Shehraz AFZAL

Responsible for the development and implementation of a portfolio of Workforce Projects within the Workforce Planning Team for NHS Tayside, from inception to delivery, aligned with local and national priorities, covering a number of areas, from workforce planning to aspects of HR equality and diversity.

This has involved:

• Successfully utilising project management methodologies and tools with the aim to make a positive contribution to overall NHS Tayside service delivery
• Securing leadership and commitment and working in partnership with key stakeholders within a multi-disciplinary environment
• Led multidisciplinary teams through complex project lifecycles, achieving timely completion of deliverables.
• Managing culture change that may be required when implementing projects.

Examples of projects include:

i) Responsible for leading on the development and implementation of the 'Workforce Planning Toolkit', with key elements, such as:

• Guidance material - aligned with the Six Steps Methodology
• Delivering workforce planning awareness sessions and workshops for covering 14,000 staff, including senior managers

ii) Successfully implementing the ‘Disability Confident Scheme' to assist NHS Tayside to become Disability Confident Leader

Within this role included, I have:

Function as a recognised source of specialist expertise and advice in all aspects of HR Resourcing, including policy development and their interrelationship with Health Policy and service delivery. This has included:

• Ensuring organisational recruitment processes meets legal requirements and best practice by leading on and developing the NHS Tayside Recruitment and Selection Policy.
• Acting as an HR lead for Disclosure Scotland compliance.
• Leading on the HR Staff Records governance compliance

• Responsible for taking the lead on the implementation of the HSE Stress Standards throughout NHS Tayside covering all staff as required under the Health and Safety legislation - and;
• simultaneously focusing on the development and implementation of a spectrum of Workforce projects for NHS Tayside as agreed with the Associate Director of Workforce.

I was successfully seconded from NHS Tayside to Citizens Advice Bureau Scotland to set up the National Discrimination Support Service to support individual victims of discrimination and provide a service which addresses the needs of the diverse community, by;

• Developing a robust communication strategy – covering media and public relations.
• Developing and producing a training and awareness strategy, which involved development of content and delivering face to-face training
• Initiating, developing and carrying out casework regarding victims of discrimination, representing clients at Employment Tribunals, at pre-interview hearings/preliminary hearing and full hearings and developing a model for best practice
• Managing a team of trainers and advisors

Working as a Diversity and Equality Development / Implementation Manager for NHS Tayside, covering over 14,000 staff, my role has included delivering on a number of diversity and equality strategies, covering individuals and groups with 'protected characteristics' within the framework of multi-agency and partnership working, by, for example;

• acting as a champion on equality, diversity and human rights
• working in collaboration with internal and external partners to develop and co-ordinate strategic polices with the ultimate aim of reducing health inequalities for patients and service users
• ensuring NHS Tayside, as an organisation, has in place measures to achieve local and national objectives, meet the legal requirements regarding diversity and equal opportunities, ensuring the review of strategic programmes in support of the ‘Health Plan', to target service redesign work and guide the establishment of clinical networks to achieve the local and national objectives to modernise the services.

Responsible for setting up an integrated Diversity and Equality service with key partner agencies and promoting partner involvement and providing advice and guidance on the working of the Multi-Agency Panel, ensuring that the service is responsive to the current legislation, needs of the diverse communities, and needs of victims subject to discrimination by, for example:

• Managing a team of advisors and support staff
• Setting up a robust Training and Awareness Strategy to influence culture change at all levels of the organisation, to address discrimination and provide a service which addresses the needs of the diverse community

• Fostered a stimulating learning environment through open discussions.
• Mentored students during their final year project, ensured successful completion.
• Developed comprehensive course curriculum by aligning with university standards.
• Coordinated with colleagues to design interdisciplinary courses.
• Provided feedback on student work, improved academic performance.