Job Title: Chief People Officer (CPO)
Reports To: Chief Executive Officer
Base: Warwick / Hybrid
Hours: Flexible to meet the demands of the role
Band: VSM

JOB DESCRIPTION

As a member of the Executive Team, each Chief Officer is jointly responsible for planning and allocating resources to meet the four core purposes of Integrated Care Systems (ICS).

All Chief Officers are also jointly responsible for delivery of the three priorities of Coventry and Warwickshire ICS.

Role Purpose

The CPO will lead the delivery of the Coventry and Warwickshire People Plan, ensuring this reflects and integrates the strategies of all relevant partner organisations within the ICS.

They will support the delivery of the Coventry and Warwickshire (CW) integrated Health and Care Delivery Plan, together with the CEO and other board members, partners across the ICS and the local community. This will include interpretation and implementation of the NHS and Social Care Workforce Plans, the NHS Long Term Plan and other national strategic priorities. They will lead on the Communications and Engagement plans to ensure our population remain at the heart of our decision making, ensuring compliance with our statutory duties.

This will include the delivery of:

• The CW People Plan, ensuring regular review of priorities to meet the changing needs of health and care organisations.
• The delivery of the ICB HR services and the ICB People Plan.
• An internal and external communications and engagement strategy to meet the diverse needs of our population and our workforce.
• Workforce growth aligned to local demand modelling and national workforce plans for the NHS and Social Care.
• Innovative workforce solutions to increase workforce stability and productivity.
• The future workforce pipeline via local partnerships and innovative workforce modelling.
• Delivery of inclusion priorities within the EDIB strategy.
• Delivery of a comprehensive Education and skills development plan to support the delivery of the People Plan and improve access into work and training for disadvantaged groups.

Key Accountabilities

Organisational Development and Inclusion

The CPO will:

• Lead on the delivery of the system Organisational Development priorities aligned to the new collaborative and governance architecture.
• Work with colleagues and partners to ensure Coventry and Warwickshire is the best place to work.
• Ensure the ICB and ICS partners are well positioned as anchor employers to support the local population into health and care careers.
• Lead the delivery of the Equality, Diversity, Inclusion and Belonging Strategy amplifying the role of all leaders in shifting the dial in our demographics and the experiences of our staff.
• Build strong organisational development capability across the ICB and wider ICS.
• Lead the development of a system culture that prioritises the health and wellbeing of people.
• Lead the associated change management programmes to support the changing architecture within the ICS.
• Develop effective partnership arrangements for skills development across the health and care sector.

Workforce Redesign

The CPO will:

• Oversee the implications of changing models of care, the redesign of jobs, new occupational standards and a changing workforce.
• Give leadership to the development of tools that support leaders and professionals to plan for workforce needs.
• Explore opportunities for new ways of working, with new roles to transform service delivery and achieve sustainable workforce supply and deliver the expansion required in the national workforce plan.
• Work with system partners to develop a more mobile workforce to respond to changing system and service needs.
• In partnership with local authorities, help to create a more stable care workforce.
• Ensure that digital initiatives, ideas and planning tools are embedded within planning and
  decision making, working alongside the Chief Digital Officer, Chief Medical Officer and Chief Nursing Officer.

ICB Operational HR

The CPO will:

• Be responsible for the management, monitoring and review of all transactional HR, education and training and Occupational Health services.
• Continue to shape the culture of the ICB organisation through leadership development and the culture development program; owning and driving performance.
• Champion policies and practices that align to the NHS People Plan and the ICB is a truly inclusive organisation.
• Embed the principles of creating a great place to work across all people practices.

Engagement and Communication

The CPO will:

• Ensure the ICB and ICS responds to the People and Communities guidance effectively to enable all ICS partners to understand and respond to the priorities and lived experiences of our local communities as well as the barriers to them achieving good health and wellbeing.
• Ensure that service change is patient centred and the patient voice is at the heart of decision making.
• Ensure that the ICB complies with its legal duties of involvement.
• Ensure that effective arrangements are in place for dealing with parliamentary questions.
  and questions from local MPs.
• Be accountable for the ICB and ICS brand across the local health and social care system,
  with a view to maintaining public confidence in the local NHS and health care system.
• Ensure the provision of expert communications, media and public relations advice both internally and externally to the organisation.

