Director of People & Culture
Accountable to
Chief Executive Officer
Member of the Senior Team
Organisational Context
The organisation is a large-scale GP provider employing over 300 staff, delivering core GP services to approximately 60,000 registered patients and Urgent and Emergency Care (UEC) services supporting a population of over 1,000,000 across the county.
The organisationoperateswithin a complex NHS system environment, working closely with commissioners, provider partners, Integrated Care Boards (ICBs), NHSEnglandand procurement teams. It is actively involved in bidding for, mobilising and delivering new service contracts.
Role Purpose
The Director of People & Culture is the senior lead for the organisation’s people,workforceand organisational development agenda, ensuring that the organisation attracts,developsandretainsthe talentrequiredto deliver high-quality,safeand sustainable patient care.
The postholder will play a key strategic role in organisational growth and service development, including shaping workforce proposals for NHS procurement processes and leading workforce mobilisation for new contracts.
They will act as a trusted adviser to the CEO, SeniorTeamand Board on all people-related matters, ensuring strong governance, regulatory compliance and a positive, values-led staff experience.
Key Responsibilities
Strategic People & Culture Leadership
* Develop and deliver a comprehensive People and Workforce Strategy aligned to organisationalobjectives, clinicalprioritiesand service growth ambitions.
* Provideexpert, evidence-based advice to the CEO, Senior Team and Board on workforce strategy, culture, organisationaldesignand people-related risk.
* Shape and embed a high-performing, inclusive and compassionate organisational culture that supports patient care, staffwellbeingand retention.
* Lead long-term workforce and succession planning across GP, UEC and corporate services.
Workforce Strategy for Growth & NHS Contract Bids
* Lead the people and workforce components of bids for new NHS service contracts, working in close partnership with clinical, operational and finance leads.
* Develop robust and deliverable workforce models for procurement submissions, including skill mix, rota design, recruitment pipelines,affordabilityand TUPE considerations.
* Advise on workforce mobilisation, onboarding and integration for new services and contracts.
* Ensure workforce proposals meet commissioner expectations for quality, resilience,sustainabilityand value for money.
* Design and lead an organisation-wide talent management strategy, including identification and development of high-potential staff.
* Oversee leadership development frameworks for clinical,operationaland corporate leaders.
* Ensure clear career pathways, successionplanningand development opportunities across the organisation.
* Promote continuous learning, professional development and capability-building aligned to service needs and future workforce requirements.
Organisational Development & Change
* Lead organisational development and change programmes, including service transformation,restructuringand growth initiatives.
* Support leaders to design effective team structures, roles and governance arrangements that enable high-quality delivery.
* Embed effective performance management,feedbackand accountability frameworks.
Employee Relations, Engagement & Staff Experience
* Provide senior leadership on employee relations, ensuring fair,consistentand legally compliant practice.
* Lead engagement with staff representatives and trade unions where applicable.
* Oversee complex and sensitive casework, ensuring risks to quality, reputation and staff experience are effectively managed.
* Champion staff wellbeing, inclusion,engagementand retention across the organisation.
Staff Satisfaction & Workforce Insight
* Hold responsibility for the design, administration and oversight of staff satisfaction and engagement measurement (e.g. surveys, pulsechecksand feedback mechanisms).
* Ensure robust analysis,reportingand presentation of staff satisfaction data to the Senior Team and Board.
* Translate staff feedback into clear, prioritised action plans andmonitordelivery and impact.
* Use workforce insight toidentifytrends, risks and opportunities and inform strategic decision-making.
Recruitment, Reward & Workforce Information
* Lead recruitment and retention strategies in a competitive labour market, including hard-to-fill clinical roles.
* Oversee pay, reward and job evaluation frameworks, ensuring equity,affordabilityand alignment with organisationalobjectives.
* Ensure high-quality workforce data,analyticsand reporting, including KPIs on vacancies, turnover,sicknessand agency use.
Training & Development
* Lead the organisation’s approach to workforce training, professionaldevelopmentand continuous learning across clinical,operationaland corporate teams.
* Oversee the design and delivery of structured training programmes, including leadership development, professionaleducationand mandatory training requirements.
* Work with clinical and operational leaders toidentifyworkforce capability needs and ensure staff have the skillsrequiredto deliver high-quality patient care and organisational performance.
* Develop clear career pathways and development opportunities to support talent progression,retentionand succession planning.
* Ensure training and development activity aligns with workforce planning, servicerequirementsand organisational growth, including the mobilisation of new services and contracts.
* Monitor training compliance,participationand effectiveness, providing regular reporting to the Senior Team and Board.
* Evaluate the impact of training and development programmes to ensure learning translates into improved staff capability,engagementand service quality.
* Ensure compliance with employment law, NHS contractualrequirementsand best-practice HR standards.
* Lead workforce-related risk management,assuranceand policy development.
* Contribute to organisational quality,safetyand governance arrangements.
Leadership & System Working
* Lead, develop and inspire a high-performing People / HR team.
* Build strong relationships with commissioners, procurementteamsand system partners.
* Represent the organisation credibly at system-level forums on people,workforceand culture.
Person Specification
* Significant senior People / HR leadership experience,operating at director or equivalent level.
* Proven experience of workforce strategy, organisationaldevelopmentand talent management in a complex organisation.
* Demonstrable experience contributing to business cases, bids or growth initiatives requiring credible workforce planning.
* Strong knowledge of employment law and employee relations.
* Experience of working closely with Boards and senior leadership teams.
* Highly credible,resilientand commercially aware, with strong influencing and communication skills.
* Experience of working within, or alongside, the NHS or other large service systems.
* Experience of service mobilisation,TUPEor workforce integration.
* Chartered Member or Fellow of the CIPD.
* Experience in healthcare, regulatedservicesor other people-intensive sectors.
Values & Behaviours
* Strong commitment to high-quality, patient-centred services.
* Inclusive,visibleand authentic leadership style.
* Calm and confident under pressure.
* Collaborative, pragmatic and outcomes-focused
#J-18808-Ljbffr