Simon G

Head of Organisational Development

University of Essex • Temps plein

Aug 2025 - Present • 9 mos

I lead the design and delivery of the university’s Organisational Development strategy, ensuring it is closely aligned with institutional priorities and long-term goals. I play a key role in shaping and embedding a positive, high-performance culture across both academic and professional services, supporting the organisation to thrive through change and growth. I lead the development and delivery of leadership and management programmes across all levels of the organisation, while also designing and implementing learning and development strategies that build workforce capability and confidence. A significant part of my work involves overseeing organisational change initiatives, ensuring staff are effectively engaged and supported through periods of transformation and adoption. I also develop leadership pathways, succession planning approaches, and talent development frameworks to strengthen long-term organisational capability. I lead culture change programmes focused on inclusion, equity, and employee engagement, and facilitate senior leadership and executive development sessions that support strategic thinking and effective leadership practice. Alongside this, I provide expert OD consultancy to senior leaders, advising on structural, cultural, and people-related challenges. My role also includes leading employee engagement and staff experience initiatives, designing competency frameworks and organisational capability models, and embedding coaching and mentoring approaches across the organisation to build sustainable learning cultures.

Head of Learning and Organisational Development

Together Digital • Temps plein

Sep 2010 - Aug 2025 • 14 yrs 11 mos

In this role, I provided strategic leadership across Organisational Development and Learning & Development, ensuring all initiatives aligned with organisational priorities, workforce needs, and regulatory compliance requirements. I led the development and implementation of Trust-wide learning and OD strategies, supporting business objectives while strengthening workforce capability. A key focus of my work was workforce development and succession planning, where I introduced a structured role progression framework to address retention challenges and create clear career pathways for staff. I designed and delivered leadership development programmes, mentoring frameworks, and non-clinical CPD initiatives, helping to embed a strong coaching culture across the organisation. Alongside this, I led organisational change and cultural development initiatives aimed at fostering an inclusive, high-performance environment, improving employee engagement and increasing workforce agility. I ensured all learning and development activity met key regulatory standards, including CQC, Ofsted, and the National Core Skills and Training Framework, as well as internal governance requirements. I also led the digital transformation of learning by implementing a Learning Management System, improving access to training, strengthening engagement, and enhancing compliance tracking. A further area of focus included apprenticeship strategy and talent development, where I maximised use of the apprenticeship levy and embedded programmes across services, achieving national recognition for this work. I worked closely with the Director of People and Culture and senior leadership teams to shape workforce planning strategies and ensure alignment with organisational goals. In addition, I managed L&D budgets effectively, maximising value through external funding opportunities and cost-efficient learning solutions. I represented the organisation at regional and national level, influencing workforce d

Learning and Development Manager

People's Foundation • Temps plein

Feb 2010 - Jul 2015 • 5 yrs 5 mos

took on key aspects of Organisational Development in the absence of a dedicated function, embedding team development, leadership support, and cultural improvement initiatives across the organisation. I led the design, delivery, and evaluation of learning programmes, ensuring workforce capability aligned with strategic priorities and organisational needs. A significant achievement was building and developing a high-performing delivery team from the ground up. I focused on establishing trust, psychological safety, and clear role alignment, creating a cohesive and accountable team culture. I strengthened communication, collaboration, and overall team dynamics through structured interventions, conflict resolution, and the development of a high-trust working environment that supported improved performance. I set clear individual and team objectives, conducted regular development appraisals, and ensured all team members had meaningful personal development plans to support their growth. Throughout this period, I provided strong leadership and emotional support, offering clear communication and strategic direction to guide the team through change while maintaining engagement, morale, and performance.