SHSCT_Medical Workforce Optimisation Lead Band 8A

Job details

• Branch: Craigavon Area Hospital (SHSCT)
• Location: Craigavon Area Hosp-The Brackens
• Directorate: HR & Organisational Development
• Salary: Band 8a (£55,690 - £62,682 )
• Contract Type: Permanent
• Opening Date: 14/05/26
• Closes: Fri, 29 May 2026 @ 4:00 PM
• Interview Dates: TBC

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: Medical Workforce Optimisation Lead

Optimisation Lead

BAND: 8a

DIRECTORATE: People & Culture

INITIAL LOCATION: Medical HR Team, The Brackens, Craigavon Area Hospital, with the possibility of rotation across sites and remote working.

REPORTS TO: Assistant Director of HR - Medical Workforce and People Resourcing

ACCOUNTABLE TO: Director of People & Culture

KEY WORKING RELATIONSHIPS: Head of Medical Workforce, Head of Flexible Workforce, Head of People Resourcing, Operational Directors, Medical Directors and Finance Leads.

HOURS: Full Time

(As this is an invest-to-save role: Full Time hours are required).

JOB SUMMARY

This senior strategic role will lead a focused programme of reform and modernisation across the medical workforce and resourcing functions at Trust-wide level. This is a delivery-focused role responsible for turning complex medical workforce data into clear, actionable decisions that stabilise rotas, reduce avoidable locum spend and improve workforce productivity. The post holder will operate at senior level accross clinical, operational, finance and HR teams influencing decision making and holding stakeholders to account for delivery. The post holder will strengthen workforce stability, improve resourcing effectiveness, and ensure the Trust is using modern, evidence-based and best-practice approaches. This is not a traditional HR role. It is a business focused role requiring strong analytical capability, commercial judgement and personal ownership to improve workforce deployment, accelerate recruitment and ensure resources are used effectively.

The post requires strong business acumen and analytical capability across project management, workforce planning, digital reform and emerging IT systems. The ability to use data, advanced analytics and digital tools to inform decisions is central. The emphasis is on building a sustainable, forward-looking and well-governed medical workforce, maximising our ability to fill vacancies, retain staff and modernise resourcing methods so that costly temporary arrangements are replaced with efficient, high-quality, long-term solutions.

This role provides strategic oversight, challenge and delivery support across medical workforce systems and resourcing. It does not replace operational management accountability within medical HR but works alongside senior leads to optimize performance, drive efficiency and ensure workforce models are aligned to best practice and financial sustainability.

WORK OF THE DEPARTMENT

The Medical HR team supports all medical and dental staff employed or engaged across the Trust. Services include recruitment, pay/contracts, workforce planning, job planning, governance, data analysis and temporary staffing.

The Optimisation Lead will work to modernise and professionalise these processes, embedding and optimising new digital systems (Liaison TempRE, Allocate E Monitoring, L2P Job Planning, Oracle/Equip) and driving best practice across all areas of medical resourcing. The role will be central to developing a modern, data-driven and stable workforce model aligned with the Trust’s Vision and Strategy 2030.

Medical HR Managers retain responsibility for day-to-day HR operations, enabling this post to focus on reform, workforce modernisation and continuous improvement aligned to best practice standards. However, the postholder will represent a senior member of the medical workforce Team and will be expected to provide leadership, staff management and support to the team as necessary.

KEY DUTIES AND RESPONSIBILITIES

1. Workforce Reform and Sustainability

Be accountable for the identification, delivery and tracking of recurrent financial savings and cost avoidance associated with workforce reform and optimization initiatives.

Lead and coordinate a structured programme of medical workforce reform with evidenced savings to deliver stability, improved utilisation and consistency of practice.

Develop business cases and benefit-tracking frameworks for digital reform and workforce efficiency programmes.

Drive modernisation of medical HR and resourcing methods to ensure the Trust is aligned with emerging best practice across the HSC and wider NHS.

Promote sustainable workforce solutions that reduce reliance on external agency cover while maintaining safety and service continuity.

Establish high-quality workforce metrics and dashboards to monitor progress, fill rates and workforce effectiveness. This will include the use of advanced analytics, trend monitoring and statistical process control to identify issues early and support effective decision-making.

