Are you an experienced workforce professional with a passion for improving medical staffing, strengthening governance, and delivering high‑quality job planning processes? We are seeking a proactive and collaborative Job Planning & Medical Staffing Manager to join our Medical Workforce team and play a key role in shaping how we support our Consultant, SAS, and Resident Doctor workforce.
As the Job Planning & Medical Staffing Manager, you will lead the end‑to‑end delivery of the Trust’s medical job planning cycle, ensuring compliance with national terms and conditions, robust governance, and a consistent, fair approach across all specialties. You will also oversee and manage the medical staff team, supporting resident doctors’ rotation, drive the 10-point plan, effective workforce utilisation, and high‑quality operational processes.
This is a pivotal role requiring experience of supporting clinical leaders in job planning, excellent communication, strong analytical skills, and the ability to work confidently with senior clinical leaders, operational managers, and corporate teams.
The role involves collaborating with various stakeholders such as Chief Medical Officers, Medical education colleagues, Finance, and lead the medical staffing team to ensure a responsive, comprehensive and professional service is delivered to all stakeholders.
They will also provide a central access point for expert medical workforce support and advice, to enable the delivery of Trust priorities and support the services with robust decision‑making advice and information.
The post holder will constructively challenge, with a view to improving, all aspects of medical staffing operational performance across the Trust.
Support the Assistant Director of Medical Workforce & Medical Education with the implementation of job plans and medical policies and interpret national guidelines to ensure best practice is reflected in Trust policies and processes.
The postholder will be responsible for maintaining and reviewing Medical Workforce policies (e.g., annual leave, job planning etc.).
* Improving representation at senior levels of staff with disabilities, from black, Asian, and ethnic minorities background, identify as LGBTQ+ and women, through improved recruitment and leadership development
* Widening access (anchor institution) and employability
* Improving the experience of staff with disability
* Improving the EDI literacy and confidence of trust staff through training and development
* Making equalities mainstream
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