Director of Organisational Development & Inclusion
We are seeking an experienced and values-driven Director ofOrganisational Development (OD) & Inclusion to provide strategic leadershipacross our people agenda. Reporting to the Chief People Officer, you will helpshape an inclusive, high-performance culture that supports the delivery ofoutstanding patient care.
Planned interview date: 20th April 2026
Main duties of the job
* Provide expert OD and workforce inclusion advice to the Chief People Officer and Board.
* Lead the Trusts inclusion strategy and translate national priorities into local action (including WRES/WDES, Gender Pay Gap and Sexual Safety).
* Champion Freedom to Speak Up and strengthen routes for colleagues to raise concerns.
* Streamline and enhance leadership development and accredited programmes.
* Use workforce insights and metrics to target interventions and deliver sustainable cultural change.
* Build strong partnerships with trade unions, staff networks and system partners.
You will be educated to Masters level (or equivalent experience) with significant senior leadership experience in OD and inclusion within a large, complex organisation. You will bring credible expertise in cultural change, leadership development, employment law and workforce inclusion, alongside a clear commitment to equality, diversity and inclusion.
Salary: AfC Band 9 | | Interview date: 20th April
To apply, please submit your application via NHS Jobs, clearly evidencing how you meet the person specification and how you will role model compassionate and inclusive leadership.
About us
Leeds Teaching Hospitals NHS Trust is one of the largest andbusiest acute hospital trusts in the country. We are the local hospital forLeeds and provide specialist services for our local communities, the Yorkshireand Humber region and beyond.
This means that people in Leeds have access to some of thevery best care in the country and benefit from a seamless provision of allservices.
We play an important role in the training and education ofmedical, nursing and dental students, and are a centre for world classresearch, innovation and pioneering new treatments.
Leeds Teaching Hospitals has a budget of more than £2.1billion and a 20,000 strong staff. Last year, we delivered close to 1.8 millionepisodes of care, including 109,000 inpatient admissions, 1.3 millionoutpatient attendances and 359,000 attendances in our Emergency Departments.
Our care and clinical expertise is delivered from sevenhospitals on five sites, and they are all joined by our vision to be the bestfor specialist and integrated care.
Job responsibilities
JOB PURPOSE/SUMMARY
The Director of OD & Inclusion will ensure the delivery of a highlyeffective people 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 people focused, leading edge organisationwhich supports the delivery of the highest quality patient care.
A compassionate and inclusive leadership style and role modelling of theTrusts values will be critical to success.
PRINCIPALDUTIES & AREAS OF RESPONSIBILITY
Provide expert workforce inclusion advice tothe Chief People Officer and Board.
To lead operational activity to create an inclusiveplace to work.
To develop and lead the strategy to NHSS36 and beyond.
Streamline leadership offer and accreditedprogrammes.
Operationalise improvements in the WRES/WDES/GenderPay Gap/Sexual Safety.
Champion Freedom To Speak Up (FTSU) and establishmultiple routes for colleagues to raise concerns across the Trust.
To work with the Patient Experience lead andDeputy Estates & Facilities Director.
To renew and develop an OD strategy for LTHT,streamlining the offer.
To provide strategy and operational leadershipof OH functionexploring opportunities to combinelearning across place/WYAAT.
To develop a place-based/WYAAT OD partnershipand strategy.
To design and develop the OD Business Partnermodel alongside HRBP model, working closely with the Deputy Chief People Officerto ensure a combined and aligned service.
To deputise for the Chief People Officer atinclusion events nationally where required.
To participate in Executive On-Call duties.
To work with the Director of Communications toensure colleague engagement and OD activity is aligned.
To embed the Trust priorities and values intoall colleague development activity.
OperationalResponsibilities
As anautonomous senior member of the People Function, the post holder will take the strategic lead on the development of OD & I taking due account ofnational priorities and requirements e.g. NHS People Plan; ensuring that bestpractice is applied across the people agenda.
To beresponsible for the management and provision of a first-class professionalpeople service in the OD & I portfolio.
Corporateresponsibility for the development & implementation of a range of peoplepolicies which impact across the organisation. Ensuring they remain relevant,up-to-date and effective in supporting colleagues.
Use information& metrics gained from a variety of workforce reports to identify currentand future OD&I issues and develop a range of initiatives to respond.
