HEAD OF WORKPLACE & FACILITIES MANAGEMENT Candidate Information Pack
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3 ABOUT US 4 SOCIAL PURPOSE
BENEFITS JOB DESCRIPTION 8 10 INAUGURAL BUSINESS PLAN 6
ABOUT US
160 years after it was estab- lished, Peabody is one of the oldest and largest not-for-profit housing associations in the UK. Following a merger with Cata- lyst in April 2022, the Peabody Group is responsible for over 104,000 homes and 220,000 customers across London and the Home Counties. We have 20,000 care and support cus- tomers. Peabody draws on over 150 years of history and expertise. Our new, bigger organisation has been inspired by the re-
sponse to the ‘Cathy Come Home’ era of poor quality hous- ing and poverty in Post-War Britain as well as George Pea- body’s vision of providing safe and affordable housing for the working poor of Victorian Lon- don. Our purpose is helping people flourish. We do this by providing great homes and services, by making a positive difference to the communities we serve and by providing an inclusive and inspiring place to work.
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HOW TO
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Older people. We support people aged 55 and over to maintain and increase their in- dependence, connect with communities, and have health- ier, more fulfilled lives. Mental ill health. We help peo- ple recover from mental ill health and build their resilience, so they can have healthier, more independent lives. Economic inclusion We work with others to support residents, businesses and local communities. We help residents boost income by gaining quali- ty employment, career progres- sion and by developing pro- fessional skills and aspirations. We also help start-ups or es- tablished businesses grow and scale up. Social value targets are embedded in Peabody contracts. We engage with lo- cal communities and strategic partners to provide additional value when contracting organ- isations to deliver on our behalf. The social value we deliver with our partners: Employment and apprenticeships. We create sustainable, quality employ- ment opportunities for our res- idents to access via our con- tractors and throughout our supply chain. Skills. We develop tailored skills development programmes with our partners to upskill, reskill and equip residents so that they can seek better, secure and more sustainable employment. Enterprise. We work with our partners to provide opportuni- ties for local businesses to trade and to access our - and our contractor’s - supply chains. Education. It’s very important for us that our partners help us
We help people, households and communities to be more resilient. This is so that people are better able to handle life’s challenges, keep their tenan- cies and live independent and happy lives.
Care and Support services
Our care and support service helps over 10,000 people in Es- sex, London and Sussex to lead happier, healthier, more inde- pendent lives. We are com- mitted to supporting people through every step of their per- sonal journey, giving them the skills and confidence to improve their lives in the long-term. With over 1,000 colleagues and 4,370 specialist housing units, we have the resources, skills and passion to deliver positive outcomes for the individuals we support and the partners we work with. We’re trusted to manage over 170 contracts, which supports around 40 local authorities to meet their priorities, as well as several NHS Trusts.
providing work experience op- portunities and business expo- sure to local schools, especially in underserved communities. This work is carried out by the Economic Inclusion Team . They are always open to new ide- as of working together with contractors and partners to achieve Peabody’s goals. We want to support our social val- ue ambition into bigger and wider initiatives. What social value can look like in practice: Durkan is one of our contractors delivering phase one of South- mere Village in Thamesmead. We have worked with them on social value projects and initia- tives with a wide range of social
impact, including:
Our services
Building resident’s employabil- ity, providing apprenticeship and employment opportunities for residents as well as delivered training programmes, including PPE and equipment. Boosting the local economy, with an enterprise event aimed at start-ups and social enterpris- es. Supporting local education by attending local school and college engagement events, promoting the many avenues to the construction sectors and facilitated site visits for lo- cal young people interested in construction. They also contrib- uted in-kind by providing finan- cial support and IT equipment for local appeals.
Outreach services. We provide short-term advice and support to help people deal with a range of issues and concerns. This could include assistance with housing, debt, mental health, substance misuse and isolation. Learning disabilities. We help people with learning disabili- ties to enjoy the lifestyle of their choosing and lead healthier, more independent lives. Homelessness and transitional. We support people who are experiencing multiple disadvantages, such as home- lessness and substance misuse.
