BHSCT Digital Health Workforce Planning and Utilisation Project Lead Band 8A

Job details

• Branch: Belfast HSCT
• Location: ELLIOT DYNES
• Salary: Band 8a (£55,690 - £62,682 )
• Contract Type: Temporary
• Opening Date: 06/08/26
• Closes: Thu, 20 August 2026 @ 4:30 PM
• Interview Dates: TBC

Notes

We accept online applications only. Applications received after the advertised closing date/time cannot be considered, so please allow enough time for postage. A waiting list may be created for similar posts that may arise while the waiting list is live, this may include temporary or part-time posts. This will be managed in line with the updated HSC waiting list principles effective from 1 April 2026. Where a part-time waiting list is required, one part-time waiting list will be created- regardless of any specific hours advertised, this waiting list will cover all future vacancies where part-time posts arise. A part-time post is defined as any post that has less than 37.5 hours per week. Please remember to save or print a copy of the job description before submitting your application, as it will not be accessible afterwards. Flexible Working We welcome flexible working requests from day one. All HSC organisations offer a range of flexible working options. The options available for this post will depend on the requirements of the role. Find out more about flexible working options on our website.

JOB DESCRIPTION

POST: Digital Health Workforce Planning and Utilisation Project Lead (temporary post)

LOCATION: Belfast Health and Social Care Trust

BAND: Band 8A

REPORTS TO: Senior Digital Transformation Lead

RESPONSIBLE TO: Digital Health Nursing & Midwifery Specialist (encompass lead)

MAIN PURPOSE

The Chief Nursing Officer (CNO) is taking forward regional work on maximising the utilisation of e-rostering systems and the encompass platform, ensuring alignment with workforce efficiency and service delivery objectives.

By establishing a safer staffing model, standardised reporting, and integrated rostering practices, enabled through the utilisation of digital health systems such as e-rostering and encompass workload tools, Nursing and Midwifery will be better equipped to deliver safer staffing levels and conduct both operational and strategic workforce planning.

The post holder will be responsible for reviewing the workforce tools available within Belfast Health and Social Care Trust to determine how these can be leveraged to support workforce planning and utilisation. This post is offered on a fixed-term basis to deliver a defined programme of project work.

JOB SUMMARY

The post holder will lead a defined programme of work on behalf of the Digital Health Nursing and Midwifery Specialist to maximise the utilisation of digital workforce tools, including e-rostering systems and encompass, in support of safer staffing, workforce efficiency, and service delivery objectives.

The post holder will be a core member of relevant Trust and regional groups, including Senior Workforce Steering Group, contributing to the delivery and ongoing assurance of the Northern Ireland Delivering Care Framework and associated CNO recommendations for Nursing and Midwifery workforce planning.

The post holder will review existing workforce and workload tools within Belfast Health and Social Care Trust and determine how these can be optimally leveraged and aligned to support operational and strategic workforce planning, utilisation, and reporting.

The post holder will lead the development, planning, coordination, and delivery of project work to support the implementation of safer staffing models, standardised workforce reporting, and integrated rostering practices across Nursing and Midwifery, enabled through digital systems such as e-rostering and encompass.

Working closely with the Digital Health Team, Workforce, and operational colleagues, the post holder will provide leadership in the effective use of digital workforce data to support decision-making, performance management, quality improvement, and financial sustainability.

The post holder will contribute to Trust-wide Nursing and Midwifery workforce planning, governance, and assurance processes, ensuring that safer staffing arrangements are evidence-based, consistently applied, and aligned to regional policy and service needs.

The post holder will provide advice and support in relation to digital workforce planning tools, as appropriate to the scope of the role.

The post is offered on a fixed-term basis to deliver a defined programme of project activity aligned to regional and local priorities for a digitally enabled workforce planning and safer staffing

KEY DUTIES / RESPONSIBILITIES

Setting Direction

The post holder will collate, analyse and present verbal and written reports in relation to digital workforce planning and other workforce data and make presentations to meetings with stakeholders as required including the Local Workforce Steering group and Regional CNO skill mix e-roster optimisation group.

The post holder will support the testing, implementation and evaluation of new ways of utilising workforce tools to maximise staffing resources.

The post holder will contribute to raising the profile and professionalism of nursing and midwifery both inside and outside the Trust

The post holder will work closely with relevant stakeholders to secure their commitment and involvement in the implementation of modernisation initiatives.

