Job summary
People Partner - Women's & Children's Services
Fixed-term 12-month maternity cover
Full-time (37.5 hours) | Hybrid working from Home / office
Join us in shaping the future of care for women, children and families. We're looking for a People Partner who believes exceptional care starts with exceptional people, and who wants to help build a positive, high-performing culture across one of the Trust's most impactful service areas.
Women's & Children's services include maternity, neonatal, paediatrics and specialist teams – fast-paced, emotionally rich environments where strong leadership and a supportive culture make a real difference. In this role, you'll partner closely with leaders to strengthen workforce development, drive cultural improvement and support meaningful organisational change.
You'll be part of a forward-thinking People Services team, with the autonomy to influence how our teams work and the opportunity to make a lasting impact on the experience of families at some of the most important moments of their lives.
If you're ready to bring your expertise, creativity and leadership to a role with real purpose, we'd love to hear from you.
Main duties of the job
Key Areas You'll Lead
Strategic People Leadership
Turn the Trust's People Strategy into action for Women's & Children's services.
Lead OD and workforce transformation aligned to service priorities.
Represent People Services at senior leadership, CMG and Directorate meetings.
Organisational Development & Culture
Deliver OD interventions that strengthen leadership, teamwork and improvement.
Support the Becoming the Best journey through coaching and constructive challenge.
Embed values-based leadership and build an inclusive, empowering culture.
Workforce Planning & Redesign
Develop integrated workforce plans for safe, sustainable services.
Use workforce data to inform redesign and innovative workforce solutions.
Build leaders' capability to manage and develop their teams.
People Expertise & Employee Relations
Provide expert advice on complex employee relations issues.
Lead People policy development and ensure fair, consistent practice.
Champion equality, diversity and inclusion across the employee lifecycle.
Leadership Development & Wellbeing
Design and deliver training that builds capability across the CMG.
Support wellbeing initiatives that help staff thrive.
Lead, coach and develop your own team.
About us
Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).
Our primary goals
* high-quality care for all
* being a great place to work
* partnerships for impact
* research and education excellence
Values
* we are compassionate
* we are proud
* we are inclusive
* we are one team
This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.
About the University Hospitals of Leicester NHS Trust
https://www.uhleicester.nhs.uk
Details
Date posted: 16 March 2026
Pay scheme: Agenda for change
Band: 8a
Salary: £55,690 to £62,682 a year Per annum, pro rata
Contract: Fixed term
Duration: 12 months
Working pattern: Full-time
Reference number: 358-7785932-COR
Job location: Leicester Royal Infirmary, Leicester, LE1 5WW
Job responsibilities
Strategic
To understand and translate the key drivers and challenges in the delivery of the UHL People Strategy.
To act as an advocate of change and transformation in support of business, workforce and OD strategies and service changes etc.
Attend CMG / Directorate / Executive business meetings with other key stakeholders, supporting the workforce and OD transformation agenda.
People Partner Focus
Plan, drive and provide OD support to Becoming the Best initiatives, which focus on collective leadership development and enabling staff to improve service delivery and outcomes (within departments, across staff groups / Clinical Management Groups and organisational boundaries) in line with strategic and operational plans.
Build leadership capacity and capability and identify initiatives to support continuous improvement through coaching, training and facilitating interventions with Quality Improvement dedicated teams (driving Becoming the Best) and organisational Improvement Agents, to encourage a joined‑up and integrated approach to OD.
Challenge and change behaviours at all levels of the organisation through influencing key stakeholders and raising awareness around current mental models, why they drive sub‑optimal behaviour and how the application of OD initiatives can enable and support the required behavioural change.
Provide OD expertise to support the ongoing development of those values, behaviours and principles required to achieve cultural and transformational change.
To champion best practice People Management. Influence key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice; this will include the training and coaching of business managers in Workforce and OD policy and practice and monitoring and development of best practice to embrace diversity in the workforce.
To foster a positive climate of employee relations to sustain an effective partnership approach and develop and maintain good working relationships with representative of Trade Unions and Professional Organisations.
Work in partnership with the wider People Services Team to investigate and resolve complex or high‑profile employee relations issues, such as grievances and disciplinary cases, and lead recommendations for process and people transformation.
Workforce Development
To develop mechanisms to inform local plans to ensure that clinical and managerial leaders possess the skills, confidence and expertise to lead and manage their teams effectively. To facilitate and contribute to the local integrated workforce plans and implementation plans. These will include service, financial and workforce plans. To plan and redesign workforce by analysing complex workforce information and constantly seeking alternative workforce solutions to ensure quality and patient safety. Respond to current and projected workforce needs.
Policies and Procedures
Lead on the development, review and implementation of People policies and procedures taking into account legislation, good practice and NHS guidance, working in partnership with the Staff Side.
Advise managers on the effective implementation of People policies and procedures within the organisation, ensuring they are coached / equipped / developed to improve their confidence in dealing with complex People issues.
Participate in the equality impact assessment of policies and procedures.
Actively contribute to and take the initiative in designing, implementing and evaluating People processes, systems and procedures which improve People practice.
Health and Wellbeing
Support the local implementation of the national, system and Trust health and wellbeing agenda including development of action plans.
Training and Development
Design, develop and deliver training programmes on relevant People and OD issues.
Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
Line Management
To take full management responsibility for any staff reporting to this post. Providing leadership, recognising and developing the team, mentoring, coaching and training them to utilise the strengths to enhance departments performance and build organisational capability.
