HROD Equip Change and Readiness Lead Band 8A

Job details

• Branch: St Luke's Hospital site, Armagh (SHSCT)
• Location: St Luke's Hosp-Hill Building
• Directorate: HR & Organisational Development
• Salary: Band 8a (£55,690 - £62,682 )
• Contract Type: Temporary
• Opening Date: 12/06/26
• Closes: Fri, 26 June 2026 @ 4:00 PM
• Interview Dates: To be confirmed

Notes

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

JOB TITLE

equip Readiness and Change Lead

Pay and Conditions

BAND

8A

DIRECTORATE

Human Resources & Organisational Development Directorate OR Finance Directorate

INITIAL LOCATION

St Luke’s Hospital Site, Armagh

(hybrid flexible working is available)

REPORTS TO

Head of Service

ACCOUNTABLE TO

Deputy HRD

FLEXIBLE WORKING PROVISIONS AVAILABLE

DURATION

Hours – 37.5 hours per week

The post is available until 31 March 2027

The post is also suitable for applicants wishing to apply on a secondment basis.

JOB SUMMARY

The equip Programme is a Health and Social Care Northern Ireland (HSCNI) wide programme to replace the existing Human Resources (HR) Finance and Procurement systems with a single cloud-based solution. This replacement will be a new Oracle system for the functions of HR, Recruitment, Pay, Travel, Finance, Procurement and Logistics.

The HROD equip Readiness and Change Lead/s will develop and maintain key working relationships with the Deputy Directors of HR, Heads of Service, HR functional teams and Trust senior managers throughout the duration of the equip project to ensure a seamless, responsive and co-ordinated approach to implementation and optimisation within the Trust.

The post holder will work with the equip programme team and the relevant HR functional team to develop and deliver a strategic readiness and change plan using a benefits management led approach to implementation and transformation and will play a key role in the achievement of measurable improvements in the delivery of HR services as a result of digital transformation.

KEY DUTIES / RESPONSIBILITIES

Setting Direction

Lead on change readiness and implementation within specialist functional area.

Ensuring operational readiness plans are developed, delivered and monitored to achieve key milestones and targets, including preparation for go live readiness assessments (GLRA).

Provide leadership and direction to the relevant HR functional teams on change readiness activities, training and project management.

Develop in-depth knowledge of Oracle functionality and provide specialist advice on functional business processes, best practice and approaches to stakeholders across the business.

Consult and coach HR colleagues and end users on effective approaches to leading and embedding change and managing anticipated resistance and training deployment.

Service Delivery

Establish and lead internal HR functional working groups to ensure action plans (including Risks, Assumptions, Issues and Dependencies – RAID document) and change readiness plans are conducted and implemented in a timely fashion and in accordance with best practice.

Develop, analyse, interpret and communicate specialist HR data to support the equip project and business decision making across the Trust.

Provide specialist advice to senior staff across all service areas on the HR workforce related readiness and change activities needed for equip implementation including presentation at GLRA assessments.

To support the development and implementation of policies, procedures and practices to maximise the benefits of equip for the HR functional area, including the identification of new ways of working.

Collaborate with equip Programme team, HR Heads of Service and Subject Matter Experts to ensure and enable business readiness to implement and adopt new systems and processes,

Work with the Trust equip lead, Deputy Director of HR and Head of Service to establish reporting and control structures for the effective management, quality assurance and reporting of progress against HR actions.

To provide appropriate HR functional reports to the equip Programme Board and to regional groups on progress against agreed targets and timescales.

Take a lead role in ensuring stakeholders are prepared for and manage follow up actions. Monitor action plans including GLRA templates and ensure all relevant documents are kept up to date.

To work in partnership with relevant stakeholders to ensure the successful implementation of equip programme.

Development and Innovation

To undertake agreed research relevant to the responsibilities of the post.

Ensure good knowledge of the relevant business areas associated with the equip Programme.

To develop and update policies and processes on an on-going basis.

To work with HR and other senior staff in the Trust to constantly develop services to improve effectiveness and efficiency.

Collaborative Working

Work with the Trust equip implementation leads, HR Heads of Service, central equip Programme Team and regional colleagues to ensure strong and effective relationships are maintained throughout all stages of the Programme.

To engage and communicate with Trade Union colleagues on business readiness as appropriate across the HR functional area.

To work with the communication lead to deliver communication briefings across the Trust in line with the regional/ Trust Communication Strategy for the equip project.

Work with internal stakeholders to develop and agree effective engagement strategies.

Finance & Resource Management

Identify resources required for successful delivery of the project.

Monitor overall progress and use of resources, initiating prompt and effective corrective action as and when necessary.

Participate in Post Project Evaluations and Project Reviews to assess how well the Project was managed; follow up on ‘lessons learned’ and other actions.

People Management & Development

Lead and empower HR and Trust senior managers, by providing expert advice, support and general advice in relation to the readiness and change arising during the various stages of the programme.

To promote the corporate values and culture of the organisation through the development and implementation of relevant policies and procedures, and appropriate personal behaviour.

