Senior People Progression Lead
| Posting date: | 01 September 2025 |
|---|---|
| Salary: | £55,690.00 to £62,682.00 per year |
| Additional salary information: | £55690.00 - £62682.00 a year |
| Hours: | Full time |
| Closing date: | 15 September 2025 |
| Location: | Remote, NE15 8NY |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | G9914-25-0228 |
Summary
In this role, you are accountable for Leadership and Management1. Report to relevant Head of Service (HoS) and operationally manage the PCS directorate's day-to-day people functions and deliver on its strategic People aims2. Provide clear leadership and direction to PCS Development team members, Heads of Service, and inspiring staff to deliver great service, embrace change, professionally develop and meet objectives.3. Provide communication of people updates to the directorate, to ensure a consistent message is received working closely with the Comms and Marketing team where appropriate.4. Provide direction and leadership on PCS people development and engagement. Resource and Operational Management5. Ensure appropriate people development team resources are allocated for each service in collaboration with heads of service ensuring a consistent PCS wide approach6. Ensure an effective operational people growth structure is in place to meet current and future needs, collaborating with Heads of Service and Heads of Delivery to maintain efficient service within budget.7. Manage headcount through talent mapping, working with our talent team and planning teams to ensure maximisation of one-to-one outcomes for the benefit of the service and its colleagues Policy Implementation and Change Management8. Working collaboratively across PCS to support and influence the development of directorate wide approaches and policies related to appraisal, absence management, disciplinary and grievance processes, performance monitoring, management, and personal development plans.9. Monitor policy changes and their impact on people, providing support for them to adapt to changes, as necessary and ensure the service is ready for these changes. Development and Improvement10. Use expertise to foster ongoing development and improvement for People, collaborating with the Operations people teams to create effective development plans.11. Enhance the capabilities of future leaders, team managers and professional leads, enabling them to set objectives and provide professional development for PCS colleagues.Recruitment and Onboarding12. Promote diverse and inclusive recruitment into the PCS team, ensuring a fair and equitable process is in place, where the right candidate is selected for each role by working closely with the Talent and Acquisition Team and other internal and external stakeholders.13. Manage, deliver and improve the recruitment, onboarding and induction process for new colleagues, ensuring a positive experience, making iterations where required to enhance the experience. Strategy and Planning14. Work as a senior subject matter expert for people skills, driving changes in line with corporate and directorate strategy and ensuring business impact of changes has been fully considered.15. Collaborate with Communications, Marketing, and SME HR & OD&D business partners to deliver and embed a people strategy for PCS.16. Champion people and deliver improvements in service delivery, collaborating with Business Partners to build support networks and development pathways.17. Engage in working groups to ensure PCS have a voice at the table for all People related updates including linking to external parties where appropriate Colleague Pathways and Progression18. Collaborating with Heads of Service and local SMES develop current colleague pathways with a focus also on developing the capability and roles for the future19. Continuously support the Team Management community to ensure appraisals and one to one reviews are completed with colleagues in direct line management20. Keep colleague pathway job descriptions up to date in line with PCS Frameworks and ensure each colleague has opportunity to develop a pathway.21. Work closely with heads of service to ensure development is available and meets the needs of a diverse workforce, engage with learning providers to find the most appropriate training, and work closely with the OD&D team to ensure value for money.22. Ensuring best recruiting of candidates and offer individualised development and support plans by working closely with heads of service, the wider People Team and other key stakeholders.23. Onboarding of apprenticeships, engaging with key stakeholders both internal and external to ensure we secure the right learning provider.24. Horizon scan on entry level opportunities that are available or can be developed to support PCS25. Engage with providers to explore opportunities of promoting developmental offerings in collaboration with Comms and Marketing26. Collaborate with people team on talent pipelines available to ensure retention of the talent as they progress Service Delivery27. Support the Head of Service to manage the overall PCS Directorate People development budget and budgeting cycles to ensure value is driven through all people development and progression initiatives.28. Collation and reporting of L&D and HR data where relevant including the use of dashboards.