HR, OD and L&D Manager
| Posting date: | 22 July 2025 |
|---|---|
| Salary: | £47,810.00 to £54,710.00 per year |
| Additional salary information: | £47810.00 - £54710.00 a year |
| Hours: | Full time |
| Closing date: | 04 August 2025 |
| Location: | Bootle, L20 8AH |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | I9877-25-0083 |
Summary
HR Strategy and workforce planning Design and implement a robust HR infrastructure from the ground up, including policy development, employee relations processes, recruitment pathways, and onboarding. Lead on the creation and delivery of a comprehensive workforce strategy for South Sefton PCN, aligned with local population health needs and NHS priorities. Support workforce planning across clinical and non-clinical teams, including succession planning and staff retention. Manage HR operational functions, including staff contracts, variations, leavers and the application of TUPE where required. Organisational Culture & Development Act as a visible champion for a values-based, inclusive and compassionate organisational culture. Lead on the design and delivery of OD programmes that promote team development, collaboration and psychological safety. Develop frameworks and interventions that embed shared values, support behavioural change, and promote a culture of continuous learning and improvement. Facilitate staff engagement initiatives, support action planning from staff feedback, and help teams work through change in a constructive and supportive way. Actively champion and develop the freedom to speak up guardian role, encouraging staff to discuss any concerns and ideas at the earliest opportunity Equality, Diversity, Inclusion and Accreditation Lead the PCNs work to achieve and maintain the Navajo Charter Mark, demonstrating commitment to LGBTQIA+ inclusion and visibility. Co-ordinate activity towards achieving Veteran Aware Accreditation, embedding best practice in care and support for military veterans. Lead on the development and implementation of the Carers Charter, ensuring the PCN recognises and supports unpaid carers as part of its approach to person-centred care. Act as a subject matter lead on EDI, fostering a workplace culture that values diversity and actively reduces inequalities. Learning and Development Establish a learning and development function, identifying core competencies and training needs across the PCN. Co-produce personal development frameworks and induction programmes for all staff groups. Work with partners (e.g., Sefton Training Hub, ICB) to maximise CPD funding and access to training opportunities. Create and deliver a suite of HR masterclasses to support Practice Managers in legal compliance, and best practice who hold responsibility for wide-ranging generalist management functions including HR and OD People Management and Support Provide expert, pragmatic HR advice and coaching to line managers and clinical leads on issues such as absence, capability, disciplinary and performance management. Build management capability in the PCN, and support practices to do the same, to prevent and de-escalate conflict. Support the management of complex employee relations cases, ensuring best practice and legal compliance. Ensure staff wellbeing is prioritised through proactive engagement, initiatives and collaboration with occupational health and other support services. Governance & Compliance Develop HR policies and procedures in line with NHS standards, employment law, and CQC requirements. Monitor and report on key workforce metrics (e.g. turnover, sickness, compliance), using data to drive continuous improvement. Maintain accurate and secure employee records and systems including pre-employment checks. Ensure all staff meet mandatory training, professional registration and safeguarding requirements.