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HR & OD
Assistant Director of Workforce & Organisational Culture
Ref: 000588
Contract: Permanent
Salary: £80,630 to £90,057 per annum (AD2)
Hours: 36.66 per week
Based: Spindles
Closing Date: Sunday 16th March 2025
Shortlisting & Interview Dates: TBC.
Role Overview:
Are you ready to shape the future of people and culture in a dynamic, forward-thinking organisation? Oldham Council is seeking an inspirational leader to drive transformation, foster an inclusive workplace, and empower our workforce to thrive.
As the Assistant Director of Workforce & Organisational Culture, you will lead the development and delivery of an ambitious People and Culture Strategy, ensuring that every individual is valued, supported, and equipped for success. You will drive organisational change, champion equity, diversity, and inclusion, and embed a culture of innovation and high performance.
You’ll be at the forefront of modernising HR operations, harnessing digital transformation and technology to improve efficiency, workforce planning, and employee experiences. Your leadership will shape the future of work at Oldham Council, ensuring we are agile, future-ready, and people-focused.
Key Responsibilities:
1. Lead and shape a transformative People & Culture strategy, ensuring alignment with organisational values and objectives.
2. Drive cultural change, embedding an agile, inclusive, and high-performing workplace culture.
3. Champion digital innovation in HR, implementing AI-driven insights, automation, and self-service platforms.
4. Develop leadership and workforce development programmes, equipping managers and employees with the skills to succeed.
5. Enhance employee engagement through meaningful initiatives that improve wellbeing, motivation, and retention.
6. Ensure HR policies and practices reflect best practice, compliance, and legislative requirements.
7. Oversee workforce planning, recruitment, and retention strategies, ensuring Oldham Council attracts and nurtures top talent.
8. Foster strong partnerships with internal and external stakeholders, including trade unions and regional partners.
9. Manage budgets effectively, ensuring cost-effective workforce strategies and best use of resources.
10. Act as a trusted advisor to senior leadership, providing expert guidance on HR interventions and organisational design.
Key Requirements:
To succeed in this role, you will need as a minimum:
1. We need an influential, forward-thinking leader with a strong track record in:
2. Strategic leadership in a complex organisation, delivering cultural change and workforce transformation.
3. Developing high-impact people strategies that attract, nurture, and retain top talent.
4. Driving digital HR innovation, embedding AI, analytics, and self-service technologies.
5. Championing equity, diversity, and inclusion to foster an engaging, high-performing culture.
6. Financial and resource management, ensuring value-for-money people solutions.
7. Building strong partnerships with stakeholders, trade unions, and leadership teams.
Oldham Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment.
About Us:
We want Oldham to have vibrant, safe neighbourhoods where people are proud to live with opportunities for healthier, more fulfilled lives; and a sustainable, thriving economy. As we look to the future, the challenges may be significant, but so are the opportunities. We’ve identified three missions with our residents and partners, focusing on what will deliver the biggest impact:
A Great Place to Live, Healthier, Happier Lives, and Green and Growing.
We’re looking for candidates who will support us to achieve our ambitions and we encourage you to download our Corporate Plan: Ready for the Future and our Oldham Plan for further information.
Our Values and Behaviours:
By driving innovation, investing in our people, and championing our communities, we will ensure that Oldham continues to be a place where everyone can live their best life. To support this, we have three core values which define who we are and how we operate. These are ‘Proud, Ambitious, and Together’, and they shape our culture, inform our decisions, and inspire us to deliver on our commitments to the people of Oldham.
We have translated these values into five behaviours which guide our actions and are the standards we hold ourselves to, day in and day out:
1. Work with a resident focus
2. Support local leaders
3. Committed to the borough
4. Deliver high performance
5. Take ownership and drive change
You can find out more about our values and behaviours on our greater.jobs Oldham page
Our Benefits Package:
At Oldham Council we offer a great benefits package for our employees, which includes the following:
1. 25 days annual leave which increases after 5 and 10-years’ service
2. The option to purchase additional annual leave.
3. An attractive LGPS benefit pension scheme with the option to make shared cost additional voluntary contributions.
4. Discounted gym membership with Oldham Active.
5. Staff discount scheme for shopping, entertainment, eating-out, eating-in, travel, motoring and more.
6. Salary sacrifice scheme for home and electronics and Cycle to Work.
7. Wellbeing support, including a Mental Health First Aider network and an Employment Assistance Programme that provides 24 hours access to advice and support.
8. Staff recognition and celebration events.
9. Peer support groups
Inclusive Recruitment:
We work closely with employees to help them work at their best, including making adjustments such as flexible working, describing available working patterns, providing equipment or making changes to the workplace.
If you’re an applicant with disabilities, have previously been in or currently in care, a carer or someone who has served in the Armed Forces and you meet the essential criteria of the role, you are guaranteed to reach the first stage of assessment under our Guaranteed Assessment Scheme.
Data and Privacy:
For details of how we use your data please see our privacy notice.
Important information
Please note that should a vacancy that has been released for internal or external recruitment be deemed suitable for a current employee at risk of redundancy, it can be pulled back at any point, up to the post being formally offered to a candidate who is not at risk of redundancy.
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