Organisational Development and Leadership Practitioner

Job overview

Are you passionate about helping people, teams and organisations thrive?

We are looking for a creative and enthusiastic Organisational Development and Leadership Practitioner to join our People Team and support the delivery of strategic organisational development, culture and leadership initiatives across the Trust.

Working closely with the OD and Talent Manager and wider People Team, you will help embed our HEART Culture Framework, lead staff engagement activities, support leadership and team development, analyse NHS Staff Survey insights, and contribute to organisational change, talent management and continuous improvement programmes.

This is an exciting opportunity to make a real impact on staff experience, organisational culture and leadership capability within an innovative and forward-thinking NHS organisation.

We are looking for someone with excellent communication and facilitation skills, experience of organisational development or staff engagement activities, and a passion for creating inclusive, high-performing workplaces.

Join us and help shape a culture where people feel valued, supported and empowered to deliver outstanding care.

Main duties of the job

The Organisational Development and Leadership Practitioner will support the delivery of the Trust's organisational development, culture and leadership agenda. Working closely with leaders, teams and stakeholders across the organisation, the post holder will design and facilitate OD and team development interventions, support organisational change, strengthen leadership capability, and contribute to talent management and succession planning.

The role will lead staff engagement and Employee Voice activities, ensuring colleagues have meaningful opportunities to influence decision-making and service improvement. The post holder will also analyse NHS Staff Survey findings and other workforce insights to identify priorities, support action planning and drive continuous improvement.

Through effective communication, partnership working and evidence-based practice, the role will help embed the Trust's HEART Culture Framework, promote inclusive leadership, and support the development of high-performing teams that deliver excellent staff and patient outcomes.

Detailed job description and main responsibilities

Organisational Development

• Support the Trust’s HEART Culture Framework and inclusive leadership approach.
• Design, deliver and evaluate OD and team development interventions that improve culture, performance and staff experience.
• Work across the full OD cycle, including:
• Contracting and stakeholder engagement
• Diagnosis and analysis of organisational issues
• Feedback and action planning
• Intervention and change implementation
• Evaluation and sustainability
• Support change management activity, ensuring staff are engaged and supported through change.
• Contribute to talent management and succession planning.
• Support leaders and teams to improve performance, accountability and team effectiveness.
• Build collaborative relationships across the organisation to support OD priorities.
• Use organisational insight, staff feedback and evidence to inform OD activity and continuous improvement. Team Development
• Facilitate team effectiveness work, including role clarity, team purpose and ways of working.
• Support leaders to diagnose performance issues and implement targeted interventions.
• Support organisational design and workforce planning activity.
• Support the development of supervision and leadership structures.
• Support leadership development and coaching activity to strengthen capability and succession readiness.
• Use workforce data, engagement feedback and organisational insight to inform team development.

Employee Voice and Staff Engagement

• Develop and strengthen Employee Voice mechanisms to ensure staff perspectives are heard and acted upon.
• Facilitate meaningful staff engagement and dialogue between staff and leaders.
• Create inclusive and psychologically safe opportunities for staff to share ideas, concerns and feedback.
• Support leaders to respond constructively and transparently to staff feedback.
• Embed employee voice into service improvement, decision-making and organisational development activity.
• Promote a culture of openness, inclusion and partnership working.

NHS Staff Survey

• Analyse and interpret NHS Staff Survey results to identify themes, risks and opportunities.
• Support teams to understand survey findings and develop meaningful action plans.
• Use staff survey insight to inform OD interventions, cultural change and team effectiveness work.
• Monitor and evaluate progress against staff survey actions and improvement priorities.
• Promote organisational learning, transparency and accountability through effective use of staff survey data

Communication and  Engagement

• Develop and deliver communications and engagement approaches that promote the Trust’s OD and leadership offer.
• Maintain accessible and engaging OD and leadership resources and learning content.
• Work collaboratively across departments to ensure OD provision aligns with workforce and organisational needs.
• Act as a key point of contact for OD and leadership learning activity.
• Maintain awareness of OD, leadership and engagement best practice.

Analytical and Judgemental Skills / Freedom to Act

• Apply evidence-based and innovative approaches to OD and leadership interventions.
• Identify learning and development needs through analysis and stakeholder engagement.
• Monitor and evaluate OD activity, learner outcomes and impact.
• Support systems and processes that track and evaluate learning activity.
• Ensure equality of access to development opportunities.
• Coordinate short-, medium- and long-term OD and leadership activity.
• Support implementation of the OD and Talent Management Strategy.
• Manage multiple concurrent projects while maintaining quality and stakeholder engagement.