Head of Talent Development
* 12 month Fixed-Term Contract
* Part-time working pattern of 3.5 days per week or 7 in 10 (0.7 FTE)
* Reports to: Chief People Officer
* Salary: £41,950 (part-time equivalent of £59,928)
We are seeking an inspiring Head of Talent to join our forward-thinking HR team in this newly created, fixed-term role.
With a strong background in Organisational Development and Performance-Focussed Learning, the successful applicant will enjoy developing strategic solutions to benefit our highly engaged and purpose-driven culture.
Initially a 12-month fixed-term contract with part-time working hours, the role will suit someone who is motivated to deliver a positive impact and measurable results, while making the most of part-time working hours in order to complement life’s other priorities or perhaps other part-time consultancy work.
With responsibility for designing, delivering and embedding a Talent Strategy that aligns with and supports St Gemma’s organisational goals, this will likely involve a renewed approach to Performance Effectiveness, Talent Development and Workforce Skills Planning, along with the development of programmes and initiatives to support these plans.
The role will have direct management responsibility for a Talent Acquisition Specialist (this is also a newly created role in our team), and will partner closely with our existing Academic Unit of Palliative Care (AUPC) team which provides top-quality training for our clinical teams.
WHAT’S IT LIKE TO WORK AT ST GEMMA’S?
St Gemma’s Hospice is an independent Leeds-based charity and one of the leading hospices in the UK. We provide expert care and support for local people with life-limiting and terminal illnesses, their families and their carers in the Hospice’s In-Patient Unit, through the St Gemma’s community team, and at our Out-Patients. We are also proud to provide clinical research, training and education in palliative care to healthcare professionals on a national scale.
We have around 300 employees and approximately 800 volunteers based across the main Hospice site in Moortown, our Retail Hub in Bramley, a large chain of charity shops, and out in the community.
Our values at St Gemma’s are Caring, Aspiring, and Professional, and these are the veritable essence of our culture. Step into any one of our locations, be that our hospice, our Retail hub or one of our shops, and you will be met with smiling, friendly, warm-hearted people who take immense pride in the work they do.
We are innovative, always considering how we can make improvements or how we might evolve to ensure our patients, their families, and our supporters have the best possible experience with us. This has led to some impressive achievements, from producing our own aromatherapy oils within our Therapy team, to keeping pace with the benefits of AI in a healthcare setting, to the development of our Inclusion Service which improves end-of-life care for individuals who are homeless or vulnerably housed, not to mention our ‘Outstanding’ rating from the CQC to name just a few examples.
St Gemma’s is committed to equal opportunities and strives to be diverse and inclusive, a place which reflects the communities we serve. We offer a competitive range of benefits, including a full-time equivalent allowance of 28 days’ annual leave (plus Bank holidays), free parking, a generous pension scheme, and much more.
KEY RESPONSIBILITIES:
* Working closely with the Chief People Officer, the Head of our Academic Unit of Palliative Care (AUPC) and other members of the Executive Leadership team, create, implement and establish a Talent Strategy.
* Develop a Learning Strategy along with development frameworks and programmes that foster a culture of continuous learning & improvement, and which meet the standards of the ‘Well-Led Framework’ (a joint initiative by NHS England and CQC). A programme for Leadership Development will be a critical requirement as part of this work.
* Workforce Skills Planning: collaborate with leaders and HR Partners to identify critical skills and competencies required for the organisation’s current and future success, and develop plans to address any gaps. As part of this work, establish a trusted and close-working relationship with our AUPC who provide best-in-class training for our clinical teams.
* Develop a renewed approach to Performance. This will likely involve modernising the current annual performance appraisal process, enabling the organisation to define, measure and optimise ‘Performance’ more effectively, so that performance and career conversations are meaningful.
* Collaborate with senior stakeholders on succession planning to safeguard business continuity and sustainable talent pipelines for continued high performance.
* Oversee Talent Acquisition, including line management of a Talent Acquisition Specialist, and the development and strategic oversight of any career and future talent programmes.