Ensure all improvement work supports safe staffing, staff wellbeing and long-term service resilience.

Deliver a targeted plan of work to ensure identified efficiencies are realised, benefits evidenced, and savings released in line with the Trust’s invest-to-save objectives.

2. Technology and Digital Innovation

Design and maintain dashboards and analytics tools such as Power BI, Qlik or Tableau to provide real-time visibility of key workforce metrics including vacancies, recruitment timelines, agency spend, sickness absence, and turnover.

Where possible and licenses permit; use SQL, Python or other analytical methods to interrogate data, develop insights and automate routine reporting where appropriate.

Apply statistical process control techniques to monitor workforce performance, identify variation and support early intervention.

Drive the digitalisation of HR processes to create efficient, paperless, and standardised workflows that enhance data quality, highlight streamlining and user experience.

Implement workflow automation using Microsoft 365 tools where licenses and IT governance permit (Power Automate, SharePoint, Forms) to reduce administrative burden and streamline approvals.

Ensure integration and alignment between local HR processes and regional systems such as Equip/Oracle.

Promote digital literacy and capability within HR teams, building confidence and embedding a culture of innovation.

Explore and pilot emerging technologies that enhance productivity, data insight, or staff experience.

3. Workforce Planning and Governance

Ensure all workforce reform and resourcing activity is underpinned by robust governance with clear audit trails, policy alignment and compliance with regional and legislative requirements.

Provide assurance through high quality reporting to senior governance forum including workforce finance and performance committees.

Support the development of robust workforce plans for all medical grades, ensuring accurate establishment control and clear visibility of workforce gaps.

Lead improvements in job planning, rota management and pay banding governance to deliver transparency and compliance.

Develop and apply consistent methodologies for workforce data analysis, enabling evidence-based decisions.

Strengthen governance arrangements to ensure policies and procedures reflect best practice and legislative requirements.

Promote a proactive approach to identifying and resolving workforce risks before they impact patient care or staff wellbeing.

Actively identify and develop new invest-to-save opportunities that improve workforce sustainability, enhance efficiency, and strengthen long-term value for the Trust.

4. Recruitment, Retention and Modern Resourcing

Design and deliver modern, innovative medical resourcing strategies that strengthen recruitment, retention and workforce supply.

Lead targeted engagement with NIMDTA trainees and external candidates to encourage progression into permanent consultant and SAS roles.

Develop and maintain international recruitment campaigns, ensuring the experience and support provided to new recruits reflects best practice.

Explore and implement modern resourcing options, including digital marketing, social media engagement, and data-driven candidate pipelines.

Partner with specialist recruitment agencies and regional networks where this enhances reach, quality or value.

Promote continuous improvement in recruitment practice, ensuring processes are timely, candidate-friendly and consistent with Trust values.

5. Digital Workforce Systems and Data Analytics

Lead the optimisation of digital workforce systems (TempRE, L2P Job Planning, Allocate e-Monitoring and Oracle/Equip).

Use technology to improve visibility around workforce establishment, vacancies and spend. This includes applying SQL, Python, SPC charts and data visualisation tools (Power BI, Qlik, Tableau) to identify trends, model scenarios and forecast future need.

Develop interactive dashboards and reports for use by senior managers, supporting informed and timely decisions

Work with Digital/ICT colleagues and suppliers to modernise workflows, automate reporting and ensure data integrity.

Keep abreast of emerging technology and tools to continually modernise medical HR processes and strengthen system integration.

Ensure consistent data definitions, quality assurance processes and robust validation across all workforce datasets.

6. Performance Monitoring and Project Management

Apply structured project management approaches to plan, deliver and evaluate reform initiatives, ensuring alignment to agreed objectives and milestones.

Implement a performance framework with clear KPIs, risk logs, benefits tracking and regular review mechanisms.

Produce concise reports and analysis for the Head of Medical HR, Deputy Director and governance groups.

Monitor workforce trends and key indicators such as vacancy rates, recruitment timelines, job plan completion and flexible staffing levels.

Ensure improvement projects are delivered to standard, on time and in line with Trust priorities and good governance principles.

7. Leadership and Collaboration

Operate as a senior strategic adviser to the Deputy Director and wider leadership team on medical workforce optimization, providing expert insight, challenge and recommendations.

