Department People, Inclusion and Change
Reports to Chief Executive Officer and Keeper
Line manages Head of HR & Business Partnering; Head of Organisational Design, Development, and Change; Head of Diversity, Equity and Inclusion; Head of Internal Communications and Engagement.
As the Director of People, Inclusion and Change you will operate as the Chief Executive’s expert advisor for transformation and act as a potent force for change.
A brilliant leader, with a sharp intellect, emotional intelligence and the ability to inspire and energise, you will understand how to foster an inclusive culture, while challenging the status quo. Strongly solutions-focused, you will help ensure that every choice we make pushes us on to realising our vision of becoming the living digital archive of the state.
As part of the Executive Team and Board, the role holder will be accountable for leading The National Archives effectively as an ambitious, visionary and dynamic organisation in a rapidly changing environment and challenging economic circumstances.
The role holder will also be an active member of the wider Senior Civil Service, working with colleagues across government.
Role and Responsibilities
Leadership
- Grow skills and talent within The National Archives, giving direction and leadership to nurture and encourage an inclusive and performance-oriented culture.
- Maintain effective working relationships with the Executive Directors to ensure teams, activities and resources are co-ordinated effectively and focused on delivery of corporate transformation programmes and organisational change.
- With the CEO and Executive Directors, continuously drive culture change throughout the organisation and amongst key service partners.
Strategic HR and OD
- Actively lead, as part of the executive team and board, all aspects of the organisation’s people strategy and culture, leveraging subject matter expertise for strategic organisational design and development interventions and being an exemplar for transformational change.
- Lead, inspire, develop and energise the People, Inclusion and Change function, so that resources and effort are directed to building the organisational culture and workforce needed to deliver the inclusive, entrepreneurial and disruptive archive.
- Engage and connect with leaders across the organisation to develop and communicate a clear vision for a people plan that invigorates and supports the delivery of the organisational strategy, working collaboratively to put that into practical plans, actions and outcomes.
- Lead work to review and reform core strategies, policies and services, including pay and benefits and performance management, ensuring they meet the needs of individuals and the organisation.
- With fellow Directors, lead a programme that will change the way we work, so that we embrace opportunities to innovate for cultural, technical and institutional reform.
- Work with the Finance Director to ensure that information systems and data are accurate and provide timely insight to support business performance.
- Sponsor and promote the development of inclusive, inspirational leadership and management, taking a dynamic approach to succession planning and talent management.
Inclusive Practices
- Lead our work to drive the changes needed for us to become the Inclusive Archive for our people, our audiences and our collection, with diversity and inclusion integral to our culture so that in all that we do, we better reflect and represent the society we serve.
- Lead the Executive Team’s work to champion equality, diversity and inclusion, putting these right at the heart of all executive team discussions and decision-making.
- Develop and amplify our employer brand; leading innovation to design truly inclusive processes and interventions that attract and recruit the very best people and appreciate their talent through all stages of their career.
- Lead a refresh of our values so that they are relevant and meaningful for where we are now and where we want to be.
- Build constructive progressive relationships with Trade Union colleagues and our staff networks and forums, providing active and appropriate leadership and support.
While a combination of onsite and home working is available, you should be able to regularly travel to our Kew site. Colleagues are required to spend 60% of their time working face to face predominantly onsite.
