St Elizabeth Hospice is an independent charity and hospice, which improves life for people in the East Suffolk, Great Yarmouth and Waveney areas living with a progressive or life-limiting illness.
Established in 1989, the hospice has built a reputation for delivering high-level care to patients and the community it serves. Through medicine and therapy, they ease pain; give life purpose and make life liveable. Last year the charity supported over 4,000 patients and their families. In 2023, St Elizabeth Hospice merged with East Coast Hospice to form a collaborative approach to developing achievable and sustainable specialist palliative care services for people living in the Great Yarmouth and Waveney area.
Following a period of growth at St Elizabeth Hospice we have a new opportunity for a Workforce Development Coordinator to join our HR team.
We provide a comprehensive HR service to all business areas of St Elizabeth Hospice and the Care Agency. Working with leaders and key stakeholders, we shape, develop and deliver People plans and solutions in line with the needs of the hospice and the strategic priorities.
Main duties of the job
The ideal candidate for this role will be passionate about enabling others to learn and grow, with proven experience in identifying training needs, designing and delivering engaging learning solutions, and evaluating their impact. You will be adept at building strong working relationships across all levels of the organisation, collaborating effectively with managers, the Hospice Education team, and the wider HR function to support the development of our workforce.
With excellent organisational and communication skills, you will be self-motivated and proactive in identifying opportunities to enhance our learning culture and career pathways. You will be comfortable managing multiple priorities and contributing to projects that directly impact the skills and development of our dedicated teams, ultimately ensuring St Elizabeth Hospice continues to provide outstanding care through a well-equipped and motivated workforce.
About us
St Elizabeth Hospice is committed to safeguarding and protecting the adults and young people that we work with and has a zero tolerance approach to abuse, neglect and discrimination of any person. As such, all posts are subject to a rigorous safer recruitment process, including the disclosure of criminal records and vetting checks. We have a range of robust safeguarding policies in place which promote safeguarding across the hospice and staff are expected to undertake regular, mandatory safeguarding training to equip them with the knowledge and skills to identify and respond to potential risks.
The hospice's work is centred on the individual's needs and they provide specialist support wherever it is needed; whether that is in the home, another setting in the community, in hospital or in the hospice itself. Support is provided to patients and their families via the Inpatient Unit, the Community Care Unit including outpatients clinics, home visits from the community nursing, medical or therapy team, the OneCall 24/7 telephone helpline and bereavement support.
The hospice offers a generous benefit package, including:
1. 27 days annual leave entitlement
2. Life Cover
3. Cycle to Work Scheme
4. Car Leasing Scheme
5. Health Service Discounts
6. Occupational Sick Pay
7. Blue Light Card
8. Employee Assistance Programme
Job responsibilities
JOB SUMMARY
The Workforce Development Coordinator will support the delivery of effective learning and development initiatives to ensure the hospice has a skilled and motivated workforce. Working closely with the Associate Director of People & Culture, the Workforce Development Coordinator will assist with workforce development initiatives, identifying training needs, delivering training programs, and evaluating the effectiveness of learning initiatives.
SAFEGUARDING RESPONSIBILITIES
1. Demonstrate a commitment to keeping adults and young people safe.
2. Report any disclosure made to you to the appropriate person.
3. Report any safeguarding concerns in the workplace to the appropriate person.
4. Maintain an awareness of the Hospice's policies in relation to safeguarding.
KEY ACCOUNTABILITIES
1. Assist in identifying training needs through consultations with department heads and managers, and work with the Associate Director of People & Culture and HR team to develop training programs that align with the hospice's strategic objectives and support the development of the skills and competencies required for the future workforce.
2. Work closely with Hospice Education to identify opportunities to collaborate on the hospice's internal workforce development needs and career pathways.
3. Conduct needs assessments to determine the skills and knowledge gaps within the hospice workforce.
4. Develop, deliver and/or coordinate the delivery of training programs, including induction, role-specific training, and general training to enhance the skills and knowledge of managers and staff.
5. Work with the Head of Volunteers and HR Manager to support with the development and implementation of strategies to attract, grow and retain talent.
6. Work with the Head of Volunteers, HR Manager and other key stakeholders to create clear career paths for staff, which outline the necessary skills and experiences required for progression.
7. Assist managers and the HR team in creating succession plans.
8. Assist in evaluating the effectiveness of training programs and providing feedback to stakeholders, using data and analytics to support this where possible.
9. Support the Hospice to foster a learning culture and encourage staff to take advantage of internal and external development opportunities.
10. Encourage staff to embrace a mindset of lifelong learning and personal development.
11. Support the Associate Director of People & Culture and HR Manager with the development and delivery of a corporate induction programme.
12. As required, provide administrative support for learning and development activities, including scheduling, booking training venues, and managing training records.
GENERAL
Where you are a member of a professional body you are required to conform to the professional standards set by that body. You are required to ensure your registration is current and practice continuous professional development;
Because of the special nature of the hospice and its work the post holder may on occasion be asked to undertake other duties to help maintain our high standard of care; to uphold the hospice values at all times.
Person Specification
Specific Skills
* Good communication and interpersonal skills.
* Strong organisational and time management skills.
* Ability to work independently and as part of a team.
* Creative problem-solving skills.
* Experience of using HR management systems and data analytics.
* Proficiency in using relevant software applications (e.g., Microsoft Office Suite, project management tools).
* Experience in managing multiple projects.
Experience
* Experience in delivering training programs, including induction and role-specific training.
* Knowledge of learning and development methodologies.
* Experience of developing training materials, such as presentations, handouts, and workbooks.
* Familiarity with using LMS platforms to track and manage training records, enrol learners, and deliver online courses.
* Basic understanding of performance management principles.
* Experience in a healthcare setting, particularly hospice or palliative care.
* Knowledge of learning analytics and data-driven decision-making.
Qualifications
* A relevant qualification in HR, L&D, or a related field (e.g. CIPD) or equivalent experience.
* Evidence of continuous professional development.
* Bachelor's degree or equivalent in a relevant field.
Personal Qualities
* Passion for learning and development.
* Commitment to providing high-quality training and development support.
* Strong ethical principles and values.
* Adaptability and resilience.
* Ability to work under pressure and meet deadlines.
* A collaborative and team-oriented approach.
* A positive and enthusiastic attitude.
* A willingness to learn and develop professionally.
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
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