Contract Type: Permanent
Based: Civic Centre, West Street, Oldham OL1 1NL (Sat Nav)
Closing date: Friday 23rd August
Oldham is located on Manchester’s doorstep and partly within the spectacular Peak District National Park. Here, between the city’s buzz and the beautiful countryside, we’re doing important work to create a superb place to live and work. We’ve been a Co-operative Council since 2011, and we’re making great strides in improving our borough.
Today, we’ve never been more committed to our co-operative agenda. It’s about building inclusive economies and thriving communities, supported by co-operative services. Not only does everyone do their bit, but everybody benefits. As our new Director of Children’s Social Care, you could play an important role in our extraordinary story.
In this senior leadership role, it will be your job to deliver the cultural change that puts children and families at the heart of everything we do. To modernise and transform our services, you will develop and embed a culture that drives high performance and continuous improvement.
Reporting directly to the Managing Director, you will work collaboratively with other directors in the management and delivery of Children’s Services. Your focus will be on ensuring the operation and strategic delivery of Children’s Social Care. You’ll also be accountable for safeguarding and the corporate parenting process.
As you’d expect, we’ll task you with managing a diverse workforce of qualified health and social care professionals, as well as non-professionally qualified and support staff. You’ll lead and champion our new operating model, as well as the principles driving efficiency and innovation in service design.
Supporting the development, co-ordination and implementation of the Co-operative agenda, corporate strategies and policy, you’ll be working to help us achieve our ambitious vision for Oldham. In addition to ensuring robust joint commissioning and joint delivery mechanisms are in place with local partners, you’ll manage significant budgets in line with financial standards.
We’re looking for someone who is educated to degree level, with a Diploma or Certificate in Social Work. As well as a high level of business acumen, you have the ability to motivate and empower colleagues, and communicate a compelling vision to key stakeholders.
You’re registered with the Healthcare and Professionals Council, and you bring a proven track record in senior strategic leadership within the field of Children’s Services. You’re also experienced in leading and commissioning large-scale change successfully within a complex organisation.
You will need to lead and support the wider partnership in putting children at the heart of what we do and that embraces a co-production ethos.
For an informal discussion about the role please contact our retained consultants at Penna: Anita Denton on 07725 554802, Maggie Hennessey on 0207 332 7895, or Helen Alwell on 07809 905467.
Oldham is committed to developing a Co-operative future; one where citizens, partners and staff work together to improve the borough. Anyone joining the council is coming into an ambitious organisation with big plans. We are working hard to build a brighter future for our borough and we need people from a wide range of backgrounds to continue delivering the best for our communities.
The Council has a clear set of Values and Behaviours, our Values outline how we do business and we share these borough wide with our residents, partners and businesses. Internally we have translated these values into five cooperative behaviours which outline the priority areas of focus for all staff at all levels. You can view the Values and Behaviours on our Greater. Jobs pages (link to the greater.jobs blog with the V&Bs)
To find out more about who we are, what we do and why you should join us please visit our dedicated careers pages where you will also find useful guidance on how best to complete the application form:
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Please note that should a vacancy that has been released for internal or external recruitment be deemed suitable for an at risk employee, it can be pulled back at any point up to the post being formally offered to an external candidate or an internal candidate that is not at risk of redundancy.