Head of eRostering

Job overview

Please note that the start date for this vacancy will be on or after the 1st April 2027

An exciting opportunity has arisen to lead the Trust's eRostering and Non-Medical Job Planning Team.

The successful candidate will undertake a varied role, covering the implementation of new systems and ways of working such as the introduction of AfC electronic job planning and SafeCare, contract management for major third party suppliers and system audit alongside providing support to senior stakeholders across the Trust.

The postholder will manage a team covering medical rostering, AfC rostering, AfC job planning, business as usual user support to all levels of the organisation as well as an analytics function to support the Trust with interpreting key roster performance data.

The postholder will also be a key part of the team working on Trust-wide cost improvement initiatives, working closely with senior stakeholders both within and outside of the People Directorate.

Main duties of the job

• Develop & lead on the strategic direction & continual improvement of rostering, rostering practices and functionality of software across all staff groups.
• Lead on the implementation of non-medical eJob Planning software, create a job planning stakeholder group and collectively standardise job planning practices across non-medical staff groups.
• To lead and develop an experienced eRostering team.
• Implement the benefits of eRostering and eJob Planning, supporting the implementation of Lord Carter’s & NHSE ALoA recommendations across all staff groups.
• Lead on the eRostering /non-medical eJob Planning related initiatives which facilitate efficiency gains and/or cost savings for the Trust’s cost improvement plans.
• Develop and maintain strong relationships with stakeholders to communicate and promote the optimal use of our workforce and deployment software. Stakeholders include clinicians, management teams, finance and people business partners, senior workforce colleagues.
• Lead on day-to-day provider contract management to facilitate optimal rostering / job planning benefits realisation. Provide support to Associate Director of People Services, Digital and Transformation and Workforce Planner & Insight Analyst for contract renewals.

Detailed job description and main responsibilities

Communication and Representation:

• Lead on day-to-day provider contract management to facilitate optimal rostering / job planning benefits realisation.
• Provide expertise in the rostering of all staff groups, working closely with Senior Managers to facilitate significant cost savings and efficiency gains.
• Develop and maintain strong positive relationships with internal and external stakeholders for eRostering and eJob planning (non-medical)

Strategy and Planning:

• Further develop & lead on the strategic direction for rostering, rostering practices and functionality across all staff groups.
• Develop and implement an eRoster and eJob Planning deployment plan across the Trust that enables reach to the highest possible of NHSE Levels of Attainment whilst ensuring safe and efficient rosters and job plans.
• Further develop & maintain a KPI achievement and governance framework with professional leads for rostering and eJob planning (non-medical) to facilitate best practice and drive productivity benefits.

Reporting and Analysis:

• To direct & lead on the development of all eRostering and eJob Planning (non-medical) reporting available to the Trust
• To use qualitative and quantitative data & presentations to challenge existing work practices and beliefs for varying audiences.
• To provide expertise and recommendations to clinical & nonclinical areas for the review of current workforce profiles and service delivery models.

Operational Performance:

• Accountable for the management & investigation of medium & high priority incidents/issues in relation to rostering.
• To liaise with other Trust departments (e.g. Finance & Workforce Information) to agree and to implement / support the implementation of changes to budgeted establishments as required.
• Ensure that any service redesign is supported by new costing sheets developed in partnership with the Finance team.
• Provide expert advice and support to senior managers across the Trust, HR Business Partners and Medical Workforce Managers in the design of roles, skill mix, workforce profiles and rotas

Policy and Process:

• Responsible for ensuring a robust eRostering policy in place for all staff groups which promotes current rostering best practice and NHSE standards.

Responsible for leading on the development and facilitating the implementation of a new eJob Planning policy (nonmedical) in conjunction with professional lead stakeholders.

• Responsible for ensuring the eRostering team has robust procedures, local guidance and protocols for Trust users, promoting effectiveness, data quality & alignment to ESR.
• In association with senior service leaders, responsible for ensuring a governance & support framework is in place to support the improvement of poor performing areas.
• Accountable for ensuring the eRostering team has robust finalisation procedures, payroll processes, & facilitate liaisons with the Trust Payroll team to monitor & identify issues and develop improvements in payroll procedures.
• Responsible for liaising closely with the Trust Temporary Staffing team facilitating best practice within the eRostering system and related temporary staffing modules.

People Management and Performance

• Lead, coach and manage the performance of the team in line with good people management practices. Ensuring excellence is recognised and underperformance is addressed.
• Participate in regular performance appraisal meetings and ensure each member of the team has a clear set of objectives and development plans.
• Ensure the team is compliance with all statutory, mandatory training together with any professional training requirements, ensuring they are up to date and fully compliant.
• Manage team absences including sickness in line with Trust policy ensuring the appropriate return to work meetings occur, eRoster is updated and productivity is at keep to the highest possible level.
• Identify talent and support the internal talent management process in order attract and retain and succession plan for your people.
• Review skills mix at regular intervals to identify any potential opportunities to maximise resource utilisation / allocation, ensuring job descriptions are kept up to date.