The post holder will contribute to the Trust’s corporate planning, policy and decision-making processes as required and ensure the Trust’s objectives and decisions are effectively communicated.

The post holder will promote the corporate values and culture of the organisation through the development and implementation of relevant policies and procedures, and appropriate personal behaviour.

Actively assist Digital Health and Workforce colleagues in workforce planning for Nursing & Midwifery requirements within Delivering Care Framework and the recommendations of the Regional CNO skill mix e-roster optimisation group report to meet service need for the future.

Lead on the implementation of digital transformation in line with the CNO skill mix e-roster optimisation group recommendations.

Service Delivery

The post holder will support the development of digital workforce tools and utilisation of workforce data in conjunction with Digital Health and Workforce colleagues in line with the Northern Ireland Delivering Care Model.

The post holder will lead a project to leverage the data within digital workforce tools in conjunction with relevant stakeholders.

The post holder will lead on priorities identified by the Digital Health Nursing and Midwifery Specialist to meet the priorities and objectives of the Trust contributing to Safer Staffing and Workforce utilisation.

Collaborative Working

The post holder will work closely with relevant internal and external stakeholders to ensure workforce staffing tools which are developed deliver a high standard of patient/client experience.

The post holder will contribute to working groups, as agreed with the Digital Health Nursing and Midwifery Specialist and Senior Manager for Workforce, Modernisation and Development and support them to implement best practice within the Trust.

The post holder will demonstrate and exemplify positive behaviours and attitudes, acting as a role model to others and so contributing to the development of future professional leaders.

The post holder will develop and maintain working relationships with colleagues to ensure achievement of Trust objectives and the effective functioning of the team.

The post holder will actively promote the development of clinical and professional networks across the Nursing and Midwifery workforce.

The post holder will work in collaboration with regional stakeholders to progress the development of digital workforce tools to increase the capacity of the future nursing workforce in line with the Delivering Care Framework.

Communication and Information Management

The post holder will contribute to the development of Information Management & Technology to support Nursing and Midwifery role redesign and development.

Identify information needs and data requirements, to support Nursing and Midwifery workforce development in line with Northern Ireland Delivering Care Framework, analyse and interpret relevant information and challenge current practices to ensure informed decision making and make more efficient use of resources including people.

The post holder will analyse, interpret, and present relevant information to ensure informed decision-making and progress against targets.

The post holder will use appropriate information to hold others to account and to be held to account.

The post holder will engage with regional organisations including Trade Unions and Professional bodies to secure positive working relationships.

The post holder will ensure that examples of excellence and innovation in areas of responsibility are promoted within the Trust and externally through networking and contribution to workshops and conferences.

Human Resource Management Responsibilities

The post holder will contribute to management structures and practices within nursing supporting a culture of effective team working, continuous improvement and innovation.

The post holder will lead by example in practising the highest standards of conduct in accordance with the Code of Conduct for HPSS Managers.

The post holder will participate in the Trust’s Staff Appraisal programme and will review individually on a regular basis the performance of immediately subordinate staff. S/he will provide guidance on personal development requirements and advise on and initiate, where appropriate, further training.

The post holder will ensure that the review of performance identified above is in accordance with Trust policy and take appropriate corrective action.

The post holder will maintain good staff relationships and morale amongst the staff reporting to him/her.

The post holder will delegate appropriate responsibility and authority to the level of staff within his/her control consistent with effective decision making whilst retaining responsibility and accountability for results.

The post holder will participate as required in the selection and appointment of staff reporting to him/her in accordance with procedures laid down by the Trust.

The post holder will take such action as may be necessary in disciplinary matters in accordance with procedures laid down by the Trust.

The post holder will promote the Trust’s policy on equality of opportunity through his/her own actions and ensure that this policy is adhered to by staff for whom he/she has responsibility.

Financial and Resource Management

Ensuring that maximum improvements are made in existing and new business operations to successfully deliver the encompass programme into operational use:

taking the lead on transition management, ensuring that business stability is maintained during the transition to business as usual

preparing affected areas for transition to new ways of working

The post holder will contribute to the establishment of a range of quality controls and quality assurance processes to ensure safe and qualitative service delivery and which are integrated within the Trust’s overarching governance framework.

Monitor spend related activity to include training, services and other strategic activity in line with allocated budget.

To advise on best practice workforce development issues which contribute to organisational performance, improvements, and productivity.