Education and Skills Development

The CPO will:

• Ensure the ICB and ICS responds to the People and Communities guidance effectively to enable all ICS partners to understand and respond to the priorities and lived experiences of our local communities as well as the barriers to them achieving good health and wellbeing.
• Ensure that service change is patient centred and the patient voice is at the heart of decision making.
• Ensure that the ICB complies with its legal duties of involvement.
• Ensure that effective arrangements are in place for dealing with parliamentary questions.
  and questions from local MPs.
• Be accountable for the ICB and ICS brand across the local health and social care system,
  with a view to maintaining public confidence in the local NHS and health care system.
• Ensure the provision of expert communications, media and public relations advice both internally and externally to the organisation.

General

Other Duties
This job description is not a definitive or exhaustive list of responsibilities but identifies the key responsibilities and tasks of the post holder. The specific objectives of the post holder will be subject to review as part of the individual’s performance review/appraisal. There may be a requirement to undertake other duties as may reasonably be required to support the ICB in accordance with your grade/level in the organisation.

Code of Conduct
The ICB requires the highest standards of personal and professional conduct from all of its employees. All employees must comply with the Code of Professional Conduct appropriate to their professional governing body and to the ICB’s Code of Conduct.

On-call
As a senior manager in the ICB you will form part of the on-call rota for ICS system out of hours.

Policies and Procedures
All employees are expected to comply with all the policies and procedures drawn up by the ICB.

Health, Safety and Risk Management
Staff are required to adhere to and act consistently with all relevant health and safety legislation and ICB policies and procedures in order to ensure that their own and others health and safety and security is maintained. This will include identifying and reporting all risks to health and safety, security of equipment and property and the achievement of ICB objectives in accordance with the ICB’s risk management strategy and policies. Training will be provided.

No Smoking Policy
The ICB operates a no-smoking policy. This applies to all staff and visitors. It is a condition of employment for staff that they do not smoke anywhere on ICB premises. Whilst we do not discriminate against employing smokers, they are expected to adhere to this policy and all prospective employees should be aware of this.

Equal Opportunities
The ICB is working towards equality and has policies relating to the equality of opportunity in employment and service delivery. All Governing Body members are expected to comply with these policies.

Confidentiality
As a staff member, you will gain knowledge of a range of highly confidential matters being given consideration by the ICB. Under no circumstances should such information be divulged or passed to any unauthorised person or person(s). This includes holding discussions with colleagues concerning patients in situation where their conversation may be overheard. Breaches of confidence will result in disciplinary action, which may involve dismissal.

Infection Control
All staff have a responsibility to ensure that infection control policies, procedures and guidelines are adhered to and to support the ICB’s commitment to preventing and controlling healthcare associated infections.

Safeguarding Children, Young People and Vulnerable Adults
The ICB is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all Governing Body member to share this commitment and to understand the requirements of the Government’s Prevent strategy and promote its key principles. Rigorous recruitment checks are carried out and successful applicants may be required to undertake an Enhanced Disclosure via the Disclosure and Barring Service (DBS) and undergo the necessary training.

Freedom of Information
All staff must be aware of their responsibilities under the Freedom of Information Act 2000. All staff must undertake Information Governance training to ensure they fully understand the implication of the Freedom of Information Act. This job description will be reviewed as necessary and may be amended to meet the changing needs of the ICB. It will also be used as the basis for determination of objectives and the contents will be used as part of the annual appraisal.

Conflict of Interest
Staff are required to declare any relevant and material personal or business interests for them or close relatives and will be required to abide by the Conflict of Interest Policy.

Data Protection
All employees must adhere to appropriate ICB standards/policies in respect of the use of personal information, including guidance on the use and disclosure of information. The ICB also has a range of policies for the use of computer equipment and computer-generated information. These policies detail the employee’s legal obligations and include references to current legislation. Copies of the Policy on the Protection and use of Personal Information and other Information Technology can be obtained from the ICB.

