Do you want to play a pivotal role in shaping the future of a world-class charity that saves lives every day? The Great North Air Ambulance Service (GNAAS) is seeking an inspirational and experienced HR leader to become our new Head of People and Culture. This is a rare and exciting opportunity to join the Senior Leadership Team of a nationally respected organisation, driving change and making a meaningful impact on the lives of both our colleagues and the communities we serve. At GNAAS, we deliver cutting-edge pre-hospital critical care across the North of England. Behind every lifesaving mission is a dedicated team of staff and volunteers – and we’re looking for a people leader who will help them thrive. The Role As Head of People and Culture, you will: Be a key strategic partner to the CEO and Trustees, shaping the organisation’s future direction. Lead the design and delivery of progressive HR, OD and wellbeing practices that support growth, innovation and resilience. Champion a values-led, inclusive and supportive culture where psychological safety, equity and wellbeing are embedded at every level. Provide expert leadership on all people matters – balancing day-to-day operational delivery with the development of long-term People and OD strategies. Report into the CEO and work closely with SLT colleagues, acting as a trusted advisor, bringing insight and challenge to influence key decisions and drive organisational performance. About You We’re looking for someone who is: MCIPD accredited, qualified to Masters level and an experienced senior HR practitioner with a proven track record across the full employee lifecycle. Confident working at both strategic and operational levels, with the ability to flex between them. Highly skilled in employee relations, employment law and organisational change. A natural collaborator who builds strong partnerships and inspires trust at all levels. Excited by the opportunity to shape culture, lead transformation and deliver a bold HR improvement agenda. Why Join Us? At GNAAS you will: Make a direct contribution to an organisation that saves lives every single day. Work within a passionate, high-performing charity where people are at the heart of everything we do. Be part of a close-knit leadership team committed to excellence, innovation and impact. Enjoy a competitive salary, with opportunities for progression and professional growth. Be able to take advantage of hybrid/flexible working and a range of other benefits. If you are driven, values-led and ready to lead on all things People and Culture, we would love to hear from you. For an informal discussion, please contact Joe Garcia, CEO, on 07572 122133 ROLE SUMMARY As a member of the Charity’s Senior Leadership Team, the Head of People and Culture will be a key strategic partner responsible for driving a people-first approach to organisational success. They will lead the development and delivery of progressive HR and OD services that enable the charity to achieve its mission of delivering world-class pre-hospital critical care across the region. The postholder will shape a values-led, inclusive culture that supports staff and volunteers to thrive, embedding psychological safety, wellbeing, and equity across all operations. As a trusted advisor to the CEO and Trustees, they will provide insight and leadership on all workforce matters, helping to shape business transformation and future readiness. They will champion innovative, data-driven HR practices, lead strategic workforce planning, and ensure GNAAS remains an employer of choice. This role is vital in building a resilient, motivated, and high-performing workforce that supports the charity’s continued growth and impact. KEY STRATEGIC WORKFORCE ACCOUNTABILITIES 1. To have the ability to communicate and influence at all levels throughout the business as a senior people professional. 2. Influence leaders and gain stakeholder buy-in to deliver GNAAS HR initiatives and enable leaders and managers to deliver the workforce strategy by building effective relationships within the charity. 3. Provide strategic people and leadership insight into the design and development of business change initiatives; generate data analysis to identify root causes of complex business issues to promote discussion to design and implement measurable solutions. 4. In partnership with senior stakeholder’s lead, develop and advise on talent and resourcing strategies to develop succession planning and workforce capability. 5. Work with stakeholders at all levels to develop organisation culture, values and environment to enhance organisation performance and staff engagement strategies. 6. Lead the development and implementation of the cyclical staff survey, communicating outcomes and developing corporate action plans. 7. Anticipate economic, social, political, environmental and technological developments that will impact GNAAS and the people agenda, keeping activity relevant and targeted. 8. Constructively challenge with evidence-based arguments that influence actions and/or re-focuses management teams on workforce strategies. 9. Lead on GNAAS designated working groups and project groups. 10. Reduce corporate liabilities through effective risk management of people management matters, complex multifaceted employment issues whilst taking an evidence-based approach. 11. Interpretation of national case law, legislation, and terms and conditions when assessing organisational risk and safety. 12. To drive forwards the strategic HR Business Partnering model of HR provision. 13. Responsibility for the advice, support and guidance provided by the HR operational Team through the deployment of enabling policies and processes. 14. Implement robust HR Governance and effective HR operating principles to ensure that assurance is provided for all HR service delivery. GENERAL RESPONSIBILITIES 1. Develop and implement a People & Culture Strategy to support the delivery of the Charity’s strategic plans. 2. Implement strategies and processes to support the above, including - resource planning for staff and volunteers, talent management, employment processing, reward, training & development, records management, staff engagement, retention and succession planning. 3. Provide guidance and support to managers and staff on all people issues. 