Chief People Officer
The closing date is 02 June 2026
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 well‑being 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.
Person Specification
Professional Registration
* FCIPD or equivalent professional experience
Experience / Qualifications
* Appropriate level of educational achievement e.g. Masters level
* CIPD qualified with appropriate level of credibility and seniority
* Sustained record of continuing professional development
Skills
* Evidence of having undertaken own development to improve understanding of equalities issues
* Demonstrates high level of competence in the development and application of personal leadership
* A leadership role model who actively portrays and promotes organisational values and desired leadership behaviours
* Highly developed interpersonal skills with the ability to build relationships at all levels
* Achieves commitment and support through the use of integrity and influence
* Communicates with authority both internally and externally
* Constructively challenges activities which may not contribute to the delivery of the corporate strategy whilst balancing the importance of being a corporate player
* Possess excellent chair and facilitation skills
* Proven ability to deliver presentations and training sessions to audiences within and outside the Trust
* Analytical skills, ability to grasp a complex problem quickly and provide non‑traditional solutions to problems
* Demonstrate high levels of motivation
* Negotiates effectively with internal and external contacts
* Project management training and skills
* Ability to think analytically and synthesise information
* IT literate
Specific Requirements
* Evidence of leading and improving a large HR function in a complex, unionised environment.
* Strong technical HR credibility, including employee relations, employment law, organisational change, workforce policy and board‑level workforce assurance.
* Experience of using workforce data to improve grip, consistency, productivity and organisational decision‑making.
* Ability to balance compassion and fairness with pace, accountability and professional judgement.
* Experience of working with executive colleagues to align workforce strategy with financial, operational and clinical priorities.
* Demonstrable experience operating in senior management or Board level strategic HR roles in large complex environment
* In depth employee relations experience, working with trade unions during major organisational change and restructuring programmes
* Organisational strategy development and implementation within complex organisation
* Development and roll out of major organisational change programmes
* Working in a continuous improvement culture, supporting staff engagement, driving value for money service delivery and service development
* Delivering through individual and team contribution, leading, developing and influencing others
* Financial acumen, able to manage budgets and deliver against stretching organisational targets
* Managing and developing corporate training and development functions
* Strong interest in learning and personal development, with some experience in a relevant function
* Evidence of managing complex organisational wide change projects
* Track record of achievement in HR Management
* Up to date knowledge of HR Systems, national HR agenda, legislation and best practice
* Understanding of dynamics and complexities of the NHS environment including system development/working
* Understanding of the NHS Inclusion agenda and the impact on people
* Understanding of labour markets and, in particular, staff groups within health and social care
Equality, Diversity & Inclusion
* Evidence of having championed diversity in previous roles (as appropriate to role).
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.
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