Criminal Convictions
If during the course of your employment you are convicted of, or charged with a criminal offence (with the exception of a traffic offence) whether it arises from your employment or otherwise, you are required to report the matter to Human Resources, who will decide on the appropriate course of action. Should you be convicted of an offence and receive a custodial sentence, the organisation reserves the right to terminate the contract of employment after careful consideration of the facts. Failure to report a conviction may itself lead to disciplinary action being taken. Any information will be treated confidentiality except insofar as it is necessary to inform other relevant members of management. Additionally, if driving is part of your duties and you are convicted of any traffic offence, you must report them to Human Resources who will decide on the appropriate course of action.

Risk Management
Staff are responsible for adopting the Risk Management Culture and ensuring that they identify and assess all risks to their systems, processes and environment and report such risks for inclusion within the ICB’s Risk Register. Staff must also attend mandatory and statutory training, report all incidents/accidents including near misses and report unsafe occurrences as laid down within the policies.

Governance
All staff have a responsibility to be aware of governance arrangements and ensure that the reporting requirements, systems and duties of action put into place by the ICB are complied with.

Disclosure and Barring
If your post is one that requires a disclosure (at whatever level) from the DBS, the organisation retains the right to request that a further disclosure is sought at any time as deemed to be appropriate. If you have been appointed and are awaiting the outcome of a DBS check and it proves to be unsatisfactory, your employment will be terminated.

PERSON SPECIFICATION

Education and Qualifications

• Charted Fellow of the Chartered Institute of Personnel and Development. (FCIPD)
• Educated to master’s degree level relevant to the field of expertise or equivalent senior level of work experience.
• Evidence of continual professional development and recent management and leadership development.

Knowledge and Experience

• Experience working at Director Level in a complex regulated environment. Previous experience working within the NHS at a senior level is desirable but not essential.
• Evidence of working across organisations to lead, introduce and manage significant change and transformation programmes.
• Experience in delivering cultural change programmes underpinned by Strategic Values and behavioral frameworks.
• Experience across all major functional areas of HR, including employee relations, organisational development, workforce planning, reward, learning and development.
• Experience in strategic planning and development, and able to evidence success in actively participating in delivering service improvement and organisational efficiencies.
• Proven experience of working or contributing at Board level.
• Understanding, or an awareness, of the political context for Health and Social Care within would be beneficial.
• Understanding of current thinking on practices which reduce health inequality, improve patient access, safety and well led.
• A thorough understanding of matters relating to human resources, organisational development and employment law.

Skills and Attributes

• Personal commitment to the values of the NHS Long Term Plan, the NHS People Plan, Nolan Principle and the Fit and Proper Persons regime.
• The ability to inspire, innovate, and motivate to lead and manage change.
• Excellent verbal and written communication skills with an ability to work effectively and co-operatively with colleagues, key stakeholders and partners at all levels.
• The ability to think and operate strategically, with strong analytical, critical reasoning, and problem-solving skills.
• The ability to make sense of conflicting priorities and arrive at effective and speedy decisions.
• Empathetic, self-aware, discreet and personable with all levels of employees, trade unions and other key stakeholders.
• Demonstrates a compassionate leadership style with a track record of improvements to equality, diversity, and
• Able to role model the highest standards of personal and professional integrity and represent the values of Coventry and Warwickshire Integrated Care Board – Welcoming, Inclusion, Aspirational, Open and Honest.
• Able to demonstrate the NHS Executive Director Leadership Competencies:
  • Driving High-quality and sustainable outcomes.
  • Setting strategy and delivering long-term transformation.
  • Promoting equality and inclusion and reducing health and workforce inequalities.
  • Providing robust governance and assurance.
  • Creating a compassionate, just and positive culture.
  • Building trusted relationships with partners and communities.

Equality and Diversity
In addition to any specific criteria laid out above, each applicant will be expected to demonstrate a basic understanding of the principles of equal opportunities in relation to the post.

Disability Confident Scheme
This means we will guarantee an interview to any candidate who has a disability if they meet the essential requirements of the person specification. Candidates who would like to discuss adjustments to the selection process or the working arrangements should they be successful should contact HR in the first instance.