Participate as required in the selection and appointment of staff reporting to him/her in accordance with procedures laid down by the Trust.

Promote the Trust’s policies on ‘equality of opportunity’ and the promotion of ‘good relations’ through his/her own actions and those of any staff the postholder has responsibility.

Contribute to the Trust’s overall corporate and integrated governance processes to ensure its compliance with public sector values and codes of conduct, operations and accountability.

HUMAN RESOURCE MANAGEMENT RESPONSIBILITIES

The Trust supports and promotes a culture of collective leadership where those who have responsibility for managing other staff:

Establish and promote a supportive, fair and open culture that encourages and enables all parts of the team to have clearly aligned goals and objectives, to meet the required performance standards and to achieve continuous improvement in the services they deliver.

Ensure access to skills and personal development through appropriate training and support.

Promote a culture of openness and honesty to enable shared learning.

Encourage and empower others in their team to achieve their goals and reach their full potential through regular supportive conversation and shared decision making.

Adhere to and promote Trust policy and procedure in all staffing matters, participating as appropriate in a way which underpins Trust values.

RAISING CONCERNS – RESPONSIBILITIES

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 Trust’s ‘Your Right to Raise a Concern (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 that it is managed correctly under the Trust’s ‘Your Right to Raise a Concern (Whistleblowing)’ policy and ensure feedback/learning is communicated at individual, team and organisational level.

EMERGENCY PLANNING & BUSINESS CONTINUITY RESPONSIBILITIES

To work proactively with the Trust’s Emergency planner and other internal and external stakeholders to develop appropriate emergency response and business continuity plans to ensure the service can maintain a state of emergency preparedness to respond safely and effectively to a range of threats, hazards and disruption.

GENERAL REQUIREMENTS

The post holder will be required to

Ensure the Trust’s policy on equality of opportunity is promoted through their own actions and those of any staff for whom they have responsibility.

Co-operate fully with the implementation of the Trust's Health and Safety arrangements, reporting any accidents/incidents/equipment defects to their manager, and maintaining a clean, uncluttered and safe environment for patients/clients, members of the public and staff.

Adhere at all times to all Trust policies/codes of conduct, including for example

Smoke Free policy

IT Security Policy and Code of Conduct

standards of attendance, appearance and behaviour

Contribute to ensuring the highest standards of environmental cleanliness within your designated area of work.

Co-operate fully with regard to Trust policies and procedures relating to infection prevention and control.

All employees of the Trust are legally responsible for all records held, created or used as part of their business within the Trust including patients/clients, corporate and administrative records whether paper-based or electronic and also including emails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000 the Environmental Information Regulations 2004, the General Data Protection Regulations (GDPR) and the Data Protection Act 2018. Employees are required to be conversant with the Trust’s policy and procedures on records management and to seek advice if in doubt.

Take responsibility for their own ongoing learning and development, in order to maximise their potential and continue to meet the demands of the post.

Represent the Trust’s commitment to providing the highest possible standard of service to patients/clients and members of the public, by treating all those with whom they come into contact in the course of work, in a pleasant, courteous and respectful manner.

This Job Description will be subject to review in the light of changing circumstances and is not intended to be rigid and inflexible but should be regarded as providing guidelines within which the individual works. Other duties of a similar nature and appropriate to the grade may be assigned from time to time.

It is a standard condition that all Trust staff may be required to serve at any location within the Trust's area, as needs of the service demand.

February 2026

PERSONNEL SPECIFICATION

JOB TITLE / BAND

Equip Readiness and Change Lead 8a

DEPARTMENT / DIRECTORATE

SALARY

Human Resources and Organisational Development

HOURS

Hours – 37.5 hours per week.

Applications are welcome from those wishing to work part-time (minimum 30 hours per week)

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

1. Hold a University Degree or recognised professional qualification

AND have a minimum of 3 years' experience in a HR/OD, Change or Project management role at Band 6* or above to

OR

Have at least 5 years’ experience of working in a senior management position at Band 6* or above within HR/OD, Change or Project Management

*Indicative salary would be within the range

£37,338 - £44,962 (equivalent to HSC Band 6) (PLEASE SPECIFY SALARY ON APPLICATION FORM)

Shortlisting by Application Form

Experience

2. Demonstrate specialist knowledge of relevant HR functional area and engagement / consultation with various stakeholders in a major complex organisation**

** Major complex organisation is defined as one with at least 200 staff or a turnover of at least £50 million

Shortlisting by Application Form and Interview

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.

Shortlisting by Application Form

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

Skills / Abilities / Knowledge

Have excellent communication skills and the ability to influence at all levels in the organisation

Interview

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.

Factor

Criteria

Method of Assessment

Experience / Qualifications

Previous experience of initiating, developing, planning and prioritising multiple, complex information/data analysis to support the development of action plans for change management projects.

Have proven experience in running focus groups, workshops and training to support organisational change.

Shortlisting by Application Form

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.

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 dimensions:

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.

If this post is being sought on secondment then the individual MUST have the permission of their line manager IN ADVANCE of making application.

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 TRUST 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.

are able 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.