Lead culture change. Strengthen leadership. Improve the experience of our people.

This is an important moment for our Trust, and culture sits at the heart of what we need to do next.

We want colleagues to feel listened to, supported and able to do their best work. That means continuing to build a more inclusive organisation, strengthening leadership at every level and making staff experience a central part of how we deliver care.

As Director of Inclusion and Organisational Development, you will have the scope to shape this work across the Trust. Reporting to the Chief People Officer, and working closely with the Chief Executive, Board and senior leaders, you will help set the direction for our people, our leaders and our culture.

Why This Role?

This role brings together the work that makes a real difference to how people experience working here.

You will lead a broad portfolio covering organisational development, leadership and talent, inclusion and race equity, staff wellbeing, learning and development, and staff experience. The work is both strategic and practical: setting direction, supporting leaders, listening to colleagues and turning insight into action.

A key part of the role will be helping to create the conditions for people to speak up, be heard and feel respected. You will support the Trust to tackle inequalities, develop diverse talent and make compassionate, inclusive leadership part of everyday practice.

Why Join Us?

We are a Trust with a clear purpose and a strong commitment to improving life at work for our staff, because we know that better staff experience supports better care for the people and communities we serve.

We are investing in leadership, inclusion, wellbeing and organisational development so that colleagues can do their best work in a culture that is fair, restorative and supportive. There is already good work to build on, but there is more to do, and this role will be central to that next stage.

You will bring fresh thinking, sound judgement and the confidence to challenge constructively. This is a role for someone who can work through complexity, build trust quickly and help translate ambition into visible change for colleagues across the Trust.

About You

You will bring senior experience of leading culture change, organisational development and inclusion in a complex organisation. You will be comfortable influencing at Board level, but equally able to work alongside leaders and teams to understand what is really happening and what needs to change.

Most importantly, you will care deeply about creating a workplace where people feel they belong, where difference is valued, and where colleagues are supported to contribute and thrive.

Closing date: 9am Monday 28th September 2026

Stakeholder sessions and final panel interviews (face to face): w/c 12th October

For a confidential discussion, please contact:

Julia St Clare, Senior Consultant
E: julia.stclare@gatenbysanderson.com
T:+44 (0) 7807 631 564

Melanie Shearer, Partner
E: melanie.shearer@gatenbysanderson.com
T: +44 (0) 7785 616 548

Lucy Deane, Associate Researcher

E: lucy.deane@gatenbysanderson.com

To view the job description and person specification, please scroll to the bottom of the page, tick to agree to the privacy policy, then click 'Continue to full details'.

Documents

Fit and Proper Person Declaration - New.docx

Recruitment Timetable

Closing date
9am Monday 28th September 2026

Stakeholder sessions and final panel interviews (face to face)
w/c 12th October 2026

How to Apply

• Please submit an up to date copy of your CV, along with a Supporting Statement that addresses the criteria set out in the person specification, using examples to demonstrate how you meet the essential requirements.
• A completed fit and proper person form - the template can be downloaded from the same place as the job description.
• Detail any employment or education gaps.
• You should provide the names, positions, organisations, and contact details for your referees, which must be your line managers and include your current and most recent employer. The referees should cover at least two roles as the minimum. Please note, should you be appointed, you will be required to provide references covering your last 6 years of employment as per the new NHS Fit and Proper Person regulations. Where there have been gaps in employment, this six year period will be extended accordingly. Referees will only be contacted for those proceeding to the final stage - we will always gain your permission before we contact referees.
• Let us know any difficulty you may have with the indicative timetable.
• Check that your contact details are correct before you submit.

Once you have submitted your application, you will receive an automated email to confirm that you have applied. If you do not receive this email, please make contact with GatenbySanderson.

Acceptable use of AI

Candidates may use AI tools to support proofreading, editing and presentation. However, all application materials should represent the candidate's own experience, perspectives and leadership thinking. We are seeking original and authentic responses, and applicants should ensure that any submission reflects their own analysis, judgement and vision for the role.