Job Description

Cost efficiency is a national priority with multiple objectives outlined for providers in the 2025/26 NHSE planning guidance. The Group Cost Improvement Programme (CIP) target is 130m for this financial year, and the Cost Improvement & Efficiency Team play a pivotal role in group-level programme development and assurance. It is a very exciting time to join the team, who lead the scoping, assurance and reporting of initiatives that contribute towards these efficiency objectives.



This main purpose of the role is to provide financial analysis for the cost improvement programme. The duties of the job are described in full in the job description: please refer to these documents for further information about the role including person specification.



The Humber Health Partnership is one of the largest acute and community Partnership arrangements in the NHS, seeing well over one million patients every year and managing a budget of over 1.3 billion.



Made up of two Trusts - Northern Lincolnshire and Goole NHS Foundation Trust (NLAG) and Hull University Teaching Hospitals NHS Trust (HUTH) - our Partnership has significant ambitions and is committed to delivering world-class hospital and community services for the 1.65 million people we serve.



Together we employ nearly 20,000 staff. Our five main hospital sites are Diana, Princess of Wales Hospital, Scunthorpe General Hospital and Goole and District Hospital, for NLAG and Hull Royal Infirmary and Castle Hill Hospital for HUTH.



As Teaching Hospitals working with the Hull York Medical School, we both lead and contribute to research in many areas - biomedical research, primary care, palliative medicine, cardiovascular and respiratory medicine, vascular surgery, cancer surgery and oncology.



We believe that by developing a diverse, inclusive, innovative, skilled and caring workforce, we can deliver excellent care to our patients and a great future for our employees, our Partnership and our community.



Note that this is a Band 6 vacancy, but we also have the ability to appoint to a Band 5 development role. If you do not meet all Band 6 essential criteria, you could therefore apply for the Band 5 development role with slightly different requirements. If you are applying for the Band 5 development role, please make this really clear in your application, by stating this at the top of the Personal Statement. You would then be assessed against the Band 5 essential criteria instead. If appointed to the Band 5 role, a bespoke develop plan would be agreed to help you achieve Band 6 competence and transition into the Band 6 role on completion.



Note that the selection process will include an Excel-based test. This must be done on site, without exception. Therefore, we will conduct the interviews on site at the same time. You will be required to bring original versions of your ID and certifications to the interview as part of our pre-employment checking process.



This role will require on site attendance for 3 days a week on average, including some travel between sites. The post holder can also work from home for 2 days per week, though additional attendance may be required during an initial induction period and depending on future business need.



For more detailed information, please read the job description linked below.



As a Trust we are keen to offer and encourage flexible working opportunities to address health and wellbeing and work-life balance for our employees, this will have a positive impact on the care we provide.



Flexible working is part of a wider commitment to improve the quality and experience of working life and we recognise that it is a key contributor for the recruitment and retention of our employees.



We therefore support and encourage open conversations around a specific working pattern to suit your work-life balance or a multi-role career, if it works for you and works for the role, we'll do our best to make it happen.



Local flexible working arrangements are developed in partnership between the line manager and employee in order to ensure equality of access to flexible working, as far as practicable, regardless of role, shift pattern, team or pay, based on: patient/service user and staff experience, service delivery and work-life balance of colleagues.



We are committed to creating and maintaining a fair and supportive working environment and culture, where contributions are fully recognised and valued by all and staff feel empowered to carry out their duties to the best of their abilities. As employers we are committed to promoting and protecting the physical and mental health and well-being of all our staff. This underpins our values as set out in the NHS Constitution, supports us to be an Employer of Choice and ultimately enables our employees to support the effective care of our patients.



We strongly value the different perspectives and ideas a diverse workforce brings to deliver better outcomes for our patients. We welcome applications irrespective of people's age, disability, sex, gender identity and gender expression, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances.



To learn more about Northern Lincolnshire and Goole NHS Foundation Trust, and discover the unique benefits on offer to employees, view our latest videos, plus more, please visit our recruitment website at https://join.humberhealthpartnership.nhs.uk/



In line with the General Data Protection Regulation (GDPR), the Recruitment & Workforce team will use and hold your personal data for the intended purpose and in line with the Recruitment & Workforce Privacy Statement.



"We are committed to safeguarding the welfare of children/vulnerable adults and expect the same commitment from all staff and volunteers".



Please be aware that all new employees starting work with us will be charged for the cost of their DBS check, if it is required for their role.