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Tom Pattinson
Director of Transformation and the Strategic Change Office at the University of Manchester | Volunteer Board Member at MS Society Preston
Tom Pattinson is the Director of Transformation and the Strategic Change Office at The University of Manchester. He specializes in leading transformation and change initiatives within higher education, bringing extensive experience to his role. His professional background includes work at Lancaster University, where he also contributed to transformation efforts.
In addition to his role at the university, Pattinson is active on social media, where he shares insights related to his work and personal interests. His LinkedIn profile indicates a strong commitment to driving strategic change in educational settings, highlighting his expertise in managing change teams effectively.
For more detailed information about his career and achievements, you can view his LinkedIn profile here .1
Highlights
There are just a few days left to apply for our two Senior Continuous Improvement Manager positions within the Strategic Change Office (SCO) at the University of Manchester.
These roles present an exciting opportunity to shape an emerging continuous improvement function, complementing our larger-scale, strategic change initiatives to continually improve what we do and increase operational efficiency across UoM.
We are looking for candidates who have a "One University” mindset, natural collaborators who can demonstrate promoting a culture of excellence and agility, not afraid to challenge the status quo and are creative when considering innovative approaches to problem-solving and process improvement.
If this sounds like you, take a look in more detail on the Jobs at the University of Manchester portal.
"Research by the Higher Education Statistics Agency (HESA) found that a declining proportion of graduates believed their roles to be fulfilling, or to fit with their future plans for employment."
The article has a pretty small sample size but still a depressing read, and a genuine shame. A hybrid working model has major benefits and should be encouraged, but have we considered what this means for the generation who are starting their careers having had limited in-person engagement during their studies, and now aren't benefitting from it in the workplace?
