HealthJobsUK

Detailed job description and main responsibilities

Management & Leadership

• Manage and lead the Health & Wellbeing service, including day to day support of service staff, including recruitment, appraisals, implementation of People & Workforce aligned policies and procedures, absence monitoring, training, education and development planning and service coverage across multiple sites.
• Working in partnership with People & Workforce Business Partners
• Build a network of wellbeing representatives in the wards and departments to act as conduits so that wellbeing information is effectively distributed to staff in different formats and responses fed back to the wellbeing lead.
• Alongside the SLTs, help organise and take part in recruitment events to attract new staff from all backgrounds.
• Develop and organise training packages alongside day-to-day coaching and mentoring of our staff.

Operational Responsibilities

• Be a contact point for staff outside of the management team and liaise with relevant managers on their behalf, with their consent.
• Regular liaison with the Freedom to Speak Up Guardians, Equality, Diversity & Inclusion (EDI) Business Partners and People & Workforce Business Partners
• Develop and lead a service that offers Wellbeing conversations to individual staff, to support them with signposting to the most appropriate support such as Occupational Health, counselling, or other services.
• Plan, arrange and coordinate strategic activities within the organisation with a focus on Health & Wellbeing service improvement.
• Coordinate activities within the organisation with a focus on Occupational Health service improvement.

Communication and Relationships

• The post holder will be approachable and display high levels of communication and relationship skills, being able to communicate with staff across complex multi-professional team structures using different medias.
• The post holder will be able to understand and manage appropriately, highly sensitive information with regards to our staff teams and their personal lives.
• Accommodating both senior and junior team members by adapting language as necessary. The post-holder will have the skills to comfort, reassure, empower, and motivate both individuals and teams to create a positive working environment.
• Be able to provide presentations to the staff group and the SLT and visiting agencies such as the CQC.
• Support strong relationship development and maintenance between individuals and teams within the services.
• To undertake presentations to internal and external colleagues, conveying complex information, as required.

Staff Safety and Support

• Staff safety remains a priority and the post-holder and the team they manage, will have an overview of plans to address risk assessments, flexible working, compliance with infection prevention and control policy as well as drawing on the range of preventative health and wellbeing support available.
  • These may include offering support and signposting to staff:
    • who have experienced violence or at work.
    • who become distressed by events at work or at home.
    • who must attend Court or Coroners Court.
    • involved in investigations or who are in disciplinary procedures.
    • Implementing ‘Temperature Checks’ on wards and Departments and advising managers when levels of stress in departments are high and need revie

Physical and Mental effort

• Have a detailed understanding of what a health working environment looks like and develop strategies to support managers and teams to create these.
• Form useful partnerships with organisations to provide the best value for staff for example discounted tickets and access to wellbeing events provided by organisations.
• Drawing on a broad base of contemporaneous knowledge, regularly provide health and wellbeing information to the service as a whole and to individual staff
• Advise and signpost staff about resources available to improve health and wellbeing and refer staff when appropriate
• Ability to work in rare situation where circumstances can be distressing.
• There will be occasional exposure to distressing circumstances when supporting staff with wellbeing issues.
• There will be a frequent requirement for concentration where the post holder is expected to manage conflicting priorities.

Recognised and Rewarded

• Develop an understanding of what staff would value within a reward scheme and work with GEH & SWFT People and Workforce teams to implement this.
• Organise wider events for staff to connect with each other and build morale.
• Work with Managers and the Estates Department to scope out staff facilities to ensure they are warm, welcoming, and well equipped so that staff can take rest breaks in tranquil environments.

Have a Voice that Counts.

• To use a wide range of methods to encourage staff to take part in information gathering such as the NHS Staff Survey.
• To develop and support implementation of meaningful action plans to address areas of improvement following analysis of complex data such as the staff survey.
• To organise regular ‘Listening Events’ providing staff with opportunity to give contemporaneous information about how they are feeling, what is working well and what needs improving.
• Directly link with EDI Business Partners to support synergy in People & Workforce strategic aims for the organisations.
• To collate the information from these events and discuss with the SLTs to find timely solutions to issues raised.
• To publish ‘You said - We did’ information.
• To work with local teams and SLTs champions to implement action plans for improving the wellbeing of the workforce.
• The post holder will have responsibility to develop and implement policies for GEH & SWFT in respect of employee’s wellbeing.

Financial Accountability

• To effectively manage the staff wellbeing budget ensuring value for money as available.
• To monitor the financial expenditure of the OH service aligned to the Service Level Agreement with our third-party provider
• Meet regularly with the allocated finance personnel.
• Keep the Head of People |& Workforce at GEH and SWFT regularly updated about the budget status.
• To co-ordinate applications for bids for staff wellbeing monies, ensuring these are appropriate and create a legacy of future wellbeing support.