NHSCT Head of Service – Together for Families/ Family Support Service/Family Support Partnership Panel Band 8B

Job details

• Branch: Northern HSC Trust Area
• Location: Antrim Hospital Site: Alder House
• Directorate: Women, Children & Families Division
• Functional Area: Social Care Management
• Salary: Band 8b (£64,455 - £74,896 )
• Contract Type: Temporary
• Opening Date: 01/09/26
• Closes: Tue, 15 September 2026 @ 5:00 PM
• Interview Dates: To Be Confirmed

Notes

Important Information If you are submitting a manual application, please post it to: Recruitment Shared Services, Rosewood Villa, Longstone Hospital Site, 73 Loughgall Road, Armagh, BT61 7PR. 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

Head of Service – Together for

Families/ Family Support Service/

Family Support Partnership Panel

Band 8B

The Northern Health and Social Care Trust (NHSCT) is responsible for the delivery of safe and effective health and social care (HSC) services to the population of the Northern Trust area in Northern Ireland.

We provide compassionate care with our community in our community. In order to do this we require the commitment of a highly skilled and professional workforce that meets the need of the service.

The diagram below outlines our values and our objectives which support the delivery of compassionate care within our community.

The below diagram details the values and associated behaviours that we expect staff working within Health and Social Care (HSC) to display at all times;

HSC Value

What does this mean?

What does this look like in practice? - Behaviours

Working Together

We work together for the best outcome for people we care for and support. We work across Health and Social Care and with other external organisations and agencies, recognising that leadership is the responsibility of all.

I work with others and value everyone’s contribution

I treat people with respect and dignity

I work as part of a team looking for opportunities to support and help people in both my own and other teams

I actively engage people on issues that affect them

I look for feedback and examples of good practice, aiming to improve where possible

Compassion

We are sensitive, caring, respectful and understanding towards those we care for and support and our colleagues. We listen carefully to others to better understand and take action to help them and ourselves.

I am sensitive to the different needs and feelings of others and treat people with kindness

I learn from others by listening carefully to them

I look after my own health and well-being so that I can care for and support others

Excellence

We commit to being the best we can be in our work, aiming to improve and develop services to achieve positive changes. We deliver safe, high-quality, compassionate care and support.

I put the people I care for and support at the centre of all I do to make a difference

I take responsibility for my decisions and actions

I commit to best practice and sharing learning, while continually learning and developing

I try to improve by asking ‘could we do this better?’

Openness & Honesty

We are open and honest with each other and act with integrity and candour.

I am open and honest in order to develop trusting relationships

I ask someone for help when needed

I speak up if I have concerns

I challenge inappropriate or unacceptable behaviour and practice

JOB DESCRIPTION

JOB TITLE: Head of Service (Together for Families/ Family Support Service/ Family Support Partnership Panel)

Temporary until end of March 2029

Applications are welcome from those seeking a secondment from their current role. Please note that you should have permission to be released from your substantive post from your line manager in advance of applying.

BAND: 8B

DIRECTORATE/DIVISION: Children and Young People’s Services

INITIAL LOCATION: Antrim (the post holder will be required to cover a Trust wide remit)

REPORTS TO: Assistant Director for Family Support and Safeguarding Children

ACCOUNTABLE TO: Director of Children and Young People’s Services

FLEXIBLE WORKING PROVISIONS AVAILABLE

A number of flexible working provisions are offered by all HSC Organisations including Full-time working, Fixed working patterns, Part-time working, Flexi-time, Compressed/elongated hours, Average hours working patterns, Term-time working, Job-share or Homeworking for some or all of the working pattern, depending on the role being undertaken. Successful applicants are encouraged to discuss with their manager what Flexible Working provisions may be available in the role they are taking up, prior to commencing employment, to help them achieve a positive Work/Life Balance.