Develop andpromote productive partnership working arrangements with trade unions, widercolleagues and staff networks.
To undertake complex surveys relating to service improvements. Providedirection and support to ensure audits (internal/external) are organised asrequired and be responsible for ensuring all recommendations made followingthese audits are responded to as required and changes implemented.
Advise and lead on workforce inclusion, ensuring the Trust isappropriately represented at internal and external meetings.
To support the Chief People Officer to facilitate, influence andimplement change as appropriate.
Ensure personal high visibility by working closely with the seniormanagers and their teams to obtain direct feedback on the relevance and qualityof people services provided to optimise the contribution of the teams.
Provide comprehensive and professional expert advice and support toDirectors and senior managers across the Trust, investigating and advising onvery complex people issues.
Analyse a range of very complex employment situations which requiredeciding on the way forward, where no precedent exists or options conflict.
Responsible for managing the operation of information systems across theOD&I portfolio.
Todevelop a long-term OD strategy for LTHT, which streamlines the offer tocolleagues and services.
Actively manage the pay and non-pay budgets for several services withinthe People function.
Develop and agree cost improvement plans, ensuring management anddelivery of the schemes year on year.
Project Management
Lead and drive change management initiatives designed to improveorganisational and personal performance, productivity and quality.
Ensure OD&I adopt and implement national initiatives as directed andmonitor/report progress against targets.
To take the strategic lead on specific projects or pieces of work onbehalf of the CPO, taking responsibility for the achievement of outcomes withinrequired timescales
Ensure that there is a robust approach for monitoring the progress of abroad range of projects and change initiatives to ensure projects are deliveredwithin the available resources and to theagreed timescales, providingregular reports andraising significant problems/issues in a timely manner so that early,remedial action can be taken.
Provide regular reports on OD&I activity to various formal meetingsand committees, such as the People Improvement Framework Assurance Group,People Committee and Board.
Leadership
To provide expert, high-level advice and support to senior managementcolleagues. Interpreting overall health policy & strategy to establishclear goals and standards for OD&I at LTHT.
Support the ongoing professional development of the OD&I function.
To deputise for the Chief People Officer on OD&I matters whenrequired.
Communicating highly complex and highly contentious information in aclear and effective manner to various stakeholders, where there can besignificant barriers to acceptance which need to be overcome, which may bepotentially hostile and antagonistic. This could include influencing andnegotiating on delivery of services and leading the engagement process withstrategic stakeholders.
Provide strong leadership to teams across the function (directly andindirectly managed); acting as a credible source of knowledge and support.
Lead and evaluate the delivery of robust people interventions andprogrammes that continuously improve organisational performance andtransformation using leading edge and evidence-based people practices andinterventions.
Line management for several departments in the People function. Ensurethat team members have the skills and experience to deliver the OD&I strategythrough effective performance management, target setting, coaching anddevelopment.
As part of the People Services senior team, to provide strong visibleleadership and support to ensure that individual contributions are maximised,and development needs are met whilst ensuring a truly integrated service.
Person Specification
Qualifications
* Educated to Masters level or equivalent experience, with additional in-depth professional knowledge/training.
* Evidence of strong and recent commitment to continued personal development.
* Member of CIPD or equivalent
Experience
* Specialist knowledge acquired over a significant period in several disciplines:
* -Inclusion
* -People Services
* Demonstrable and credible experience in a senior management role, involving successful management of a diverse People Services team within a large & complex organisation.
* Specialist knowledge acquired over a significant period in several disciplines:
* -Inclusion
* -People Services
* Demonstrable and credible experience in a senior management role, involving successful management of a diverse People Services team within a large & complex organisation.
* Experience of leading the development of People Services strategies to support service and workforce transformation
* Extensive in-depth demonstrable success in delivering change and performance improvement, with management teams, by engaging them in the strategic direction and delivery plans, establishing clear work priorities, delegating effectively, ensuring a capability to deliver, monitoring performance and giving feedback.
* Experience of monitoring budgets and delivering cost improvements
* In depth working knowledge of UK employment law and national Inclusion issues and changes.
* Expert knowledge of cultural change and leadership development tools and techniques and their application to change management
* Experience of working with staff networks.
Behaviours/Skills
* A demonstrable commitment to equality of opportunity.
* Ability to influence, persuade and constructively challenge.
* Advanced keyboard skills.
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
#J-18808-Ljbffr