Click this image to read our annual report
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Our Inaugural Business Plan 2022-25 has just been published. Learn about our purpose, key activities, strategic priorities and more. This three-year Business Plan sets out an am- bitious and transformational agenda for our new organisation following our recent merg- er with Catalyst. Bringing Catalyst and Pea- body together gives the new organisation greater resilience, creating additional finan- cial, people and information capacity. The Plan recognises the complex and so- phisticated world in which modern housing organisations operate and reflects the prior- ities raised by our customers. Like all sectors, housing is being disrupted as for-profit pro- viders are establishing a growing presence in the sector. We are also aware of the challenges from the wider operating environment, in particu- lar the new consumer powers of the Reg- ulator, the increasing scrutiny of the Hous- ing Ombudsman, and media and political scrutiny on the quality and safety of homes. These external factors reinforce the need to have customers at the centre of our plan- ning. Click onto the image on the right to read more.
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Job Title: Head of Workplace
ancing the need for value for money with the desire to deliver excellent customer service. • Streamline contracts and processes across the new Workplace function, to ensure that it operates in a modern, ef- ficient and consistent way, ensuring this is documented and regularly reviewed and monitored • Work closely with colleagues across the business to understand current and future demand and needs, and measure satis- faction with workplaces and workplace services. • Support development and implementa- tion of the new Workplace Strategy. This includes designing our core workplace offer and reviewing both organisation ex- isting office portfolios. • Implement the outcome of the portfolio review including refurbishments, dispos- als and delivery of a new and enhanced workplace experience. • Work closely with the Property Services and the Health and Safety teams to en- sure compliance and promote a safe working environment. • Develop, implement and report on a set of measurable key performance indictors and analytics to support strategic deci-
sion making and monitor the operational performance of the Workpace function ensuring it aligns with the needs of the or- ganisation. • Responsible for the forecasting and mon- itoring of the Workplace budget (OPEX). Develop a value for money culture that will support wider efficiency targets. Requirements for the role (maximum of six points): • Significant experience in a Senior Work- place leadership role within a complex organisation. • You will have extensive proven muti-site facilities mangement experience and be qualified in workplace safety • Significant experience of leading teams to ensure the highest quality execution and delivery. Proven experience of de- livery through collaboration, leveraging relationships and building capability. • Strong financial literacy, with experience in managing a significant budget and knowledge of corporate budgeting and financial processes. • Personal resilience – experience of work- ing effectively and of leading a team suc- cessfully during periods of sustained pres-
sure, scrutiny and ambiguity.
Leadership Responsibilities (Standard in all role profiles for Heads of Service/Assistant Directors): • As a member of the Leadership Team, make a major contribution to the stra- tegic direction of the organisation, sup- porting and enabling the delivery of the Group Strategy. • Demonstrate strong leadership skills to help to build a diverse and inclusive or- ganisation; ensuring that EDI principles are fully embedded in the attraction, re- cruitment, development and retention of your teams and within the delivery of our services. • Be a confident role model and leader, en- suring you reflect the values of the organ- isation. Know what it takes to motivate your team and ensure they have the right tools to do the job. • Empower your teams to develop and grow, leading with trust and showing ap- preciation. • Build effective networks internally across the organisation and externally to sup- port delivery of the group strategy and the new localities model.
Role Purpose: To Lead the Workplace Teams ensuring they provide engaging, safe and secure offices for the benefit of the new organisation. Sup- port development of the new Workplace Strategy and delivery plans to provide con- sistent high quality workplace experiences regardless of location.
