Role Description

The Director of People & Organisational Development is a senior leadership role at St Luke’s Hospice. This position contributes to the strategic direction of the Hospice through membership in the Executive team, participating in senior-level decision making, and working to improve performance across the organisation.

The role involves developing and implementing strategies related to people, organisational development, and EDI, ensuring they align with the Hospice’s Vision and Values. It also leads the Hospice’s transformation journey, promoting a culture where staff and volunteers are valued, engaged, and equipped to support the Hospice’s business, retail, and clinical strategies.

This role requires an experienced professional who is motivated by the scale of the challenge and willing and able to roll their sleeves up and implement the people and culture strategy.

Key Relationships

• Chief Executive
• Executive Team
• The Board of Trustees
• Chair of People Committee/People Committee
• Chair of Remuneration Committee/Remuneration Committee
• Shops (Retail) Board
• Hospice UK – HR Director Network
• Charity HR Network
• Providers of people services e.g. Occupational Health services

Key Deliverables

Strategy & Leadership

• Develop and support implementation of the overall Hospice strategic vision and operational plans in conjunction with Executive Directors and Trustees.
• Develop and deliver People & OD strategy within the Hospice plan which builds high performance leadership and organisation capabilities and culture to underpin the provision of excellent patient care and corporate services.
• Strategic leadership of the people and OD team ensuring they are structured, engaged and equipped for success in providing high standards of people, talent and people support services to the Hospice teams.

Organisational Development

• Curate and facilitate a programme of culture change & transformation based on the Vision and Values of the Hospice.
• Drive the development of equity, diversity and inclusion strategies including our leadership approach, People and Volunteer Experience to ensure we are inclusive in our engagement and ways of working to enable the contribution of all staff and volunteers to the hospice’s success.
• Lead the design and delivery of a new Performance Management framework which facilitates a high performance management culture that focuses on capability development, best in class role delivery and behaviours.
• Ensure the organisation is designed to promote teamwork, collaboration and effective service delivery.
• Champion New Ways of Working including the introduction of new roles and effective use of the Apprenticeship Levy.
• Implement learning and development approaches that provide opportunities for staff and volunteers to continuously learn, improve skills and improve organisational capabilities.
• Partner the CEO in shaping St Luke’s future Service Model in line with the evolving future Model of Care for Community Specialist Palliative Care in North West London.

Talent Retention & Reward

• Design recruitment strategies, including a compelling Employee Value Proposition, to ensure the hospice is attracting talented staff and volunteers.
• Lead the development and delivery of talent management activities including talent and succession planning to plan, develop and retain high performing staff and volunteers.
• Ensure the development and implementation of reward and recognition approaches that are innovative, transparent, equitable and valued by staff.
• In collaboration with executive directors, ensure effective succession planning to mitigate risks of single points of organisational failure.

Staff & Volunteer Engagement

• Collaborate with communication specialists and champion effective communication between staff, volunteers, trustees and executive directors.
• Lead on staff and volunteer surveys ensuring insights inform future people plans, and that there are organisational responses to issues raised.
• Promote constructive engagement with staff and volunteers on aspects of the hospice’s strategy and operational plans.
• Develop and promote staff and volunteer health and wellbeing support.

Governance & Compliance

• Provide the highest standard of strategic advice, including support and challenge to the executive team where necessary.
• Provide regular reports to the Trustees and relevant committees on the delivery of people & OD strategy and operational plans, including progress against People & OD KPIs.
• Ensure the development of workforce/staffing reports outlining performance against various workforce metrics.
• Ensure compliance with employment legislation, promote good employment practice in the workplace.
• Foster a culture of continuous improvement in the People & OD team.
• Promote the adoption of digital HR leading to efficiencies in service delivery.