Ward Manager

The post-holder will be responsible for the planning, provision and delivery of an effective 24-hour nursing service across Ward 24 and Ward 25. They will provide senior clinical and operational leadership to ensure that nursing practice, standards and procedures are fully aligned with NMC requirements and Trust policies.

The post-holder will have clinical and operational oversight of two distinct ward areas:

Ward 25 - a 14-bedded unit caring for Medically Fit For Discharge (MFFD) patients requiring support with complex discharge planning, end-of-life care, packages of care, and other high-complexity needs. The Ward Manager will ensure safe patient flow, robust discharge processes, and high-quality personalised care.

Ward 24 - an escalation ward with capacity for up to 17 beds, opened to support increased operational pressures. The Ward Manager will ensure safe staffing, effective escalation management, and consistent delivery of high-quality care during periods of heightened demand.

Across both wards, the post-holder will be responsible for ensuring that the patient remains the central focus of care, promoting safety, dignity and a positive patient experience at all times., The Ward Manager will lead, support and develop the nursing teams across both wards, acting as a visible role model and ensuring that the clinical environment remains a safe, supportive and effective learning area for staff and students. The post-holder will oversee the educational, professional development and competency needs of the nursing workforce, enabling the delivery of a patient-centred, evidence-based service.

Please refer to the Applicant Guide via the link below for key information:- Applying to LGT Guide - Key Information for Applicants

Our people are our greatest asset. When we feel supported and happy at work, this positivity reaches those very people we are here for, the patients. Engaged employees perform at their best and our Equality, Diversity & Inclusion (EDI) initiatives contribute to cultivate a culture of engagement. We have four staff networks, a corporate EDI Team and a suite of programmes and events which aim to insert the 5 aspirations:
1. Improving representation at senior levels of staff with disabilities, from black, Asian, and ethnic minorities background, identify as LGBTQ+ and women, through improved recruitment and leadership development
2. Widening access (anchor institution) and employability
3. Improving the experience of staff with disability
4. Improving the EDI literacy and confidence of trust staff through training and development
5. Making equalities mainstream