Transformation Lead

The EPR Change and Benefits Manager will support the delivery of organisation wide operational and digital change associated with the EPR Programme. The post holder will coordinate day to day operational change, pathway redesign, impact assessment and benefits activity, working closely with clinical, operational and corporate teams to ensure services are prepared for EPR go live and that new ways of working are embedded safely and effectively.

The role acts as a key link between strategic change leadership and frontline delivery, translating programme objectives into practical, measurable change at service level. Hybrid working is in place and available across the team, as this role will be key to the EPR programme there will be a requirement to be on site at Sherwood Forest Hospital a minimum of 3 days per week.,

• Deliver defined elements of the EPR change and benefits workplan, supporting organisational readiness for go live.
• Coordinate and support structured impact assessments, pathway redesign and workflow change activity across services.
• Support benefits identification, baselining, tracking and evidence collection in line with the Full Business Case.
• Act as a point of contact for divisions and services regarding EPR related operational change.
• Ensure change activity is coordinated, documented, risk assessed and escalated appropriately. Derbyshire Support and Facilities Services Ltd. (DSFS) is a subsidiary company that's 100% owned by Chesterfield Royal Hospital NHS Foundation Trust.

DSFS has just over 900 staff across Soft and Hard Facilities Services, and our corporate services including, ICT, Patient Records, Switchboard, Procurement, Finance and Clinical Engineering. Very much part of the 'Chesterfield Royal family', DSFS builds on solid NHS foundations to offer a more commercial approach that's dynamic, flexible, and proactive. DSFS are proud to be striving to achieve a truly diverse and inclusive flexible workforce by valuing and welcoming everyone's abilities, uniqueness, and individuality.

All our colleagues have the right to and should be able to feel 100% themselves at work; we believe that all our people add to and should improve our culture and not just fit in with it. By embracing our diverse backgrounds and differences our culture becomes richer and makes us stronger together.