Monitor the efficient use of resources, ensuring adequate resources are identified and initiate prompt and effective corrective action when applicable.

Plan, monitor and report on service delivery in line with agreed protocols.

Professional and People Management and Development

The post holder will contribute to management structures and practices within nursing, supporting a culture of effective team working, continuous improvement and innovation.

The post holder will participate in the Trust’s Staff Development Review Scheme and will review individually on a regular basis the performance of immediately subordinate staff. They will provide guidance on personal development requirements and advise on and initiate, where appropriate, further training.

The post holder will ensure that the review of performance identified above is performed in accordance with Trust Board policy and take appropriate corrective action.

The post holder will maintain good staff relationships and morale amongst the staff reporting to them.

The post holder will delegate appropriate responsibility and authority to the level of staff within their control, consistent with effective decision making whilst retaining responsibility and accountability for results.

The post holder will participate as required in the selection and appointment of staff reporting to

them in accordance with procedures laid down by the Trust.

The post holder will promote the Trust’s policy on equality of opportunity through their own actions and ensure that staff for whom they have responsibility adhere to this policy.

General Responsibilities

Employees of the Trust are required to promote and support the mission and vision of the service for which they are responsible and:

At all times provide a caring service and to treat those with whom they come into contact in a courteous and respectful manner.

Demonstrate their commitment by their regular attendance and the efficient completion of all tasks allocated to them.

Comply with the Trust’s Smoke Free Policy.

Carry out their duties and responsibilities in compliance with the Health and Safety Policies and Statutory Regulations.

Adhere to Equality and Good Relations duties throughout the course of their employment.

Ensure the ongoing confidence of the public in-service provision.

Maintain high standards of personal accountability.

Comply with the HPSS Code of Conduct.

The post holder will promote and support effective team working, fostering a culture of openness and transparency. The post holder will ensure that they take all concerns raised with them seriously and act in accordance with Belfast Trust’s Whistleblowing Policy and their professional code of conduct, where applicable.

The post holder will, in the event of a concern being raised with them, ensure it is managed correctly under the Belfast Trust’s Whistleblowing Policy, and ensure that feedback/learning is communicated at individual, team and organisational level regarding the concerns raised, and how they were resolved.

Information Governance

All employees of Belfast Health & Social Care Trust are legally responsible for all records held, created or used as part of their business within the Belfast Health and Social Care Trust, including patient/client, corporate and administrative records whether paper based or electronic and also including e-mails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000, the Environment Regulations 2004, the General Data Protection Regulation (GDPR) and the Data Protection Act 2018. Employees are required to be conversant and to comply with the Belfast Health and Social Care Trust policies on Information Governance including for example the ICT Security Policy, Data Protection Policy and Records Management Policy and to seek advice if in doubt.

For further information on how we use your personal data within HR, please refer to the Privacy Notice available on the HUB or Your HR

Environmental Cleaning Strategy

The Trusts Environmental Cleaning Strategy recognises the key principle that “Cleanliness matters is everyone’s responsibility, not just the cleaners” Whilst there are staff employed who are responsible for cleaning services, all Trust staff have a responsibility to ensure a clean, comfortable, safe environment for patients, clients, residents, visitors, staff and members of the general public.

Infection Prevention and Control

The Belfast Trust is committed to reducing Healthcare associated infections (HCAIs) and all staff have a part to play in making this happen. Staff must comply with all policies in relation to Infection Prevention and Control and with ongoing reduction strategies. Standard Infection Prevention and Control Precautions must be used at all times to ensure the safety of patients and staff.

This includes:-

Cleaning hands either with soap and water or a hand sanitiser at the appropriate times (WHO ‘5 moments’);

Using the correct ‘7 step’ hand hygiene technique;

Being ‘bare below the elbows’ when in a clinical environment;

Following Trust policies and the Regional Infection Control Manual (found on intranet);

Wearing the correct Personal Protective Equipment (PPE);

Ensuring correct handling and disposal of waste (including sharps) and laundry;

Ensuring all medical devices (equipment) are decontaminated appropriately i.e. cleaned, disinfected and/or sterilised;

Ensuring compliance with High Impact Interventions.

Personal Public Involvement

Staff members are expected to involve patients, clients, carers and the wider community were relevant, in developing, planning and delivering our services in a meaningful and effective way, as part of the Trust’s ongoing commitment to Personal Public Involvement (PPI).

Please use the link below to access the PPI standards leaflet for further information.

