Training Manager

Overview

The Training Manager will play a critical role in ensuring successful adoption of the Trusts Electronic Patient Record (EPR) system by leading the design, development, and delivery of comprehensive training programmes across all workforce groups. They will be responsible for coordinating training needs across diverse clinical and operational roles, aligning content with system functionality and workflows, and ensuring staff are confident and competent ahead of go-live.

They will also contribute to the strategic development of the EPR training function, ensuring continuous improvement and innovation in training delivery methods (including classroom, e-learning, and simulation).

Working closely with change leads, super users, and operational teams, the Training Manager will ensure training is timely, accessible, and tailored to support safe and effective use of the EPR across the organisation.

• Overall responsibility for the management and performance of the IT Training service, including clinical and non clinical systems training.
• Develop a training approach that underpins delivery of projects and programmes and "business as usual". This will require close negotiation with other service areas to take account of potential fluctuations in work plans.
• Work closely with the Senior Business Change Manager to ensure that training complements business change activities, taking into account changes in working practices.
• Investigate complex and diverse training issues which will require planning assistance and guidance for multidisciplinary staff.
• Take decisions regarding a range of complex or specialist training issues where there may be more than one course of action or there are conflicting opinions, weighing up the available opinions and options as appropriate.
• Work with project teams to define and deliver new clinical IT systems, then to develop procedures and strategies for use by clinicians to make best use of the systems.
• Have overall responsibility for the training environments ensuring that they meet required standards conducive for both teaching and learning, making best use of training facilities, equipment and staff to best suit the needs of the services.
• Co-ordinate the evaluation and testing of new or developmental IM&T systems and equipment, making recommendations and/or modification of said equipment to ensure that it is fit for purpose, this could be both hardware and software (application).
• For full details, please refer to the attached job description.

Liverpool University Hospitals NHS Foundation Trust comprises Aintree University Hospital, Broadgreen Hospital & Royal Liverpool University Hospital. We are part of NHS University Hospitals of Liverpool Group, formed on 1 Nov 2024 from the coming together of LUHFT and Liverpool Women's NHS Foundation Trust. The Group was born from a shared aim to improve the care we provide our patients. UHLG is one of the largest employers in the region, with over 16,800 colleagues dedicated to caring for our communities - from birth and beyond.

For the 630,000 people across Merseyside, we are their local NHS. We provide general and emergency hospital care, alongside highly specialised regional services for more than two million people in the North West. Aintree University Hospital is the single receiving site for adult major trauma patients in Cheshire and Merseyside and hosts a number of regional services including an award-winning stroke facility.

Broadgreen Hospital is home to elective surgical, diagnostic and treatment services, together with specialist patient rehabilitation. Liverpool Women's Hospital specialises in the health of women and babies, delivering over 7,200 babies in the UK s largest single site maternity hospital each year. The Royal Liverpool University Hospital is the largest hospital in the country to provide inpatients with 100% single bedrooms and focuses on complex planned care and specialist services.

For roles at Liverpool Women's, visit their careers page.

• Overall responsibility for the management and performance of the IT training service including clinical and non-clinical systems training.
• Develop a training approach that underpins delivery of projects and programmes and 'business as usual'. This will require close negotiation with other services areas to take account of potential fluctuations in work plans.
• Work closely with the Senior Business Change Manager to ensure that training complements business change activities, taking into account changes in working practices.
• Investigate complex and diverse training issues which will require planning assistance and guidance for multidisciplinary staff.
• Take decisions regarding a range of complex or specialist training issues where there may be more than one course of action or there are conflicting opinions, weighing up the available opinions and options as appropriate.
• Work with project teams to define and…