People Partner – Band 8a
The closing date is 21 June 2026.
Join Gloucestershire Hospitals NHS Foundation Trust as an experienced People Partner, where you will play a pivotal role in shaping workforce strategy, culture and performance to support outstanding patient care.
Main duties of the job
* 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
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 and 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 Trust’s 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 Trust’s 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 high‑risk employee relations matters, influencing decision‑making at a senior level.
The role will provide direct leadership and management to Deputy People Partners, ensuring effective supervision, professional development and delivery of a high‑quality, consistent People service. This includes setting clear objectives, providing coaching and support, and fostering a culture of continuous improvement, accountability and high performance across the team.
The post holder will act as a role model for professional practice, demonstrating integrity, credibility and a strong commitment to continuous improvement. They will lead key programmes of work and projects aligned to the People Strategy and may deputise for more senior colleagues as required, providing leadership across the wider People function.
The role will contribute to the development and implementation of people policies and frameworks, ensuring they are applied consistently, fairly and in line with organisational values. While not holding direct budget responsibility, the post holder will influence workforce investment decisions and support the effective and sustainable use of resources across their areas of responsibility.
Planning and Organisation
The post holder will lead and manage a diverse portfolio of work across assigned services, balancing strategic priorities, complex casework and transformation activity. They will play a key role in workforce planning, supporting leaders to align workforce requirements with service demand, using data, insight and workforce intelligence to inform decision‑making.
The role requires a highly organised and proactive approach, with the ability to manage competing priorities, deliver to deadlines and respond effectively within a fast‑paced and evolving environment.
Service Improvement, Research and Development
The post holder will contribute to the continuous improvement of people services, using data, insight and benchmarking to inform evidence‑based decision‑making and service development. They will lead and contribute to workforce‑related projects and programmes, supporting innovation and the implementation of new approaches that improve workforce outcomes and organisational performance.
The role will actively support a culture of continuous improvement, evaluating the impact of initiatives and embedding sustainable changes in practice.
Communication and Working Relationships
The post holder will build and sustain strong, effective partnerships with Divisional Leadership Teams, acting as a trusted advisor and providing credible, strategic people insight to support decision‑making and service delivery.
They will communicate clearly, confidently and professionally across all levels of the organisation, tailoring their approach to a wide range of audiences, including senior leaders, managers, staff and staff‑side representatives. The role requires the ability to convey complex and sensitive information in an accessible and constructive way, supporting understanding and informed decision‑making.
The post holder will work collaboratively with colleagues across People Services to ensure a coordinated, proactive and high‑quality service, and will develop effective working relationships with corporate functions including Finance, Payroll and Procurement to deliver integrated workforce solutions.
The role requires the ability to establish and maintain constructive, professional relationships with a wide range of internal and external stakeholders, including Trade Unions, system partners, NHS England and ACAS, supporting effective partnership working and positive employee relations.
Strong influencing, negotiation and interpersonal skills are essential, alongside the ability to manage challenge professionally, navigate difficult conversations and build trust, credibility and engagement across organisational and system boundaries.
Person Specification
* Master’s Degree or equivalent level of experience
* MCIPD membership (Level 7 CIPD as a minimum) or equivalent level of experience
* Significant experience operating at a senior/strategic HR or People partnering level
* Record of successful management of complex organisational change
* Ability to relate to managers, understanding different approaches, styles and expertise and utilise this knowledge to develop effective relationships and cooperative ways of working to achieve the Trust’s aim.
* Excellent oral and written communication skills
* Strong ability to lead, influence and negotiate at senior levels
* A solution‑focussed approach to problem solving and relationship management.
* Tact, diplomacy and emotional intelligence
* Demonstrable experience of contributing to and working within a continuous improvement environment where transformational change is core to everyday ways of working
* Ability to analyse complex information and workforce trends to identify key concerns and develop potential solutions.
* Ability to confront and manage difficult issues, resolve complex problems, manage conflict effectively and overcome resistance
* Experience in managing complex and sensitive employment relations issues
* Well‑developed sensitivity to stakeholder relationships with a constructive yet strong approach to challenge.
* A thorough and up‑to‑date knowledge of employment law and demonstrable experience of its pragmatic application.
* Ability to use Microsoft Office applications
* Experience of effective positive partnership with Trade Unions
* Tenacity and Resilience
* Confidence and experience in making difficult decisions.
* Excellent interpersonal and communication skills (verbal and written)
* Reliable and trustworthy
* Confident in a variety of situations
* Willing to learn and develop
* Values and respects others
* Treats everyone as an individual
* Is non‑judgemental
* Motivated to be genuinely kind and caring
* Pro‑active and takes responsibility
* Motivated to make a difference in whatever way they can
* Takes pride in themselves, their appearance, their role and where they work
* Senior report writing / business cases
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Employer name
Gloucestershire Hospitals NHS Foundation Trust
£57,528 to £64,750 a year (pa, pro‑rata if part‑time)
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