JOB SUMMARY

The post holder provides strategic and operational leadership for the implementation and delivery of the Together for Families (TFF) Service Model across Children and Families Services. The post is funded by the TFF Programme and the dedicated nature of the post is critical to the success of the Programme. In the initial stages of implementing the TFF Programme, it will be essential that the post holder works closely with the central Implementation Team in the Department of Health and with other TFF Band 8B postholders in other Trusts. Among other things, consistency in how the Model is delivered across the region is a key programme aim. This includes consistent governance arrangements, consistent delivery timescales and consistent quality standards.

Within Each Trust, the postholder will lead on the development of Family Support and Early Intervention services, including Family Support Hubs, Enhanced and Intensive Family Support Services, and the management of an Open List of family support services, including leadership of a multi-agency Family Support panel responsible for making decisions about accessing services on the ‘Open List’. The post holder will also support the effective functioning of the Trust’s TFF Partnership Panel.

The post holder will have responsibility for service improvement, governance, workforce leadership, financial management and multiagency partnership working, and will contributes at senior management level to policy development and corporate objectives. The post holder will deputise for the Assistant Director and represent the Trust on TFF structures as required.

KEY RESULT AREAS / MAIN RESPONSIBILITIES

Strategic Leadership & Service Development

Oversee implementation of the entire ‘Together for Families’ programme within the Trust, ensuring that the transformation aims of the programme are being met.

Drive service improvement, innovation and evidencebased practice.

Be a central part of the Regional Implementation Team.

Operational Management & Statutory Responsibility

Ensure effective daytoday delivery of Family Support and Early Intervention services in line with the TFF model.

Manage and supervise staff as necessary.

Ensure statutory duties, professional standards and Trust guidance are met.

Chair and manage the Trust’s ‘Open List‘ Family Support Multi-agency Panel.

Partnership & Integration

Build and maintain strong multiagency relationships across statutory, voluntary and community sectors.

Promote integrated working and stakeholder engagement, including with children and families.

Set up and ensure efficient running of the Trust’s TFF Partnership Panel.

Manage the interface between the organisations delivering the Enhanced Service and the Trust, ensuring a seamless service for families.

Ensure that the different elements of the TFF model (Family Support Hubs, Enhanced Service, Intensive Service and the Open List) operate seamlessly and as a coherent whole.

Further develop robust partnership arrangements with Education, Justice, CAMHS, Health, Public Health, Councils and other relevant organisations, encouraging and enabling alignment and co working arrangements.

Further develop robust connectedness and partnership arrangements with universal services and other community resources.

Governance, Quality & Performance

Ensure robust arrangements for quality assurance, audit, social care governance and performance management.

Contribute to Trust planning, contracting and performance monitoring processes.

Manage reporting arrangements in line with the requirements of the TFF model.

Ensure robust data collection systems are in place across all elements of the TFF to support reporting under the TFF model, to, among other things, demonstrate that transformation is taking place.

Workforce Leadership & Development

Ensure effective supervision, appraisal, staff engagement and professional development.

Identify and address training and workforce development needs.

Manage the TFF assigned Band 4 administrator.

Oversee the effectiveness of the Together for Families Model in the Trust area,

Work with Trust staff to develop the culture change necessary to ensure that family support is the primary method of intervention across all levels of need.

Financial & Contract Management

Manage the TFF budget within the Trust across all elements of the TFF model

Family Support Hub allocation;

Enhanced Service;

Intensive Service;

Open List.

Ensuring that expenditure is in line with the programme’s finance profile and reporting on variance (under/overspend) where required.

Advise on revenue and capital expenditure priorities.

Corporate & Deputising Responsibilities

Contribute to senior management decisionmaking and corporate objectives.

Deputise for the Assistant Director as required in connection with TFF business.

Quality and Governance

Responsible for ensuring safe, effective, and highquality services for children and families through robust governance arrangements, compliance with statutory, professional and Trust standards, and a strong culture of learning and continuous improvement. This includes risk management, audit, complaints, significant incidents, inspections, performance oversight, environmental standards, and workforce professionalism.

Service Planning and Development

Leads and supports strategic service planning and development for children and families in line with Trust priorities, regulatory frameworks and evidencebased practice. Promotes innovation, reform and modernisation, contributes to Trustwide projects (with a connection to TFF), and ensures services are planned, monitored and improved to meet agreed standards and outcomes.