4. To ensure that the charity is fully resourced with the right skills set and develop plans to ensure issues identified are addressed in a timely and cost-effective way. Aim to establish the charity as an “employer of choice” in the region for staff and volunteers. 5. Lead the development of effective and efficient recruitment services with a focus on: a. Streamlining recruitment systems and processes to ensure positive use and candidate experience; b. Ensuring seamless onboarding of candidates; c. Proactive recruitment and workforce planning to deliver against annual recruitment plans; d. Developing short- and long-term recruitment strategies to address shortages and skill gaps; e. Ensuring the Charity engages externally, e.g. through recruitment fairs, widening participation activities, to increase our profile and attract candidates. 6. Oversee the mental health and welfare of all the charity’s staff and volunteers. Implement strategies to promote awareness of mental health issues, including supporting and promoting the charity’s mental health champions. 7. Develop and establish a programme of HR training & development and embed a culture of self-development across the Charity. 8. Support effective and consistent employee engagement and communication strategies across the charity. 9. Overall responsibility for full range of HR policies and procedures. Ensure these are reviewed and updated on a regular basis to reflect changes in legislation and/or best practice. Support managers to develop their people management skills and ensure that HR policies are applied consistently across the charity. 10. Put systems in place to ensure that all people related data is accurate and up to date and develop effective management reporting processes that support managers and the charity. 11. Accountable for regular workforce performance reporting, working with highly complex data, facts and situations requiring analysis, interpretations and comparisons on a range of options and making decisions on the most appropriate approach. 12. Develop and maintain a suite of KPI’s for the Human Resources Team. 13. Lead an effective and proactive HR operations function with a focus on ensuring employee relations cases are managed efficiently and safely and in line with policy and best practice, including engagement with professional registration bodies e.g. HCPC. 14. Oversee the recording, monitoring and management of sickness absence of charity staff. 15. To ensure that a culture of inclusion and non-discrimination is promoted and maintained across the charity at all levels. 16. Act as the external facing representative for people aspects of the charity. The above is not an exhaustive list of duties, and you will be expected to perform different tasks as required by the charity and the overall business objectives. The postholder will be expected to work in an agile manner and may be required to travel to other locations in the delivery of their role. Person Specification Qualifications and Training Essential Educated to master’s level in a people related subject Chartered Member of CIPD (MCIPD) Desirable Additional leadership / professional qualification Skills and Knowledge Track record of creating, leading and delivering successful programmes across all aspects of the HR lifecycle. Ability to influence at all levels and build strong working relationships where you can check and challenge behaviours. Demonstrable partnership working skills. Able to strategically interpret, analyse and evaluate programmes through a range of outputs/outcomes. Strong problem solving and decision-making skills. Comprehensive knowledge of UK employment law and best practices. Ability to work autonomously. Highly developed leadership, influencing and negotiating skills with the ability to motivate and engage individuals on difficult matters. Exceptional communications skills. Ability to think laterally and creatively to develop innovative plans and identify new opportunities. Experience Essential Significant experience working at a senior level in a complex organisation Demonstrable experience of working as a senior leader with accountability for business matters in conjunction with other multi-disciplinary leaders. Experience of working in a unionised environment and understanding of how to work in partnership to deliver the best outcomes. Experience of developing and managing the development of high-quality deliverables such as recruitment strategies, workforce KPI’s etc. Extensive in-depth demonstrable success in delivering change and performance with and through management of teams, by engaging them in the strategic direction and delivery plans, establishing clear work priorities with them, delegating effectively, ensuring a capability to deliver, monitoring performance and giving feedback. Policy development and successful implementation. Experience of analysing highly complex workforce problems and develop and appraise a range of options. Revising and advising on terms and conditions of employment. Experience of analysing and presenting sensitive information. Project management. Experience of transformational HR work that drives service experience and efficiency. Experience of working on own initiative and managing the activities of others. Record of successful achievement of managing change as a senior HR professional. Managing highly complex and sensitive complex casework. Desirable Experience working within the charity or public sector, such as the NHS Personal Attributes Essential Customer focused. Strong focus on timely delivery of outcomes and achievements. Able to work autonomously at all times and manage an intense workload of competing priorities with minimal resources, including flexibility in terms of working hours to enable tight deadlines to be met. Coaching & values led leadership style, encouraging engagement and empowerment amongst staff and stakeholders Able to work on own initiative. Well-developed diplomacy and political skills. Job Types: Full-time, Permanent Pay: From £70,100.00 per year Benefits: Company pension Cycle to work scheme Enhanced maternity leave Enhanced paternity leave Flexitime Free parking On-site gym On-site parking Sick pay Work from home Work Location: In person