People Business Partner

People Business Partner

About Us
We are health innovation specialists. We work with others to transform healthcare through innovation. We help generate new ideas and innovations or adapt existing ones. We test evaluate and scale the best approaches working with NHS colleagues to implement solutions in hospitals communities GP practices and beyond. We draw on diverse expertise from healthcare universities industry and communitiesbreaking down silos and creating connections as we build healthcare fit for the future.

Please visit our website to find out more about us our values and how we work.

How This Role Supports the People Plan

The People Business Partner plays a critical role in delivering the People Plan by translating strategic people priorities into practical inclusive and impactful actions across the organisation.

Through trusted partnering with leaders and managers the role supports a culture where people feel valued engaged and enabled to do their best work. The post holder uses insight evidence and professional judgement to shape workforce initiatives that strengthen organisational capability promote equity and inclusion and support sustainable growth.

The Role
The People Business Partner (PBP) works collaboratively across all business functions to provide proactive value-led people business partnering across the full employee lifecycle. The role supports the delivery of the People Plan by using insight coaching and professional judgement to strengthen organisational capability inclusion engagement and performance.

This is a varied generalist role requiring strong prioritisation adaptability and the ability to operate at pace in a changing environment. As a key player in a small team the post holder will be expected to undertake the administrative aspects of running an effective HR function. The post holder will act as a trusted advisor to managers and leaders providing expert guidance across all HR disciplines while contributing to workforce initiatives that support organisational strategy and future sustainability.

Key Responsibilities

Strategic People Partnering & Insight
Provide effective people business partnering across the employee lifecycle aligned to organisational priorities and the People Plan.
Produce regular workforce reports (quarterly and annually) analysing data to identify trends risks and opportunities and provide evidence-based recommendations.
Use people and market insight to inform workforce planning attraction retention and engagement strategies.

Talent Acquisition & Onboarding
Partner with managers to deliver end-to-end recruitment campaigns across a range of contract types (permanent fixed-term secondment contractor).
Drive inclusive recruitment practices ensuring candidate pathways attract and support a diverse talent pool.
Provide insight into labour market trends to improve recruitment outcomes and
workforce sustainability.
Ensure effective timely onboarding and induction for all new starters.
Support employer branding initiatives to position the organisation as an employer ofchoice.

Employee Relations Engagement & Wellbeing
Act as a trusted advisor on employee relations matters ensuring fair consistent and legally compliant practice.
Coach and upskill managers to confidently manage performance absence capability grievance and disciplinary processes.
Design and support engagement initiatives including surveys focus groups and staff networks ensuring insights lead to meaningful action.
Actively promote wellbeing inclusion and a positive organisational culture aligned to values and best practice.
Participate in staff network groups (e.g. Equity Diversity & Inclusion) as an HR
representative.

Performance Reward & Recognition
Support the design and delivery of performance management frameworks aligned to the People Plan.
Guide managers on objective setting appraisals and performance improvement.
Contributes to the development and implementation of recognition reward and
benefits frameworks.

Learning Development & Career Progression
Identify skills gaps and work in partnership with the Director of People Director of Education and OD and L&D colleagues to design targeted development interventions.
Support leadership and management capability programmes.
Champion a culture of continuous learning internal progression and talent
development.

Change Culture & Workforce Initiatives
Lead or contribute to specific People Plan projects undertaking research and referencing current best practice.
Support managers and teams through organisational change transformation and evolving ways of working.
Act as a role model for inclusive value-led behaviour and professional HR practice.

HR Operations Governance & Digital Enablement
Ensure HR policies procedures and practices are compliant with employment law and best practice.
Partner with Finance to support accurate and timely processing of contracts pay and benefits.
Maximise the use of the HR system (BambooHR) to ensure efficient administration high quality data and actionable insight.

Estates & Facilities
Provide administrative and coordination support to the Director of People
for estates and facilities matters including maintenance requests office moves and workspace planning.
Liaise with our host on behalf of the Director of People supporting contract administration and day-to-day coordination.
Maintain accurate records relating to facilities health & safety documentation and compliance requirements.
Support the Director of People with information and reporting to ensure
safe effective and inclusive working environments.

Information Technology (IT)
Provide administrative support to the Director of People for IT-related processes equipment requests and asset tracking.
Act as a coordination point between staff the Director of People and IT
support providers to ensure timely resolution of issues.
Maintain accurate records of IT equipment system access and related
documentation.
Support the Director of People in the implementation and administration
of digital tools and systems that enable effective ways of working.

Person Specification

Essential
Proven experience in a HR Manager HR Business Partner or similar role.
CIPD qualification or equivalent relevant professional experience.
Strong knowledge of UK employment law HR policy and professional
best practice.
Demonstrable experience delivering workforce engagement change or
culture initiatives.
Strong stakeholder management influencing coaching and advisory
skills.
Excellent analytical capability with experience using data to inform
decisions and demonstrate impact.
Demonstrates meticulous attention to detail ensuring accuracy
consistency and compliance in a fast-paced environment.
Ability to build trust credibility and strong working relationships at all
levels.
Proactive adaptable and resilient with a solutions-focused approach.

Desirable
Experience working in healthcare education or other mission-driven
organisations.
Practical experience embedding equality diversity and inclusion
strategies.

Values & Behaviours
Acts with integrity and consistently champions organisational values.
Builds trust and credibility with colleagues and stakeholders.
Demonstrates adaptability and resilience in a changing environment.
Collaborative inclusive and committed to continuous improvement and
innovation.

Terms and Conditions

Job details
The People Business Partner will report to the Director of People. The role is permanent fulltime with a 37.5-hour work week. The remuneration for this post is competitive depending on experience with a salary range of 46350 - 61800 per annum. We anticipate hiring at the entry point with scope for development.

We offer flexible working arrangements. Our staff combine on-site and remote working (40%/2 days per week on site presence) enabling us to come together when it matters most and promote a healthy work-life balance.

Please note: The postholder is expected to view this job description as a guide rather than an exact description of all duties and responsibilities which may be subject to change as our work develops.

Required Experience:

Manager