Workforce Information Systems Manager - or Secondment

Overview

Go back Royal National Orthopaedic Hospital NHS Trust

The closing date is 25 January 2026

The post holder will have specific responsibility for a range of information systems that enable the provision of workforce information to managers and staff including provision of self-service access to managers and staff on ESR.

This will involve the provision of high quality workforce information and planning function which will involve working with multidisciplinary stakeholders and also the triangulation of a range of data sources.

The post holder will have overall responsibility for managing the Workforce Information function and the production of timely high quality workforce and planning information to support strategic HR decision making and effective performance management across the Trust.

The post holder will be the Registration Authority Manager (RAM) and Privacy Officer for the Trust, leading on all initiatives in regard to the Registration Authority (RA) and User Identity Management (UIM)

This is hybrid working role

Ensure the provision of a suite of workforce information reports that include meaningful trends and analysis to divisions and directorates and HR colleagues to support the management and deployment of the permanent and temporary workforce.

Formulate the Trust's annual level workforce plan ensuring the deliverables meet the requirements of the regulatory body. Annual workforce plans must be consistent with financial and activity strategies.

Ensure the timely provision of all workforce returns to external bodies such as NHS England, the Department of Health Social Care and Health Education England (HEE).

Ensure that workforce monitoring reports are accurate and informative, accompanied by adequate explanation and presented in a manner which is easily understandable for the target audience and related to organisational needs.

At the Royal National Orthopaedic Hospital (RNOH), we are committed to achieving the best staff experience in the NHS. In the 2023 NHS Staff Survey, we proudly:

• Scored above the national average for the People Promises: "We are recognised and rewarded," "We are always learning," "We work flexibly," "We are a team," and for staff engagement.
• Ranked #1 among all Trusts in North and Central London for all People Promises and themes.
• Ranked #1 among all Acute Specialist Trusts for "We work flexibly."

At RNOH, we're committed to being actively anti-discriminatory and actively inclusive. We recognise our brilliant people do brilliant work, and we offer rewarding careers, no matter what their background. We continue to strive to break down barriers to be the Trust where people come together because what they do matters, makes a difference and where they can thrive.

Joining our organisation means enjoying a wide range of staff benefits, including:

• 24/7 access to wellbeing support through our Employee Assistance Programme.
• A Rewards & Recognition platform, offering opportunities to thank colleagues, send gifts, and access exclusive discounts.
• A dedicated Staff Wellbeing Hub, providing a space to relax and recharge away from the work environment.
• Salary sacrifice schemes for transport (season ticket loans, car and bike), electrical goods, and childcare

At RNOH, we are more than a workplace--we are committed to patients, to excellence and the wellbeing of our staff.

Workforce systems:

Ensure the appropriate use of all of the Trusts workforce systems, particularly ESR so that the Trust is maximising all functionality and added value.

Deliver a range of systems and/or process-related service improvement projects that will improve the overall delivery of a responsive quality HR service to the organisation.

Manage the provision of systems or service contracts where these are provided by third parties.

This will involve regular meetings to drive forward service improvements, raising issues concerning service delivery and negotiating any amendments to contracts or service levels as required.

Identify, develop and maintain improved ways of delivering HR excellence to the Trust, through appropriate technology to achieve efficiencies and improve processes.

Develop policies and operating procedures relating to workforce systems ensuring they are relevant, up to date, and user friendly.

Act as the HR lead for engaging with regional workforce bodies/organisations e.g. SIG (Special Interest Groups), IBM.

Escalate ESR issues in line with internal and external processes.

Ensure an integrated approach for systems management across the Trust is in place managing interdependencies between workforce systems, finance systems, and any other contingent information systems.

Hold accountability for user security relating to workforce systems assuring the protection of highly confidential employee information.

Line manage Workforce Information & Systems Analyst

General:

Ensure all users (managers and workforce) are…