Influence senior clinical and operational leaders to adopt evidence based workforce models and ensure delivery of agreed improvements.

Represent the Trust at regional workforce, digital and resourcing forums contributing to system wide improvement.

Provide leadership, mentoring and professional support to HR colleagues to build capability in analytics, digital literacy and project delivery.

Promote a culture of best practice, collaboration and continuous improvement across all areas of medical HR.

Foster strong working relationships across HR, Finance, Operations and Clinical Directorates to support joined-up workforce solutions.

Deputise for the Head of Medical HR when required and represent the Trust at regional or national forums on workforce reform and digital resourcing.

Champion innovation and professional excellence, ensuring the Trust remains aligned with evolving HR and workforce standards.

In addition to leading reform activity, act as the senior medical HR lead within the department, providing visible leadership, professional advice and guidance to operational teams to ensure consistency, good practice and effective decision-making.

BEHAVOURAL EXPECTATIONS

Challenge constructively and influence decisions using evidence

Operate with autonomy, pace and accountability

Continually seek opportunities to improve how the organisation operates

GENERAL REQUIREMENTS

1. Promote equality of opportunity and diversity in all aspects of work.

2. Comply with Trust Health & Safety, infection prevention and wellbeing policies.

3. Adhere to Trust policies, professional standards and codes of conduct.

4. Maintain data governance and confidentiality standards, including compliance with FOI and Data Protection legislation.

5. Take responsibility for ongoing professional development, including digital and data skills.

6. Act as an ambassador for professionalism, collaboration and excellence in service delivery.

This Job Description will be subject to review in light of changing circumstances and is not intended to be exhaustive. Other duties of a similar nature and grade may be assigned as required.

SOUTHERN HEALTH & SOCIAL CARE TRUST

PERSONNEL SPECIFICATION

JOB TITLE AND BAND Medical Workforce Optimisation Lead

DEPARTMENT/DIRECTORATE Medical Workforce / People & Culture Directorate

2026

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.

PLEASE NOTE: This role requires strong commercial judgement, analytical capability and delivery focus. It is not a traditional HR role.

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

Hold a University Degree in management, IT/Technology, HR or business-related subject or recognised professional qualification (e.g. CIPD)

AND

have a minimum of 2 years' experience in middle or senior management level within HR, workforce, or business transformation role at band 6 or above

OR

Have at least 5 years’ experience of working in middle or senior management level within HR, workforce, or business transformation role at band 6 or above.

Indicative salary would be within the range

£38,682 - £46,580 (equivalent to HSC Band 6) (PLEASE SPECIFY SALARY ON APPLICATION FORM)

Shortlisting by Application Form

Experience/ /Abilities

Demonstrate clear personal evidence of

Influencing and working with senior stakeholders to deliver change and measurable outcomes.

Leading and delivering technology-enabled change or significant workforce transformation programmes that achieved measurable financial and operational benefit.

Excellent analytical and problem-solving skills, with the ability to communicate complex information clearly to both technical and non-technical audiences.

Ability to analyse complex information, identify risks and develop practical, defensible solutions

Experience developing business cases, options appraisals or investment decisions.

Shortlisting by Application Form

& Interview

Skills

Proven ability to work at pace in an environment with competing priorities and incomplete data.

Excellent written and verbal communication skills with the ability to present complex information succinctly.

Highly developed influencing and negotiation skills, with the ability to engage credibly with senior stakeholders, including clinicians

Ability to work autonomously and exercise sound professional judgement in complex or ambiguous situations. Solutions-focused, with a proactive and forward-thinking approach

Interview

Other

Hold a current full driving licence which is valid for use in the UK and/or have access to a car on appointment. This criterion 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 DESIRABLE criteria

Skills / Experience

Knowledge of Medical HR or a similarly complex workforce area, or the ability to rapidly acquire and apply this knowledge.

Knowledge of HR policy, employment legislation and governance requirements.

Advanced proficiency in data visualization or analytical data tools within Microsoft 365, e.g. Power BI, Power Automate, SharePoint, and Excel.

Formal qualification in project management, Lean, Six Sigma, or data analytics (For example Power BI, SQL, Python, Qlik or Tableau).

Experience implementing digital resourcing solutions or workforce analytics platforms

Application/test

Interview

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