People Partner - Band 8a
- NHS
- Full Time
- Gloucester
- 57528.00 - 64750.00 a year
Job Description
Job summary
Join one of the South West's largest employers and play a pivotal role in shaping workforce strategy, culture and performance to support outstanding patient care. With over 9,000 colleagues, Gloucestershire Hospitals NHS Foundation Trust is seeking an experienced and dynamic People Partner to join our People Services team.
This is an exciting opportunity for an established People professional who is passionate about strategic partnering, leading change and influencing senior leaders to create high-performing, inclusive and sustainable services. Working closely with Divisional Leadership Teams, you will provide expert people leadership and play a key role in delivering the Trust's People Strategy.
We are looking for a CIPD master's level qualified professional (or equivalent experience) with significant experience operating at a senior People/HR partnering level. You will bring deep expertise in workforce transformation, organisational change and complex employee relations, alongside strong analytical and influencing skills.
In return, we offer flexible and hybrid working opportunities, generous annual leave, NHS pension benefits, wellbeing initiatives, staff discounts, on-site nurseries and extensive development opportunities within a large and forward-thinking Trust. If you are motivated by making a real impact on staff experience, culture and organisational performance, we would love to hear from you.
Main duties of the job
As a People Partner, you will operate as a strategic advisor to senior leaders, supporting the delivery of organisational and divisional priorities through the development and implementation of effective, forward-thinking people solutions.
Key responsibilities include:
Leading and shaping workforce strategies to support service delivery, workforce sustainability and organisational performance
Partnering and influencing senior leaders on complex workforce challenges, enabling informed decision-making
Leading organisational change programmes, including service redesign, restructures and transformation initiatives
Providing expert oversight and direction on complex and high-risk employee relations matters, including those involving senior staff
Using workforce data and insight to drive performance improvement, workforce planning and service development
Driving improvements in colleague experience, engagement, equality, diversity and inclusion
Contributing to financial planning and workforce efficiency, including supporting cost improvement programmes
Leading or contributing to Trust-wide people initiatives, policy development and continuous improvement activity
Providing leadership and direction to Deputy People Partners, supporting their development and ensuring delivery of a high-quality People service
About us
Gloucestershire Hospitals NHS Foundation Trust was formed in 2004, which was established following a reconfiguration of health services in Gloucestershire. We provide acute hospital services from two large district general hospitals, Gloucestershire Royal Hospital and Cheltenham General Hospital. As well as maternity services at Stroud Maternity Hospital.
With a team of over 9,000 employees, representing over 95 nationalities, we are proud to be the largest employer in Gloucestershire. Bringing together a mix of cultures and experiences to the care that we deliver. The Trust continues to work closely with partners and local communities to improve health and wellbeing to ensure access to services.
We take pride in placing people at the centre of everything we do, working together as a united team. Driven by a shared ambition to continually grow, develop, and learn, we recognise and value every contribution. By combining our experience and skills, we not only support our vibrant, diverse communities, but also support one another.
Gloucestershire is a county with a strong sense of community and stunning landscapes. From its historic towns to its celebrated Areas of Outstanding Natural Beauty, it offers excellent schools, lively cultural festivals and a quality of life that makes it an inspiring place to live and work.
Job responsibilities
1. Strategic Workforce Leadership and Planning
Lead and support divisional workforce planning, ensuring alignment with operational priorities and long-term service sustainability
Translate workforce data, benchmarking (e.g. Model Hospital) and business intelligence into meaningful insight to identify strengths, risks and opportunities
Develop and maintain robust workforce plans, aligning staffing models with quality, safety and performance metrics
Support the identification and mitigation of workforce risks, ensuring clear actions are in place to address areas such as critical workforce shortages
Drive succession planning and talent development activities to support workforce sustainability at all levels
Work in partnership with resourcing teams to deliver proactive, innovative recruitment and retention solutions
Promote effective use of apprenticeships and skills development to support future workforce needs
2. Transformation and Organisational Change
Lead and drive the design and delivery of organisational change programmes, including service redesign, restructures and system-wide transformation
Provide expert advice on employment implications of change, including consultation, redeployment and contractual matters (e.g. TUPE)
Support the development of integrated care pathways through collaborative working across the Integrated Care System
Enable divisions to identify and deliver workforce-related efficiencies, assessing cost, benefit and risk
Act as a visible advocate for change, supporting leaders to implement new ways of working that improve productivity and outcomes
3. Employee Relations, Policy and Risk Management
Lead and oversee the management of highly complex and high-risk employee relations matters, including those involving senior staff and medical workforce
Ensure consistent application of employment law, Trust policies and best practice across all people matters
Support leaders to manage workforce issues proactively, promoting early resolution and minimising escalation where appropriate
Use workforce metrics to inform decision-making and link people risks to divisional risk registers with appropriate mitigation plans
Contribute to the development, review and implementation of Trust-wide people policies and initiatives
Lead on agreed specialist areas within the People function (e.g. job evaluation, governance, or strategic programmes)
4. Resourcing, Pay and Reward
Provide expert input into job evaluation processes, ensuring fairness, consistency and appropriate challenge
Advise on complex pay and reward matters, including requests outside of national frameworks, with a solutions-focused approach
Support the development of innovative reward and retention strategies within national terms and conditions
contribute to financial planning / cost improvement programmes of workforce expenditure, balancing financial sustainability with service needs
Drive improvements in recruitment and retention outcomes, targeting areas of identified risk or concern
5. Colleague Experience, Equality, Diversity and Inclusion
Lead and shape senior leadership decision-making to improve key workforce metrics such as appraisal, absence, mandatory training and retention
Use staff survey and engagement data to develop targeted action plans that enhance colleague experience
Triangulate workforce, engagement and patient experience data to identify priorities for improvement
Lead initiatives to address bullying, harassment and workplace concerns, promoting a safe and respectful culture
Champion equality, diversity and inclusion, ensuring fair and equitable outcomes for all colleagues
Contribute to delivery of the Trusts EDI objectives and action plans
Professional Development, Education and Training
The post holder will demonstrate expert professional knowledge across the full range of people disciplines, applying specialist insight to provide high-quality, credible and pragmatic advice to senior leaders and managers. They will maintain up-to-date knowledge of employment law, NHS terms and conditions and emerging people practice, ensuring advice reflects best practice and supports organisational objectives.
The role will lead and contribute to the development of management capability through the design and delivery of targeted learning interventions, coaching and development activity that strengthens leadership effectiveness and improves people management practice. The post holder will take personal accountability for continuous professional development and actively contribute to the ongoing evolution of the People function.
Leadership and Management
The post holder will operate as a strategic People Partner, working in close partnership with senior leaders to deliver the Trusts People Strategy and drive improvements in workforce performance, culture and colleague experience. They will provide visible, credible leadership on complex workforce issues, including organisational change and ...
