Inclusion and Organisational Development Manager

Inclusion and Organisational Development Manager

The Inclusion and Organisational Development (OD) Manager is the lead specialist for the organisation on inclusion and related OD matters. They lead the planning and delivery of strategic responses to identified issues in representation, retention, progression and experience for equality groups across the HRA workforce, using change management and organisational development frameworks, and with reference to relevant employment law. This is a specialist function feeding into the wider People Strategy. They report to the Head of Learning and Knowledge Management, and work closely with Human Resources and other teams within the Resources Directorate.

They will work with staff-led interest group leads and relevant Heads of professions to steer and monitor work in this area. They will be our subject matter expert in inclusive policies and practices which enable a diverse workforce to thrive. They will also provide expertise and advise the wider organisation to ensure our strategies, activities and approaches in relation to inclusion are aligned across all our activities.

Main duties of the job

The Inclusion and OD Manager develops organisational and individual capability to deliver excellence in inclusivity, fairness and respect, which is reflected in our organisational culture, policies, our staff composition, the employee experience, and the quality of service we provide to the health and social care research sector.

They will act as the HRA expert on matters relating to inclusivity, fairness and respect and our public sector equality duty. They will advise and support other colleagues in the organisation to identify and improve external policy, guidance and operational activities for stakeholders to address inclusivity and health inequalities.

Using data-driven insights, they will identify priorities, develop strategies, plans and deliver measurable results across workforce composition, organisational culture and staff satisfaction, monitoring and reporting progress against appropriate benchmarks.

They will utilise their influence to ensure the design of policies and practices addresses the causes of systemic inequalities. They will partner with others in the organisation to capitalise on opportunities to ensure enabling practices are integrated wherever possible, acting as a source of expertise on related matters.

They will collaborate externally to ensure practices, resources and expertise are shared across colleagues in similar roles in this sector and that external best practice informs our approaches.

About us

Working at the HRA, we are reminded daily of how important life is. As a flexible working friendly organisation, we want to be sure that you can work in a way that is best for you, not just us and the work we do.

We are committed to creating an inclusive workplace that promotes and values diversity. We know from experience that different ideas, perspectives and backgrounds create a stronger, more creative workplace that helps us to deliver the best services.

We welcome applications which represent the rich diversity of our community: age, disability, gender identity and expression, ethnicity, religion or belief, sex, sexual orientation and other diverse characteristics, and we have policies in place to ensure that all applicants are treated fairly and consistently at every stage of the recruitment process.

When applying to work here, speak to us about how we might be able to accommodate a flexible working arrangement - if it works for us, we will do our best to make it work for you.

Job responsibilities

This role sits within the HRA Resources directorate which consists of various functions that work collaboratively to provide and deliver a range of services to staff committee members and suppliers of goods and services to the organisation.

The directorate functions are:

1. HR
2. Finance
3. Governance
4. Commercial
5. Equality & Diversity
6. Learning & Development

To find out more and to understand the full duties of the role, please refer to the job description attached.

In submitting your application with us, please note the following:

• We currently do not accept applications via recruitment agencies.
• We do not hold a sponsorship licence and are unable to offer employment under any sponsorship arrangement.
• Where applicants fail to demonstrate how they meet any one of the essential criteria of the person specification, the application will not be shortlisted. You will be considered based only on the information in your application form. CVs will not be considered.
• The HRA reserves the right to close this vacancy early should it receive a sufficient number of applications.

Person Specification

Qualifications

• Experience of working at a similar level in this specialist area(s) or CIPD / Masters level of a relevant qualification. Evidence of continued professional development.

Knowledge, Skills and Expertise

• Specialist knowledge of equality, diversity, inclusion and human rights in a public sector employment context and across multiple dimensions of diversity. This should be underpinned with a strong understanding of the application of legal and regulatory frameworks, a breadth of theoretical and practical experience, and demonstrable impact.

Other

• Ability to travel to other HRA office locations and meeting venues as required.

Experience

• Proven track record of developing and coordinating data-driven, stakeholder-informed strategies which actively dismantle inequalities and deliver measurable results across diversity, organisational development and staff satisfaction.
• Demonstrable experience of developing organisational and individual capabilities to respond to issues of equality, diversity, inclusion, dignity and organisational development through training, coaching, mentoring and learning resources.

Analytical and Judgemental Skills

• Ability to analyse, interpret and report on datasets, identifying trends over time and parsing strategic priorities which align with wider organisational strategies as well as legal duties.
• Experience of responding to employee issues at all levels of an organisation, including appropriate handling of extremely sensitive information with the ability to make judgements on reasonableness, proportionality, prioritisation and risk in highly complex and sensitive situations.

Knowledge, Skills and Expertise

• A proficient communicator with the ability to persuasively interpret complex information or concepts for a range of audiences. You can use honed communication skills and strategies to overcome resistance and achieve buy-in or behaviour change.

Interpersonal Skills

• Ability to build effective, respectful working relationships with others providing and receiving feedback and being responsive to change.

Leadership and Management Learning Delivery Manage

Part-time, Flexible working, Home or remote working