Key Activity/Success Metrics:
• Lead the day to day provision of work- places across the Group providing en- gaging, safe and secure offices for the benefit of the new organisation. • Lead, develop and motivate the Work- place teams across Front of House, Hard and Soft Facilities Management and compliance. • Establish a single workplace function for the new organisation, aligning services and ways of working ensuring that em- ployees of both organisations can access all group workplaces. • Ensure that Workpace services are de- signed and deployed to the highest standard and constant emphasis on bal-
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Your personalised reward package
• Career coaching • Leadership masterclasses • Talent recognition • Support for applications for external qualification fund- ing • Apprenticeships, which are also open to those in estab- lished careers • Corporate membership to a range of organisations
helpline available for 24/7 phone counselling, legal advice, and refer- ral for face-to-face therapy. • We run regular in-house resilience courses which are open to every- one. We also offer specific support to line managers through our Leader- ship learning programme. • We have a team of employee sup- porters - volunteers who are a listen- ing ear for colleagues and have an outside perspective. They also help colleagues access information, sup- port and guidance. • Employees are able to connect with colleagues through our employ- ee-led diversity networks champion- ing BAME, LGBT+, Gender and Family (parents and carers) events through- out the year. • We publish guides, app reviews, and signpost to services that support mindfulness, sleep, nutritional infor- mation and general wellbeing. • We offer free flu vaccinations every year. • As an organisation, we mark annu- al celebrations including a full pro- grammes of events for Mental Health Awareness Week to reduce stigma around mental health at work and our annual Bring Your Child to Work day (see video above). As we are members of the Business Disability Forum, we also have access to their expert advice.
We have a flexible benefits scheme which allows you to pick and choose your reward package in a way that best suits your lifestyle. Some of the great op- tions available include: Health A cycle-to-work scheme; eye test vouchers; dental insurance; health as- sessments (family included too!) and discounted gym membership. Finances Critical illness insurance; debt consolida- tion; life assurance; pension; season tick- et loans; travel insurance; and childcare vouchers. Our employees have access to shopping discounts and cashback with thousands of retailers and we have some exclusive corporate deals with selected partners covering taste cards; technology devices; and cinema and retail discounts. Giving back We also offer payroll giving to charity and you can take two working days to volunteer in the community through our Peabody Promise activities (read about our Winter Warmers project).
Your family
We have enhanced maternity and adoption pay and time off for emergencies. You can keep the little one in your life enter- tained with a free book a month through the Dolly Parton’s Im- agination library. You can also join our Family network.
Flexible working
As well as holidays, we’re hap- py to talk flexible working. Many of our colleagues work flexi- bly in many different ways, in- cluding part-time, compressed hours or from home. Please talk to us at interview about the flex- ibility you need and, where pos- sible, we’ll accommodate your request.
Your wellbeing
We want to give you the skills for mod- ern-day living, helping you to thrive not just survive, and we offer a wide variety of wellbeing benefits: • Our employees receive an annual allowance to spend on health bene- fits such as gym memberships, health assessments, dental insurance, crit- ical illness cover, technology, and the cycle-to-work scheme. • We have a free and confidential em- ployee assistance programme and
Reward and recognition
Your learning and development
We have a Peabody Reward scheme and the WOW! Awards programme for those who go above and beyond. There’s also long service recognition for those with 10, 25 and 35 years’ continuous employment and the option to take a sabbatical after 5 years.
We invest in our people, not just be- cause it’s the right thing to do but be- cause we know how important they are to our success. We’ll help you to realise your potential through our: • Extensive induction programme • In-house mentoring scheme • E-learning options and over 70 class- room-based courses
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HOW TO APPLY
Peabody is being supported on this recruitment campaign by the search consultancy The Management Recruit- ment Group (MRG) who have been re- tained exclusively for this appointment. To arrange a briefing conversation please contact our advisor Michael Hewlett of MRG at michael.hewlett@mrgpeople.co.uk Applications should contain a CV and Covering Letter and should be sent to Michael Hewlett at the Management Recruitment Group: michael.hewlett@mrgpeople.co.uk Closing Date for applications is Sunday 30th October 2022.
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