Financial and Resource Management

Holds accountability for effective financial stewardship, including the management of devolved budgets, achievement of financial targets, compliance with financial governance arrangements, and participation in relevant commissioning and contractual arrangements. Ensures resources, assets and facilities are managed efficiently and sustainably to support service delivery.

People Management

Provides strong leadership and workforce management, ensuring a skilled, motivated and wellsupported workforce. Oversees supervision, appraisal, performance management, workforce planning, staff development, health and safety, and adherence to people management policies, fostering a positive culture and effective team working.

Communication and Information Management

Ensures effective information governance and communication systems are in place to meet reporting, storage and informationsharing requirements. Promotes transparent and accessible communication of service activity and performance, ensuring information is available in formats that meet the needs of children, families and stakeholders.

Planning and Performance Management

Accountable for service performance, ensuring agreed standards, targets and outcomes are achieved. Contributes to Directoratelevel strategic planning (with a connection to TFF), performance monitoring and the development of improvement proposals where required.

SubDirectorate Responsibilities

Acts as a senior leader within the SubDirectorate, maintaining strong internal and external stakeholder relationships, supporting integrated governance, adhering to corporate decisionmaking processes, and ensuring the effective communication and delivery of Corporate Management Team objectives.

Client / Patient Experience

Leads the development of a personcentred service approach, ensuring meaningful engagement of children, parents and carers in service planning and delivery, in line with the aims and objectives of ‘Our Pact’. Supports advocacy, monitors user satisfaction, and works collaboratively with statutory, community and voluntary partners to improve inclusion and outcomes, particularly for children and their families.

GENERAL MANAGEMENT RESPONSIBILITIES

Ensure the appropriate governance and risk management arrangements are in place for the services you are responsible for and take appropriate action to identify and manage risk and to maintain safety of users, staff and others in accordance with relevant regulations, policies and procedures;

It is essential to ensure that the highest standards of infection prevention and control are maintained to ensure patient and client safety and maintain confidence in the Trust. As a Manager, you must ensure that you implement all instructions/ policy in this area and that all staff are made aware of and fully comply with these;

Where the post-holder has responsibility for managing a budget, ensure that services are managed and developed both in accordance with agreed and funded priorities as set out on a yearly basis and in accordance with Standing Financial Instructions, particularly ensuring your compliance with payroll documentation procedures and timescales;

Ensure the necessary arrangements are in place in regard to the ‘Knowledge and Skills Framework’ outlines, where this applies, for the posts for which you have management responsibility and ensure that each member of staff has an annual development and performance review, a personal development plan and that arrangements are in place to ensure that staff have maximum opportunity to progress through gateways in their pay bands and to contribute effectively towards our objectives;

Promote a culture of continuous service improvement amongst your staff, encouraging their participation and that of service users in reviewing and modernising current services and in service development;

Make sure you are trained and competent in the relevant policies and procedures which apply to the management of staff and other resources and abide by these policies; seeking advice as necessary from senior management or specialist staff as necessary;

Communicate effectively with staff and maintain productive working relationships amongst your staff and with others;

Delegate appropriate responsibility and authority to staff in order to ensure optimum and effective service delivery and decision-making, whilst retaining overall accountability and responsibility for outcomes;

Promote a culture of learning and development and facilitate arrangements for and participate in training and development of staff as agreed for the performance of their duties. Where training is in accordance with relevant standards make sure you have the relevant competences in order to carry out this responsibility;

Promote equality of opportunity for all by personal action, both in the management of your staff and in the provision of care to service users in accordance with the Trust’s Equality of Opportunity Policy and Equality Scheme;

Take responsibility for ensuring appropriate standards of environmental cleanliness and for encouraging staff to maintain standards in their work area. Have an awareness of environmental issues and take appropriate action, for example to ensure the efficient use of energy and other resources, recycling etc.;

Make sure that staff are aware of Trust policies regarding the General Data Protection Regulations (GDPR) and the Data Protection Act 2018, the Freedom of Information Act 2000, the Environmental Information Regulations 2004 and Records Management and that they must not disclose, withhold, retain or dispose of any information unless legally authorised.

