Job vacancy: People Partner - Fixed Term 12 Month (Maternity Cover), University Hospitals of Leicester NHS Trust, Leicester

Job summary

Main area: People Services
Grade: NHS AfC: Band 8a
Contract: Fixed term: 12 months (Maternity Cover)
Hours: Full time - 37.5 hours per week (To be discussed with the applicant)
Job ref: 358-7785932-COR

Employer: University Hospitals of Leicester NHS Trust
Employer type: NHS
Site: Leicester Royal Infirmary
Town: Leicester
Salary: £55,690 - £62,682 Per annum, pro rata
Salary period: Yearly
Closing: 29/03/2026 23:59
Interview date: 16/04/2026

People Partner - Fixed Term 12 Month (Maternity Cover)

NHS AfC: Band 8a

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Detailed job description and main 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 department’s 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 Trust’s 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 criteria

Must be able to demonstrate behaviours consistent with the Trust’s Values and Behaviours

Training & Qualifications

Essential criteria

• 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 criteria

• Chartered CIPD member

Experience

Essential criteria

• 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 criteria

• 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 criteria

• 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 criteria

• 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
• 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 criteria

• 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 criteria

• 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 criteria

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 criteria

• Understanding of Confidentiality & Data Protection Act

Additional Information

Please submit your application form without delay to avoid disappointment; we will close vacancies prior to the publishing closing date if we receive a sufficient number of completed application forms.

Please check the email account (including your junk mail) that you supplied as part of your application on a regular basis following the closing date and throughout the recruitment process, as this is how we will communicate with you.

UHL is an equal opportunities employer. We aim to employ a workforce that reflects the diverse communities we serve. We welcome applications from people from all backgrounds who match our job criteria.

Applicants who have a disability and meet the essential criteria for the job will be interviewed if you indicate you wish to be considered under the Guaranteed Interview Scheme. If you require a reasonable adjustment at any stage of the recruitment process please make the recruitment services team aware as soon as possible.

UHL is committed to helping colleagues balance the demands of both their work and personal needs through flexible working arrangements wherever reasonably practicable and subject to service needs.

Disclosure and Barring Service Check

Please note if you are successful in obtaining this position and the post involves regulated activity you will be required to undertake a Disclosure & Barring Service check.

The Trust will pay for the check initially and the money will then be deducted from your salary over a three month period commencing on your first month's payment.

The current price of a check is £38 for an enhanced and £18 for a standard check.

COVID 19 Risk Assessment

Due to the current Covid pandemic we have introduced a staff risk assessment into our pre-employment process. This now forms part of the mandatory pre-employment checks that will be carried out if you receive a conditional offer.

The risk assessment is intended to ensure you are able to safely perform your duties in any of our work areas, and if you have been identified as being particularly vulnerable to coronavirus. Our main aim is to reduce risk and to ensure the safety of all new starters to the Trust as well as current staff, patients and visitors.

If it is identified that you are within a vulnerable category, we will endeavor to make reasonable adjustments to accommodate this through discussions with both Occupational Health and your recruiting manager.

Covid Vaccination Status

Covid-19 vaccination remains the best way to protect yourself, family, colleagues and our patients/service users from the Covid-19 virus. We therefore continue to encourage our current and potential colleagues to get vaccinated.

University Hospitals of Leicester NHS Trust holds the principles of equality, diversity and inclusion at the heart of everything it does and all that it stands for. We are committed to developing a workforce that is representative of the community we serve. We welcome applications from the diverse community of Leicester, Leicester and Rutland, to help deliver healthcare services that meets the needs of our diverse communities.