Assess staff performance against agreed performance standards/objectives and/or competencies at least annually and develop meaningful and achievable personal development plans.
To be responsible for the self-development of skills and competences through participation in learning and development activities, and to maintain up-to-date technical and professional knowledge relevant to the post.
Recruitment and Retention
To provide advice and leadership in all aspects of the recruitment and retention process within agreed quality standards in the designated areas of responsibility. To provide recruitment and retention advice to other designated areas as appropriate.
To assist managers / leaders in ensuring induction of new recruits is carried out appropriately, effectively and in accordance with the purpose to ensure both technical and People skills are identified / supported for the role.
Other
Fully participate in the Trust's performance review and personal development planning process on an annual basis.
Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
Undertake delegated project work, including research and preparation of project plans and implementation in line with good practice.
Work collaboratively with the wider People Services team to ensure effective integration of the team, sharing of information and knowledge to deliver a seamless service.
To undertake any other duties including projects, specified by the People Service Leads and undertake any other duties which are commensurate with the role.
To deputise for the People Service Leads. Attending meetings on behalf of the Directorate as directed by them.
Represent the Directorate and organisation at internal and external meetings/ events.
Due to the Trusts commitment to continuous improvement, it is likely that the post will evolve over time. These duties will be subject to regular appraisal and any amendments will be made in consultation and agreement with the post holder.
please see job description/person specification for further details on the role.
Person Specification
Commitment to Trust Values and Behaviours - Essential
* Must be able to demonstrate behaviours consistent with the Trust's Values and Behaviours
Training & Qualifications - Essential
* Degree level HRM qualification or knowledge and expertise gained through in-depth experience to degree level equivalent
* Member of the Chartered Institute of Personnel & Development.
* CIPD Diploma or equivalent experience
* All HR and OD professionals are expected to take responsibility for their own continual personal development
Desirable
* Chartered CIPD member
Experience - Essential
* Able to demonstrate a commercial and business acumen and an understanding of how high impact HR / OD can positively impact on the patient experience, quality and efficiency agenda and organisational goals
* Successful and significant HR advisory experience in a demanding environment post- diploma.
* Significant knowledge of UK employment legislation in order to deal with complex employee relations' issues
* Significant appreciation, knowledge and experience of good HR practice within a large complex organisation
* Leading / working with transformational change.
* Experienced in reviewing, producing and implementing HR policies and procedures in a unionised environment
* OD skills and experience of designing, implementing and evaluating organisational development interventions and strategies, involving large scale change, with evidence of outcomes
* Experience of managing improvement-based projects/programmes and having responsibility for the financial implications of change
* Knowledge of OD theories and methodologies and competent in the application of OD tools and techniques.
* Sound IT skills in word processing, Excel, presentation and email software.
Desirable
* Understanding of job evaluation methodology
* 2 years' experience as an OD practitioner in a complex organisation
* Advantageous to have knowledge and experience of QI principles
* Complex acute hospital environment experience at a senior level and working with partners across health and social care
* Understanding the financial implications of change and ensuring project/programmes are within budget
* Demonstrates experience of effectively utilising development methods, techniques and tools for effective project management
Communication and relationship skills - Essential
* Excellent customer service/consultancy skills.
* Ability to deal with people in complex, confrontational or highly emotive situations and gain engagement in a resistant environment
* Ability to deliver workshops and presentations to differing levels of intellectual capability
* Demonstrate the capability to motivate collaboration amongst different professionals' user groups and partners to improve service outcomes and performance
* Strong communication and inter- personal skills giving the ability to influence at senior levels
* Influencing and proven networking skills that enable change to take place
Analytical and Judgement skills - Essential
* See patterns of behaviour and ability to proactively challenge
* Ability to complete analysis of data / reports / legislation effectively despite frequent interruptions needing immediate attention
* Use initiative and analysis of data to inform decision-making
* Problem solving and creative thinking skills and to be able to explain things in a clear and concise way
* Ability to deal with ambiguity and respond confidently with matters that do not fall within previous experience/knowledge base
Skills - Essential
* Displays strong intellectual ability.
* Be able to work alone and as part of a team
* Self-motivated with a positive "can do" attitude and a positive attitude to change
* Be able to cope with stressful environments / situations
* Be confident in dealing with people and often emotive / delicate issues
* Be able to persuade, negotiate and influence.
* A flexible approach to work with the ability to accept and champion change
* Ability to work autonomously supporting OD activity across the organisation, whilst also maintaining a good relationship with key stakeholders responsible for delivering the organisations strategic plans
Planning and organisation skills - Essential
* Attention to detail and accuracy
* Robust, with the ability to balance priorities and meet personal and directorate targets within a fluctuating and demanding workload
* Ability to work to tight deadlines and to prioritise a large number of conflicting and frequently changing priorities
* Ability to develop new ways of working using planning, facilitation, collaboration, capacity planning and continuous improvement skills
Equality, Diversity and Inclusion - Essential
* Able to demonstrate a commitment to and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs.
* All staff are expected to engage in compassionate and inclusive leadership in the provision of high- quality care and interactions with others
Other requirements specific to the role - Essential
* Understanding of Confidentiality & Data Protection Act
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.
Certificate of Sponsorship
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
Employer details
University Hospitals of Leicester NHS Trust
Leicester Royal Infirmary
Leicester
LE1 5WW
Employer's website: https://www.jobsatleicestershospitals.nhs.uk/ (Opens in a new tab)
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