GENERAL RESPONSIBILITIES

Employees of the Trust will be 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

At all times demonstrate practice the HSC values of Working Together, Excellence, Openness & Honesty and Compassion

Carry out their duties and responsibilities in a manner which assures patient and client safety

Comply with all instructions in regard to Infection Prevention and Control

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 health and safety policy and statutory regulations

Adhere to equal opportunities policy throughout the course of their employment

Ensure the ongoing confidence of the public in service provision

Adhere to the Code of Conduct for HSC Employees which aims to guide staff, managers and employers in the work that they do and the decisions and choices they have to make. Professional staff are expected to follow the code of conduct for their own professions as well as this code.

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 the NHSCT Raising Concerns Policy and their professional code of conduct, where applicable.

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

RECORDS MANAGEMENT

All employees of the Northern Health & Social Care Trust are legally responsible for all records held, created or used as part of their business within the Northern 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 Regulations (GDPR) and the Data Protection Act 2018. Employees are required to be conversant and to comply with the Northern Health and Social Care Trust policies on Information Governance including (for example) the ICT Security Policy, Data Quality and Data Protection Policy and Records Management Policy and to seek advice if in doubt.

SALARY

£64,455 - £74,896 per annum (pro-rata for part-time)

RIGHT TO WORK IN THE UK

Please note this role may not meet the requirements for a Skilled Worker visa (including a Heath and Care Worker visa) and the Trust therefore would be unable to employ anyone that requires Sponsorship. For further information visit the UK Visas and Immigration website (https://www.gov.uk/government/organisations/uk-visas-and-immigration).

HOURS

Normal full-time hours of duty are 37½ hours per week, exclusive of meal times

MEDICAL

Appointment will be subject to a successful pre-employment health assessment.

HOLIDAYS

27 days each year; 29 days after 5 years’ service; 33 days after 10 years’ service and 10 statutory and public holidays.

PENSION

The post-holder can participate in the Health Social Care Pension Scheme.

NORTHERN TRUST BENEFITS

You can explore the benefits on offer to you in the Northern Trust by clicking here

PROBATIONARY PERIOD

You will serve a probationary period of normally six months.

WAITING LIST

N/A

PAY PROTECTION

Legacy Trust Staff who apply for a promotion after 1 April 2011 should be aware that they will lose their legacy protection arrangements and will be entitled to pay protection in accordance with circular HSS (JNF)(1) 2011. This circular will also apply to legacy staff who are currently in receipt of protection and who move post on promotion.

Completed application forms should be returned to the BSO Recruitment and Selection Shared Services Centre, on or before the closing date as stated in the advertisement.

Canvassing, either directly or indirectly, will be an absolute disqualification.

We will review this Job Description and it may include any other duties and responsibilities we determine in consultation with the jobholder. We do not intend it to be rigid and inflexible but rather to provide guidelines within which the jobholder works.

(July 2026)

PERSONNEL SPECIFICATION

Title of Post: Head of Service (Together for Families/ Family Support Service/ Family Support Partnership Panel)

Band of Post: 8B

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.

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.

Volunteering experience may be considered appropriate in particular for roles within the context of direct patient/client care.

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

Method of Assessment

Qualifications/ Registration

Experience

A degree/Diploma in Social Work or equivalent.

Current registration or eligible to register with the Northern Ireland Social Care Council (NISCC).

Have worked in a Senior Management position (Band 8a or above) for at least 3 years in a Children’s Services/Family Childcare Services environment;

Delivering a challenging change management project/ programme to deliver service improvements.

Working with a wide range of partner organisations/diverse stakeholder group - internal and external to the organisation - to achieve successful outcomes.

Delivering against social care governance, risks and safety management targets.

Experience of financial management and meeting budgetary controls.

Successfully demonstrated high level people management, governance and organisational skills for a minimum of 3 years.

