Head of HR & Medical Staffing
| Posting date: | 27 August 2025 |
|---|---|
| Salary: | £64,455.00 to £74,896.00 per year |
| Additional salary information: | £64455.00 - £74896.00 a year |
| Hours: | Full time |
| Closing date: | 10 September 2025 |
| Location: | Cambridge, CB21 5EF |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9310-25-0771 |
Summary
Please refer to the attached job description and person specification for full details of responsibilities. Main Duties 1. The post holder has managerial responsibility and accountability for HR Operations, Employee relations, Medical Staffing and overseeing the Occupational Health contract. 2. Supports development and implementation of People Strategy, in line with Trust and national priorities and initiatives, and leading HR practice. 3. Lead on specific initiatives or policy developments, including negotiating, consultation, implementation and monitoring across the Trust, e.g. Trust wide HR policies and procedures. 4. Supports the strategic development of the organisation through providing professional advice and expertise on a range of issues. 5. Initiates and produces reports as required for a range of Trust wide committees, including Executive Board, Trust Board, and staff side forums. 6. Establishes and implements new policies, procedures or practices across the Trust in response to a range of drivers, including new legislation, Department of Health requirements or local Trust needs. This often includes interpretation of highly complex guidance/legislation. 7. The post holder will lead the teams according to our organisational values and ensure that we are supporting a just and learning culture and that we evaluate the impact of our interactions to ensure the teams are making the right difference and enabling managers to be the best that they can be. 8. The post holder will provide valuable advice and expertise across all services and directorates on organisational change processes, service re-design, service delivery and complex employee relations cases, ensuring that impact to the workforce is managed correctly, sensitively and as efficiently as possible. Operational Management 9. Ensure that HR operational and advisory services provide a prompt, efficient and high-quality service to directorates which continues to develop in line with evaluation. 10. Identify any changes required within the HR or Medical Staffing teams, including structural or role changes, new ways of working, or a change in focus, and ensures the teams contribution to the Trust remains relevant, timely and responsive to the needs of the organisation. 11. Work with the Medical Director, Medical Staffing Manager and Medical Staffing HR Lead to ensure consistency in application and management of MHPS, job planning, revalidation, rota management and recruitment of medical staff. 12. Ensures that effective Workforce Information processes are in place within HR in order that performance issues within directorates and Trust wide are identified, monitored and actioned. 13. Leads and directs strategic change projects. Retain oversight of all aspects of HR and organisational change across the Trust and deliver distinct change projects that embraces service and cultural change. 14. To report to the Associate Director of People Services on functions, systems and policies ensuring that they are relevant, fit for purpose, compliant with law and regulation and provide efficient support to the Trust business and assurance on relevant productivity and quality measures within the HR function and across the Trust. 15. Ensure that the HR Business Partnering service contributes to the delivery of the culture/engagement, EDI and health and wellbeing aspects of the Trusts People Strategy and that these are successfully embedded within the organisation through the work of the HR Business Partnering Service. 16. Champion best practice Human Resource 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 policy and practice and the monitoring and development of best practice to embrace diversity in the workforce.