United Kingdom
I am an experienced Organisational Development professional and integrate my skills into strategies to enhance organisational functions to deliver and meet business objectives. I support leaders at all levels, contribute to healthy working environments and build on people and business capabilities to meet organisational strategic outcomes. I build on people talent and embed healthy succession lines whilst creating the environment and cultures for effective performance to thrive.
Responsible for the delivery of the organisational development agenda for NHS Trust with over 25,000 staff Chair the ICS South East London OD & Leadership Collaborative building systems thinking and delivery through the region. Active member of the Shelford Group. Responsible for building the Organisational Development function to a multi-disciplinary team including Leadership & Management, Staff Experience, Talent and an internal OD Consultancy team. Support organisational change with building capability of leaders and managers around improvement programmes and integration of complex operating models. Lead Organisational Design through complex culture change programmes such as organisational merger, unification of services by providing expertise and direction to key stakeholders. Responsible for the talent management strategy and successfully identified a succession pipeline for our executive and senior leadership roles Developed a new trust appraisal process building a new digital system, policy and bringing various organisational pre-merger appraisals to one unified system. Designed and lead a robust programme of development building board, senior leaders and managers to deliver on our Anti Racism commitments. Led on the redesign and implementation of organisation Values & Behaviours framework unifying the organisation after a number of mergers with multiple pre cursor values and identities. Lead on staff engagement through the National Annual staff survey and pulse surveys delivering on we said we did commitments, measuring trust impact against region and national benchmarks Refreshed and collated the cross professional leadership development offer bringing a single perspective of the portfolio. Introduced career conversations to the trust and piloted the national Scope for Growth tool, supporting other trusts in their approach to talent strategies. Attend board and trust People committees driving the people agenda
•Lead on Organisational Development and Leadership for an acute NHS trust with over 14,500 staff and 27 Care Groups/Divisions in multiple sites in SE London and Kent •Support the development of our senior leaders including site and trust executive teams through individual support or team level interventions •Offer bespoke internal OD consultancy to support senior leadership teams with overcoming challenges faced to aid delivery •Implemented systems thinking to work collaboratively as a trust and support Integration with external partner agencies (ICS) •Brought a new approach to senior leadership development by focusing on the specific needs of our Clinical Directors, Heads of Nursing and General Managers, and building their relationships as accountable owners. •Built strong relationships with lead stakeholders to ensure the trust is equipped with an OD offer that supports the delivery our 5-year strategy with the right skills, capabilities and behaviours •Implemented a new Leadership development offer to reach all levels of staff from entry level managers to executive leaders •Support the needs of our Clinical Directors through a bespoke forum and introduced reflective learning spaces to that groups •Transformed the internal OD function to an innovative offer through high quality OD support and consultancy. Redesigned the team to offer OD partnering with targeted portfolio areas. •Rolled out and embedded a refreshed set of organisational values and behaviours •Support the risk and governance for the trust and responses to external scrutiny of professional bodies and unions. •Responsible for all staff engagement through annual staff surveys ensuring all care groups have committed people promises/actions to address staff voice/feedback •Work closely with our Medical and Nursing teams to reflect the needs of our multi profession workforce in our leadership development
• Developed new organisational behaviours, promoting key values to create a fit for purpose organisation • Devised and lead on organisational talent management and succession planning strategy • Developed and embeded new performance management approach to increase organisational performance through implementing new systems and reporting measures • Advise executives around overall organisational effectiveness building strong relationships aiding their workstreams strategic delivery • Support with organisational change at all levels of staff, including major restructures and transitions • Successfully transitioned a training focussed L&D team into effective OD business partners supporting wider leadership aiding strategic priorities • Lead on building a healthy organisational culture, establishing strong internal and external relationships and satisfaction levels • Embed and maintain collaborative working relationships with OD and HR business partnering • Lead on Equality Diversity and Inclusion for organisation • Responsible for executive and trustee development • Accountable for Wellbeing Strategy and supportive interventions
Consultant for UK wide charity with over 2000 staff. • Design development strategies at organisational and directorate level • Design and facilitate team and leadership days building on staff morale and embedding business objectives • Design development solutions using strong analytical tools linking with business needs • Responsible for organisational leadership and management development interventions, designing ILM accredited modules • Lead on coaching & mentoring scheme, mental health first aid and wellbeing provisions • Work closely with training providers to ensure quality of externally sourced organisational interventions
Role - Manage the L&D needs of over 800 contracted staff and 1700 volunteers throughout the UK. Manage L&D budget of over £100,000 per annum • Develop and Implement L&D strategies to drive and enhance organisational developmental plans. • Project manage the design, development, implementation and evaluation of all L&D activity, including management development programmes and progression tools • Manage the Induction process of all new starters, including designing new innovative condensed induction models to meet organisational need. • Work closely with organisational leaders and HR to address staff concerns, including one to one coaching, facilitating team building days and motivational workshops • Utilised information technology to develop resource pool for staff to access a central bank of L&D resources to support their needs promoting inclusive learning. • Successfully Business Partner the needs of all organisational directorates and the three devolved countries in UK, to address their needs giving a bespoke service to meet local, national and organisational objectives. • Developed a new portfolio of modular courses to address needs of staff and volunteers meeting local service and engagement requirements to deliver against individual tenders • Lead on organisational mentoring scheme in partnership with leading UK based sensory loss charities, addressing development of staff up to executive level • Lead on Quality Assurance of assessment processes of accredited courses from external awarding bodies, including the Open College Network, and regulatory providers such as the Care Quality Commission
Role: Responsible for all organisational learning and development. Trainer, assessor and volunteer co-ordinator. • Developed and implemented successful L&D strategy for organisation promoting development and income • Managed the £85,000 per annum training budget • Trained and developed school and local authority based family support workers in numerous London boroughs • Maintained the Learner Management System • Collated and reviewed all monitoring and evaluation for future staff and organisational development • Compiled detailed L&D reports to senior managers and trustees • Designed and delivered all staff induction training programmes • Designed and co-ordinated volunteer programme- compiled policies, working agreements, delivered training and supervised volunteers • Trained and assessed learners on the City & Guilds accredited “Work with Parents” qualification at Levels 2, 3 and 4 • Trained and mentored staff “champions” promoting best practice. • Supported Human Resources by utilising various L&D tools to address staff performance issues • Managed the £75,000 per annum Welfare Fund budget, reviewing and authorising applications to supply families with vital financial support and assistance, based on individual circumstances . Achievements- Doubled the annual staff attendance at L&D training courses when in post. I was voted as providing the highest quality of service in the organisation, in 2014/15 staff survey. Successfully introduced mandatory e-learning into staff training programme promoting remote learning. Enabled 85 staff to obtain accredited work related qualifications. Received excellent feedback from staff on their individual development whilst in post.