Job Description

Job Description

Title: Leadership Development Manager, Children’s Services

Location: Home based with regular travel across the UK

Salary: £45k - £50k plus car allowance

Reports to:  Head of Human Resources, Children’s Services (Dotted line to Group Leadership and Management Development Training Lead.)

Main Purpose of the Job:

To be responsible for leadership development of the 1st and 2nd line management cohorts (primarily Registered Managers and Regional Managers) within Children’s Services.

To shape the induction and ongoing development of managers to ensure they are skilled, competent, and well supported.

Use available intelligence (qualitative and quantitative data and feedback) to identify and escalate risks and impact on retention of managers

Influence, through data and escalation, leaders and support services to develop and sustain a high-quality employment experience for managers.

This will include the identification and development of internal talent, the induction of newly appointed Registered Managers through their probationary period, and their ongoing in-role development.  A good understanding of the role of a Registered Manager is therefore required and the ability to coach and mentor at this level is essential.

Duties of the role:

• Create and implement a leadership development plan that supports aspiring, new, and existing Registered and Regional Managers.
• Work collaboratively with HRBPs, Operational Leaders, L&D teams, Quality and Compliance to align development activities with organisational priorities and operational standards in Children’s Services, being alert and responsive to internal and external changes.
• Maintain a forward plan of development programmes, events, and interventions.
• Liaise with Recruitment colleagues regarding the start dates of new managers to ensure that their induction programme is completed on a timely basis.
• Support Regional Managers to successfully induct new managers, and support their ongoing development.
• Liaise with Operational L&D to arrange training dates and availability for all mandatory, and developmental training, and associated activities.
• Liaise with HRBPs from the relevant business area and communicate the progress of each new manager through the induction programme and the probationary period.
• Provide regular and timely reports to each Managing Director on the progress of the new managers and their development in role, identifying risks.
• Agree and create reporting documentation and MI dashboards that detail progress of new managers and their development in role and success measures of leadership development activity.
• Gather feedback through appropriate channels (eg surveys, focus groups, observation, and performance metrics) to evaluate programme effectiveness and to understand success, challenges and barriers to the application of learning.
• Support new managers and Regional Managers with regular update meetings and highlight any issues, feedback, and concerns that need to be addressed.
• Liaise with Support Services colleagues to ensure the relevant meetings are set up and diarised with newly appointed managers.
• Advise Support Services partners on the design of relevant induction materials for their respective business areas.
• Develop and maintain positive working relationships with senior stakeholders across Children’s Services and the wider organisation
• Provide pastoral support and thought leadership, and coach / mentor new managers through the first 12 months in role.
• Hold review meetings as required with key stakeholders to ensure the managers’ induction programme content is appropriate and updated to ensure the approach remains relevant and meets the new starters’ requirements.
• Establish a quarterly feedback process for new managers to review their experience of the induction programme and update as appropriate. Extend programme over time to other significant leadership positions within Children’s Services.
• Ensure that all managers’ learning & development is captured on the LMS (‘Your Hippo’).
• Using agreed methodology, work with operational leaders to assess current manager capability and identify skills, behavioural and knowledge gaps.  Contribute to succession planning.
• Analyse appraisal outcomes to ensure all managers have robust and practical career and personal development plans referenced to the management capability framework
• Periodically spot check probation, supervision, appraisal and development planning processes applied to managers to ensure consistency and continuity with development activities and ensure their employment experience is of the expected standard.

Person specification

• A pro-active self-starter, taking the initiative on projects, managing their own workload and time effectively.
• Have a good understanding of Children’s Residential Care and the duties and responsibilities of a Registered Manager.
• Inspire and motivate newly appointed managers
• Role model desired competencies and behaviours.
• Participate in staff reviews and professional development activities.
• Value diversity and promote equality.
• Engage in internal communications and activities, and liaise with divisional heads, Managing Director’s and the wider community in line with CareTech’s strategies.
• Adhere to CareTech’s policies and procedures.
• Communicate effectively with stakeholders at all levels.
• Be responsible for safeguarding and promoting the welfare of children and young people
• Undertake related duties as required. xsrmqjs

Job Type: Full-time

Salary: £45,000 - £50,000 per annum dependent upon skills and experience.

SYS-24173