Job overview
Applications for this role are invited via our chosen agency, Hunter Healthcare.
University Hospitals Sussex NHS Foundation Trust (UH Sussex) is seeking an exceptional Chief People Officer to help lead the next stage of development for one of the largest and most complex acute provider organisations in the NHS.
Serving more than 1.8 million people and employing almost 20,000 colleagues across Sussex, UHSussex is a young organisation, created in 2021 through the merger of two hospital trusts. The Trust has made real progress as One UHSussex, with a clear strategy, committed colleagues and strong clinical expertise. But there is still significant work to do to build a single, coherent organisation where colleagues experience consistent leadership, reliable people support and a culture rooted in compassion, inclusion and respect.
This is a demanding and important executive role. Like many large NHS organisations, UHSussex is operating in a challenging environment shaped by rising demand, workforce pressures, financial constraint and ageing infrastructure. The Trust is clear that the next Chief People Officer must bring both strategic vision and practical grip: strengthening the core HR foundations, improving employee relations processes, building confidence in the People Directorate, and developing a workforce strategy that supports service transformation, productivity, inclusion, staff wellbeing and long-term sustainability.
Main duties of the job
As a voting member of the Trust Board and Executive Team, you will provide the professional HR voice at Board level and lead the People Directorate through its next phase of development. You will need to work closely and constructively with executive, clinical, divisional, staff-side and system partners, aligning workforce priorities with operational delivery, clinical strategy, financial sustainability and cultural change.
We are looking for a senior people leader with substantial experience in a large, complex and unionised environment. You will bring strong technical HR credibility across employee relations, employment law, organisational change, workforce planning, HR policy, workforce systems, recruitment and retention, and board-level workforce assurance. You will be comfortable using data to improve consistency, productivity and decision-making, and you will have the resilience and judgement to balance compassion and fairness with pace, accountability and professional challenge.
This is not a maintenance role. It is an opportunity for a visible, credible and values-led Chief People Officer to help strengthen the organisation’s people foundations, support almost 20,000 colleagues, and make a lasting contribution to excellent care for patients and communities across Sussex.
Working for our organisation
Working for our organisation
At UHSussex, diversity is our strength, and we want you to feel included to help us always deliver Excellent Care Everywhere, as shown in our Outstanding for Caring CQC rating. Your uniqueness and experiences will be part of our creative and innovative community where everyone is encouraged to succeed. We have a range of staff networks to help break down barriers, and can offer a buddy to help new members settle in. We’re proud to be a Disability Confident Employer (Level 3) and a Veteran Aware Trust.
Candidate Pack
Detailed job description and main responsibilities
Stakeholder Events; 23rd June 2026 and 25th June 2026/ Panel Interviews; 3rd July 2026
How to apply;
All applications must be received by 2 June 2026. All applications must quote the reference UHSX_CPO and include: A full curriculum vitae; A covering letter (no more than two pages) indicating how you meet the selection criteria and articulating why you are interested in the role; Contact details for referees covering the last six years (who will not be contacted without your permission); A contact email address and telephone no.; A completed Diversity Monitoring Form and Fit and Proper Person Monitoring Form.
Please refer to attached JD and Person Specification for full role and responsibility.
Person specification
Professional Registration
Essential criteria
1. FCIPD or equivalent professional experience
Experience/Qualifications
Essential criteria
2. Appropriate level of educational achievement e.g. Masters level
3. CIPD qualified with appropriate level of credibility and seniority
4. Sustained record of continuing professional development
Skills
Essential criteria
5. Evidence of having undertaken own development to improve understanding of equalities issues
6. Demonstrates high level of competence in the development and application of personal leadership
7. A leadership role model who actively portrays and promotes organisational values and desired leadership behaviours
8. Highly developed interpersonal skills with the ability to build relationships at all levels
9. Achieves commitment and support through the use of integrity and influence
10. Translates strategic direction into deliverable, measurable outcomes
11. Communicates with authority both internally and externally
12. Constructively challenges activities which may not contribute to the delivery of the corporate strategy whilst balancing the importance of being a corporate player
13. Possess excellent chair and facilitation skills
14. Proven ability to deliver presentations and training sessions to audiences within and outside the Trust
15. Analytical skills, ability to grasp a complex problem quickly and provide non-traditional solutions to problems
16. Demonstrate high levels of motivation
17. Negotiates effectively with internal and external contacts
18. Project management training and skills
19. Ability to think analytically and synthesise information
20. IT literate
Specific Requirements
Essential criteria
21. Evidence of leading and improving a large HR function in a complex, unionised environment.
22. Strong technical HR credibility, including employee relations, employment law, organisational change, workforce policy and board-level workforce assurance.
23. Experience of using workforce data to improve grip, consistency, productivity and organisational decision-making.
24. Ability to balance compassion and fairness with pace, accountability and professional judgement.
25. Experience of working with executive colleagues to align workforce strategy with financial, operational and clinical priorities.
26. Demonstrable experience operating in senior management or Board level strategic HR roles in large complex environment
27. In depth employee relations experience, working with trade unions during major organisational change and restructuring programmes
28. Organisational strategy development and implementation within complex organisation
29. Development and roll out of major organisational change programmes
30. Working in a continuous improvement culture, supporting staff engagement, driving value for money service delivery and service development
31. Delivering through individual and team contribution, leading, developing and influencing others
32. Financial acumen, able to manage budgets and deliver against stretching organisational targets
33. Managing and developing corporate training and development functions
34. Strong interest in learning and personal development, with some experience in a relevant function
35. Evidence of managing complex organisational wide change projects
36. Track record of achievement in HR Management
37. Up to date knowledge of HR Systems, national HR agenda, legislation and best practice
38. Understanding of dynamics and complexities of the NHS environment including system development/working
39. Understanding of the NHS Inclusion agenda and the impact on people
40. Understanding of labour markets and, in particular, staff groups within health and social care
Equality, Diversity & Inclusion
Essential criteria
41. Evidence of having undertaken own development to improve understanding of equalities issues
42. Evidence of having championed diversity in previous roles (as appropriate to role).
Important information for applicants:
A Note on AI Use in Applications
We value the individuality and authenticity that each candidate brings to the application process. While AI tools are increasingly accessible, we strongly discourage their use in completing your application. Your responses should reflect your own voice, experiences, and motivations—elements that are essential to a fair and accurate evaluation.
Applications that rely heavily on AI-generated content may misrepresent your abilities and could result in your application being rejected. We encourage you to take the time to present your genuine self, as this helps us better understand your potential and ensures a transparent selection process.
Closing Adverts Early: In the event of exceptional interest, we may close adverts earlier than specified.
Some of our adverts are capped for a limited number of applications; therefore, the advert will close once the cap has been reached. We therefore encourage you to submit your application as soon as possible if you are interested in the position to prevent you from missing out on applying for the opportunity.
Flexible Working: If you would like to explore potential options regarding flexible working please speak with the appropriate recruiting/line manager.
DBS Checks: As part of our commitment to a safe working environment, we undertake a Disclosure and Barring Service check on all new employees where the role is eligible for a criminal record check. We make offers in line with the Rehabilitation of Offenders Act 1975.
Skilled Worker Visa: Applications for Skilled Worker sponsorship are welcome for the roles that meet the Visa and Immigrations eligibility criteria. For further information please visit the gov.uk website searching for Skilled Worker. It is your responsibility as the applicant to ensure that you meet this criteria.
UHSussex reserves the right to close the role early if we receive a high volume of applications