Tara Vickers

Responsible for a wide portfolio of projects. Reporting directly to the Deputy Chief Executive; Director of Adult Social Care & Public Health & Wellbeing. Core Priorities: • Support the development and delivery of Better Care Fund and Care Act programmes for integration in Health and Social Care. • Working closely with Care Hub and Urgent Practitioners to review current care packages/expenditure, to enable outcome focused commissioning and co-design for service delivery. • Lead the formal investigation and research of suitable and available interoperability solutions in relation to Electronic Shared Patient Records between Health & Social Care. Working closely with a multitude of stakeholders accross health and social care. With the aim of ensuring Better Care Fund & Care Act objectives are holistically met, to better understand the personal needs of our customers/patients, as well as how we respond to those needs at a management and strategic planning level. • Project manage the procurement/connectivity of appropriate health and social data sources, to enable cohesive and coherent: risk analysis, financial modeling and forecast planning etc. • Support the procurement and implementation of suitable mobile working devices to support integrated health and social care working. • Support the Rewiring Public Services & Adult Social Care Transformation including a fundamental review of how we collect, use and share data amongst our services, between ourselves and partners. • Lead the development and progression of the Cities Joint Strategic Needs Assesment. • Project manage the production of the Director of Public Health Annual report. • Project manage the completion of the council’s two Health & Social Care Information Centre (HSCIC) IG Toolkit requirements, whilst ensuring relevant action plans are in place in respect of Caldicott Guardianship and corporate information governance. Provide project assurance to the ongoing HRIS implementation.

Responsible for Project Managing the delivery of the implementation of iTrent HRIS to include Employee and Manager Self Service, Recruitment, Learning & Development modules. Playing a critical role in delivering a major component of the RSPBs strategy which will allow the RSPB to continue to develop the capabilities required to deliver their strategy – Saving Nature. Responsible for comprehensive project management from initiation to completion of project implementation, plus the direct line management of the HR project team. Duties to include: • Lead the review of current systems, analyse business needs and identify solutions that meet the organisations strategic targets. • Identify and demonstrate better ways of working, whilst optimising financial expenditure within the business • Working with internal/external teams, stakeholders and third parties to deliver a fully functioning self service HR system across the RSPB • Responsible for Project planning, documentation, scheduling, resource allocation and budget management. • Responsible for ensuring that the new HR system delivers the features and benefits that are anticipated and required by the organisation. • Ensure communications on the project with key stakeholders are timely, accurate, consistent and effective to assist in ensuring a smooth change programme is achieved. • Working with the project board, ensuring that the business case is reviewed and updated accordingly to ensure expected benefits are on track and within target. • Reporting and presenting progress/ restraints/ issues to senior managers and directors as required. • Advise/lead on training, testing, system maintenance, security, further procurement. • Direct line management. Lead, guide and train all staff within the team as and when necessary to ensure project delivery, affectivity and optimisation of output.

Hybrid role; lead person within the HR dept for the development and exploitation of new and existing HR technology platforms and, together with all senior staff in the HR department, improvements in service delivery, quality and efficiency. In succession managing the HR Information’s & Systems team which is a split site department with staff in both York & London offices. My main objective whilst with the FSA was the support of policy/process mapping, gap analysis, analysis of how we work now and how we best work in the future, design, development & implementation of the new HR Information Systems (HRIS) product; iHR. Ensuring value for money, improvement of current processes/policy and planning for future reporting with in mind the aim of maximum availability of systems and data to users, whilst ensuring the implementation meets the organisations business strategy. Ensuring that the project fully satisfies business requirements and that it is delivered to schedule and in accordance with the specified milestone deadlines, timescales, resource and budget plans, stakeholder management. Leading in relationship management and engagement with senior representatives of a number of key external stakeholders, including the Cabinet Office, Office for National Statistics (ONS), contractors & internal client base. Lead training body which undertaking learning needs analysis of those using the system, creation of training to suit the needs of the LNA (varying dependant on the client needs and location) & orchestration of training requiring regular travel across the UK & NI. In addition I was an active ‘change agent’ and advocate both within the Systems and Data team, the wider HR department and the Agency more generally for the use of HR technologies as an enabler to improve: organisational performance; HR management standards and practice; HR procedures and processes; HR management information and data; and evidence-based decision making.

Responsible for leading the development of business change within the NHS Electronic Patient Records project (NPFIT-iSoft). • Responsible for the production and delivery of business change strategy for the EPR Programme. Including in-depth current and future process management. • Deliver specific and appropriate business change activities for system implementation projects, i.e. Workshops, events/processes involving affected staff groups • Provision of agreed support with business change activity outputs such as:  Process identification  Process mapping and analysis  Departmental/service audits  Process redesign (including optimisation or workaround alternatives)  Business continuity plans for the ‘go-live’ period and ‘business as usual’  Benefits identification  Benefits realisation criteria  Benefits measurement processes • Other general duties include being responsible for contributing to human resource management within the EPR Programme, by managing seconded and temporary staff assigned to the programme and support the recruitment and selection process involvement with selection where required and the contribution to policy and protocol development including ensuring adherence to requirements for business change administration and document control in line with ISO requirements and best practice.