Shortlisting by Application Form

Other

Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment. This criteria will be waived in the case of applicants whose disability prohibits driving but who have access to a form of transport approved by the Trust which will permit them to carry out the duties of the post.

SECTION 2: The following are ESSENTIAL criteria which will be measured during the interview/ selection stage:

Competencies

Essential Leadership Capabilities

The successful candidate will need to provide evidence and demonstrate their leadership capabilities against the required dimension on the NHS Leadership framework.

A shortlist of candidates for interview will be prepared on the basis of the information contained in the application form. It is therefore essential that all applicants demonstrate through their application how and to what extent their experience, knowledge, skills and qualifications are relevant to this post and the extent to which they satisfy each criterion specified. An assessment centre may also be used as part of the short-listing process.

Candidates who are short-listed for interview will need to demonstrate at interview that they have the required competencies to be effective in this demanding leadership role. The dimensions concerned are given in the 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

Leading with care

Evaluating information

Connecting our service

Sharing the vision

Engaging the team

Holding to account

Influencing for results

Interview / Test

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.

Have contributed to performance management, corrective action or professional development programmes which have led to significant improvement in health or social care practice.

Qualifications

Qualification in Leadership and or Management

Value Based Recruitment

Value Based Recruitment is a process adopted by the Northern Trust to attract and select employees on the basis that their individual values and behaviours align with those of the Trust.

It focuses on the ‘how’ and ‘why’ people do what they do.

Candidates who are short-listed for interview will need to demonstrate at interview that they have the required knowledge, skills, competencies and values to be effective in this new role.

In answering the value based questions you have the opportunity to share examples of when you have demonstrated values relevant to the Northern Trust.

Criminal Offences, Investigations and Charges

Having a criminal record will not necessarily debar you from working with the Trust. This will depend on the nature of the position, together with the circumstances and background of your offences or other information contained on a disclosure certificate. Where it is necessary to obtain an Access NI disclosure the Trust operates in line with the Access NI Code of Practice (www.nidirect.gov.uk/publications/accessni-code-practice).

If you require further information or a copy of the policy on the recruitment of ex-offenders or the policy on the Secure Handling, Use, Storage and Retention of Disclosure Information, please contact the Trust Human Resources Department.

The successful candidate will need to provide evidence and demonstrate their Leadership capabilities against the required dimension on the NHS Leadership framework.

A shortlist of candidates for interview will be prepared on the basis of the information contained in the application form. It is therefore essential that all applicants demonstrate through their application how and to what extent their experience and qualities are relevant to this post and the extent to which they satisfy each criterion specified. An assessment centre may also be used as part of the short-listing process.

Candidates who are short-listed for interview will need to demonstrate at interview that they have the required competencies to be effective in this demanding leadership role. The dimensions concerned are given in the Healthcare Leadership Model details of which can be found at http://www.leadershipacademy.nhs.uk/resources/healthcare-leadership-model.

Inspiring shared purpose

Developing capability

As part of the Recruitment & Selection process it may be necessary for the Trust to carry out an Enhanced Disclosure Check through Access NI before any appointment to this post can be confirmed.

THE NHSCT IS AN EQUAL OPPORTUNITIES EMPLOYER

Successful applicants

may be required to attend for a Health Assessment

can expect to be placed at the minimum point of the pay scale, although a higher starting salary, within the range of the pay band may be available if the person appointed has experience relevant & equivalent to the post. If the successful candidate is an existing HSC employee moving to a higher band, AfC Pay on Promotion will apply.

have the right to request Flexible Working from the 1st day of their employment. A number of flexible working provisions are offered by all HSC Organisations including Full-time working, Fixed working patterns, Part-time working, Flexi-time, Compressed/elongated hours, Average hours working patterns, Term-time working, Job-share or Homeworking for some or all of the working pattern, depending on the role being undertaken. Successful applicants are encouraged to discuss with their manager what Flexible Working provisions may be available in the role they are taking up, prior to commencing employment, to help them achieve a positive Work/Life Balance.