme for all directorates

Performance Management

  • Develop and improve the performance management system and process to enable organisational effectiveness and leading to a high performance organisation
  • Responsible for the management and design of a culture of engagement, enhancing employee performance evaluation tools including appraisals and data collection
  • Lead the transition from a traditional performance system to a progressive, agile continuous feedback process which supports the employee-centric approach.
  • Manages budgets to ensure value for money, return on investment and to drive cost efficiencies wherever possible
  • Analyse and evaluate cross-directorate business performance and work with Executive Team and HRBPs on innovative organisational wide people practices

Engagement & Colleague Experience

  • Develop the annual culture/colleague experience and engagement strategy for the business
  • Accountable for the delivery of the annual staff survey, reporting of its results and ensuring the management of action plans and engagement workshops. Work with relevant partners in HR Services, L&D and HR Business Partners to gain maximum impact for the annual employee survey, through quality communication and follow-up of actions
  • Facilitate the use of the internal communications tools along with Internal Communications and the Head of HR, to consistently demonstrate quality communication across the business.

Talent Management & Succession Planning

  • Responsible for developing and subsequently championing the adoption of succession planning and talent management processes, which identify and develop talent at all levels.
  • Set up and drive the succession planning calendar and HR processes thereby encouraging the HR Operations, Resourcing and L&D teams to align their efforts around it.
  • Discuss career-pathing options with high potential employees and their team leaders identifying development opportunities and potential learning experiences.
  • Create career paths for main roles within the NMC as well as hard to fill and hard to reach roles.
  • Develop tools and processes to focus on building bench strength and retention of key individuals to meet current and future business needs.
  • Provide relevant KPIs and other critical data to the Leadership Team ensuring talent is a board-level agenda item.

Standard responsibilities

There are a number of standard duties and responsibilities that all employees, irrespective of their role and level of seniority within the NMC, are expected to be familiar with and adhere to.

  • Comply at all times with the requirements of health and safety regulations to ensure their own wellbeing and that of their colleagues.
  • Promote and comply with NMC policies including diversity and equality both in the delivery of services and treatment of others.
  • Ensure confidentiality at all times, only releasing confidential information obtained during the course of employment to those acting in an official capacity in accordance with the provisions of the Data Protection Act 1998 and its amendments.
  • Comply with NMC protocols on the appropriate use of telephone, email and internet facilities.
  • Comply with the principles of risk management in relation to individual and corporate responsibilities.
  • Comply with NMC policies and procedures as compiled on the organisation’s intranet.

This job description is not exhaustive and as such the post holder is expected to be flexible. Any changes will only be made following a discussion with the post holder.

Person specification

Job title:Head of Talent and Organisational Development

Qualifications and experience

  • Educated to degree level, or equivalent
  • Chartered MCIPD qualified or equivalent
  • Proven track record of implementing talent strategy in a complex change environment with an emphasis on transformation and culture change
  • Strong organisational experience in driving talent initiatives from design to delivery
  • Proven experience of working in partnership with senior managers to change in thinking around development initiatives, culture, leadership and succession planning
  • Demonstrable experience of reporting on delivery and results of own areas of responsibilities
  • Proven team management experience

Knowledge, skills and abilities

  • Broad and progressive senior HR and Learning and Development experience; covering Talent, Learning, Engagement and Organisation Design specialisms as well as a sound generalist HR background
  • Strong client service ethos and delivery focus
  • Proven experience of implementing organisational-wide development initiatives
  • Proven experience of working in a change culture environment
  • Coaching skills
  • Strategic thinker with a commercial understanding and ability to translate business goals into OD priorities
  • Influencing and presentation skills to establish senior level credibility
  • Strong client relationship skills with the ability to manage the diversity of multiple leader relationships and serve their needs without compromising service levels
  • Ability to develop solutions to a wide range of highly complex problems, requiring creativity and innovation
  • Strong diagnostic and analytic skills and the ability to exercise good judgment
  • Collaborative approach, effectively working with others to achieve team success
  • Respects and enjoys the diversity of cultural, social and academic backgrounds found in the organisation.
  • Proven resilience in challenging circumstances.

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