Building the workforce capability you need to keep, by sitting alongside the workforce you already have
When the gap is a capability gap - a function that needs to work differently, a leader who needs a peer, a team that needs a step-change in what it can do - the answer is not always a fixed-scope consultancy engagement. Sometimes the right thing is a senior practitioner alongside your team for a defined period, working the problem with them and leaving the capability behind. That is what this service does. We are not an interim agency; we build capability.
What we do
- Senior capability injection - a senior workforce, OD, transformation or planning specialist embedded alongside your team for a defined period.
- Bridge cover with capability transfer - covering a directorate or programme during recruitment or restructure, and using the time to leave the function stronger than we found it.
- Programme surge capacity - senior programme, PMO or workforce leads into a time-bound piece of work, contracted for the outcome rather than the time.
- Coaching-in-role for a new leader - a senior peer working alongside a newly appointed director for the first six to twelve months.
- Function step-change - focused capability building for a People, Strategy or Transformation function that has to move up a gear.
How we work
The person is chosen from our associate network for the specific brief. Nobody is on a bench waiting to be sold. We identify the right individual from our associate network and, if they are not right for the brief, we tell you.
Contracting runs through Hunter Healthcare, our procurement partner. Where the client's preferred route is a framework interim placement, the individual is contracted, timesheeted and paid via Hunter Healthcare. Compliance, IR35 and NHS agency-cap discipline are handled at their end.
Health Dynamics stays on the engagement throughout. A Health Dynamics director oversees the placement, from mobilisation to handover. That is what makes this capability building rather than interim management.
The exit is designed from day one. Every engagement has a handover plan, a capability uplift to be evidenced, and a moment at which we leave.
What you can expect from us
- A senior practitioner on the ground within days, not weeks.
- A clear contracting conversation up front: scope, deliverables, length, price and the capability uplift we are aiming for.
- Active Health Dynamics director oversight throughout the placement.
- A disciplined exit: handover plan, evidenced uplift, no drift.
Typical engagements
- A senior workforce specialist covering a nine-month recruitment for an NHS trust, alongside a coaching brief for the internal team.
- An interim director of transformation leading a programme through its first six months and handing to an internal successor.
- An embedded senior OD lead into an ICB during the design of a new operating model.
- An interim programme director into a stalled efficiency programme, contracted for delivery of the recovery.
Have a capability gap you cannot recruit into fast enough?
Tell us the brief and the timescale. In most cases we can have a credible person and a clear scope in front of you within seven days.