Organisational Development Consultant - Culture Programme

NHS Jobs; Greater London; On-site; GBP 60,000 - 90,000; Full time

Job summary

NHS Jobs is seeking an Organisational Development Consultant to lead the Culture Programme, translating culture diagnostics and staff insight into sequenced workstreams with clear outcomes. The role involves mobilising initial delivery, socialising the case for change, and co-designing the culture vision with extensive engagement across staff.

Focused on compassionate and collective leadership, the post requires coordinating across interfaces with EPR, Oriel and workforce transformation to

Qualifications

• Experience leading large-scale organisational development programmes.
• Ability to translate diagnostics and staff insights into sequenced workstreams and interventions.

Responsibilities

• Lead programme leadership and delivery across the Culture Programme lifecycle.
• Socialise the case for change, develop culture strategy, and mobilise delivery milestones.
• Coordinate with interfaces across EPR, Oriel, workforce transformation and operational People priorities.

Job description

Organisational Development Consultant - Culture Programme

Programme leadership and delivery Act as the senior programme lead for the Culture Programme, maintaining a clear delivery plan, milestones, dependencies, benefits, resources and accountabilities across the programme lifecycle. Translate the culture diagnostic, strategic priorities, NHS Staff Standards and staff insight into sequenced workstreams and interventions with clear outcomes and measures. Lead mobilisation of the first 1218 months, including socialising the case for change, developing and co-designing the culture vision, engaging staff, delivering prioritised quick wins, addressing known hotspots, writing the culture strategy and developing the next phase delivery plan. Lead longer-term implementation using compassionate and collective leadership as the programmes organising framework, ensuring interventions address structures, systems and behaviours. Identify and manage interfaces with EPR, Oriel, workforce transformation, improvement and operational People and OD priorities so culture activity supports, rather than competes with, major organisational change.