.

http://www.publichealth.hscni.net/sites/default/files/PPI_leaflet.pdf

Clause: This job description is not meant to be definitive and may be amended to meet the changing needs of the Belfast Health and Social Care Trust.

PERSONNEL SPECIFICATION

JOB TITLE AND BAND: Digital Health Workforce Planning and Utilisation Project Lead Band 8A

DEPARTMENT / DIRECTORATE: Nursing and User Experience Directorate

Notes to applicants

You must clearly demonstrate on your application form under each question, how you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria.

Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form. Please note the Trust reserves the right to use any desirable criteria outlined in Section 3 at shortlisting. You must clearly demonstrate on your application form how you meet the desirable criteria.

Proof of qualifications and/or professional registration will be required if an offer of employment is made – if you are unable to provide this, the offer may be withdrawn.

ESSENTIAL CRITERIA

SECTION 1: The following are ESSENTIAL criteria which will initially be measured at shortlisting stage although may also be further explored during the interview/selection stage. You should therefore make it clear on your application form whether or not you meet these criteria. Failure to do so may result in you not being shortlisted. The stage in the process when the criteria will be measured is stated below.

Factor

Criteria

Ideally no more than 6-8 criteria in this section

Method of Assessment

Experience

Qualifications

Registration

Must currently employed as an employee, intern, or bank member of staff or engaged as an agency worker within the Belfast HSC Trust.

Must hold a university degree or relevant professional qualification at graduate or diploma level and have worked for at least 2 years in a management role at Band 7 or above.

OR

Have worked for at least 4 years in a senior management role at Band 7 or above.

Be able to evidence delivery against performance management programmes for a minimum of 2 years meeting a full range of key targets and making significant improvements.

Application Form

Knowledge

Skills

Abilities

Be able to demonstrate their contribution to innovations in care and identification of new ways of working to meet a full range of key targets over a period of 2 years.

Must have a working knowledge of electronic systems supporting Safer Staffing and E-Rostering.

Evidence of excellent IT skills and using applications to support analysis and reporting through use of the full range of Microsoft Office products – e.g. Development of pivot tables, spreadsheets etc.

Have presentation and facilitation skills including excellent written and verbal skills

Ability to demonstrate evidence of leading reform or modernisation of an aspect of Service Delivery involving a range of stakeholders to bring about measurable Service Improvement.

Demonstrate an understanding of Nursing and Midwifery Workforce Planning in line with the

Northern Ireland Delivering Care Framework.

Application Form/ Interview

Other (e.g.

Driving etc.)

Hold a current full driving licence valid in the UK, with access to a car.

‘Where disability prohibits driving, this criteria will be waived if the applicant is able to organise suitable alternative arrangements.’

DESIRABLE CRITERIA

SECTION 3: these will ONLY be used where it is necessary to introduce additional job related criteria to ensure files are manageable. You should therefore make it clear on your application form how you meet these criteria. Failure to do so may result in you not being shortlisted

Evidence of working knowledge of electronic systems such as e-rostering.

Shortlisting by Application

Form

NOTE

Where educational/professional qualifications form part of the criteria you will be required, if shortlisted for interview, to produce original certificates and one photocopy of same issued by the appropriate authority. Only those certificates relevant to the shortlisting criteria should be produced. If educational certificates are not available, an original letter and photocopy of same detailing examination results from your school or college will be accepted as an alternative.

If successful, you will be required to produce documentary evidence that you are legally entitled to live and work in the United Kingdom. This documentation can be a P45, Payslip, National Insurance Card or a Birth Certificate confirming birth in the United Kingdom or the Republic of Ireland. Failure to produce evidence will result in a non-appointment.

Where a post involves working in regulated activity with vulnerable groups, post holders will be required to register with the Independent Safeguarding Authority.

Healthcare Leadership Competencies

Candidates who are shortlisted for interview will need to demonstrate at interview that they have the required competencies to be effective in this demanding leadership role.

The competencies concerned are set out in the NHS Healthcare Leadership Model, details of which can be found at:

http://www.leadershipacademy.nhs.uk/resources/healthcare-leadership-model.

Particular attention will be given to the following

Inspiring shared purpose

Leading with care

Evaluating information

Connecting our service

Sharing the vision

Engaging the team

Holding to account

Developing capability

Influencing for results

HSC Values

Whilst employees will be expected to portray all the values, particular attention is drawn to the following values for this role.