Detailed job description and main responsibilities

Organisational Development (OD)

Key Responsibilities & Expected Outcomes
Strategic Leadership & Programme Delivery

Lead the development and implementation of OD strategies and interventions that support cultural transformation, leadership capability, and organisational effectiveness.

Ensure OD initiatives align with the Trust’s People and Organisational Development Strategy and the wider NHS priorities.

Oversee the design and delivery of leadership development programmes to enhance management capability across all levels.

Provide expert OD consultancy and coaching to senior leaders, enabling them to lead change effectively.
Champion continuous improvement by evaluating the impact of OD interventions and making evidence-based recommendations.

Embed a culture of learning and development, ensuring that workforce capability is continuously strengthened.

Delivery of impactful OD initiatives that result in measurable improvements in leadership capability and staff engagement.

Alignment of OD activities with the Trust’s broader strategic objectives.

Demonstrable improvements in staff morale, engagement, and retention.

Team Leadership & Development

Provide strategic oversight and leadership to the OD Practitioners, ensuring high-quality delivery of OD programmes.

Foster a high-performance culture within the OD team, supporting professional development and capability-building.

Promote an inclusive, collaborative, and innovative team environment that encourages creativity and best practice in OD.

Monitor and evaluate team effectiveness, providing support and coaching as required.

Development of a highly skilled, motivated, and high-performing OD team.

Improved consistency and quality in OD programme delivery across the Trust.

Positive feedback from stakeholders on the effectiveness and impact of OD initiatives.

Culture, Engagement & Wellbeing

Lead Trust-wide cultural change initiatives to enhance employee engagement, wellbeing, and inclusion.

Work closely with HR, Learning & Development, and other key stakeholders to create a psychologically safe and inclusive workplace.

Develop and embed staff engagement strategies, including listening forums, employee feedback mechanisms, and action planning.

Support the implementation of the NHS Staff Survey action plans and other engagement frameworks.

Increased staff engagement levels as measured through Trust-wide surveys.

Reduction in workplace stress and improvement in overall staff wellbeing metrics.

Creation of an inclusive organisational culture where staff feel valued and heard.

Stakeholder Engagement & Collaboration

Build and maintain strong relationships with senior leaders, managers, and external partners, including Integrated Care System (ICS) partners and education providers.

Act as a trusted advisor, influencing and guiding decision-makers on OD best practices and leadership development.

Represent the OD function in cross-functional working groups, ensuring integration of OD principles across the Trust.

Strengthened partnerships with key internal and external stakeholders.

Increased collaboration across departments to enhance OD initiatives.

OD strategies that are informed by stakeholder needs and best practice.

Change & Transformation

Lead organisational change and transformation projects, ensuring staff are engaged and supported through transitions.

Embed change management methodologies within the Trust, supporting leaders to drive and sustain change effectively.

Support the development of a learning culture by designing interventions that enable knowledge-sharing and innovation.

Develop and implement action plans that address workforce challenges, supporting business transformation and service improvement.

Effective management of change initiatives with minimal disruption to service delivery.

Greater staff readiness and resilience in adapting to organisational changes.

Enhanced innovation and knowledge-sharing across the Trust.