HR Business Partner
| Posting date: | 02 March 2026 |
|---|---|
| Salary: | £65,000 to £75,000 per year |
| Additional salary information: | £65000 - £75000 a year |
| Hours: | Full time |
| Closing date: | 03 April 2026 |
| Location: | Gloucester, GL1 2TZ |
| Company: | NHS Jobs |
| Job type: | Contract |
| Job reference: | A0782-26-0020 |
Summary
Duties specific to role Strategic Leadership Provide senior, organisationwide leadership on all aspects of people management, organisational development and workforce transformation. Design and deliver a comprehensive People Strategy, with clear focus on recruitment, reward, retention, workforce planning and longterm workforce sustainability. Provide highlevel strategic HR insight, advice and constructive challenge to the Leadership Team, influencing decisionmaking and organisational priorities. Use workforce data, trends and analytics to shape strategic thinking, identify risk, forecast future workforce needs and drive continuous improvement. Recruitment & Workforce Planning Work closely with the Workforce & Recruitment Lead to enhance recruitment strategy, candidate experience and talent pipelines, ensuring alignment to organisational priorities. Ensure full compliance with safer recruitment standards, including right to work, DBS, references and professional verification. Lead innovative, evidencebased approaches to attract and retain clinical and nonclinical staff. Lead organisationwide workforce planning, including succession planning, pathway development, role redesign and skills mapping. Employee Relations, Change & Policy Lead and oversee complex and highrisk employee relations cases, ensuring fair, consistent and defensible outcomes. Lead the people element of complex change programmes, including restructures, TUPE, service redesign and cultural change interventions. Strengthen organisational capability by coaching and advising managers, embedding bestpractice HR approaches and improving management confidence. Maintain and update HR policies, ensuring compliance with legislation, regulatory standards and broader NHS/Primary Care frameworks. Culture, Engagement & Wellbeing Champion a positive, inclusive and valuesled organisational culture, aligned with the organisations mission and strategic direction. Develop and deliver strategies that enhance staff wellbeing, engagement, recognition and organisational cohesion. Coach and support leaders to build highperforming teams, manage performance effectively and uphold behaviours consistent with organisational values. Reward & Benefits Lead the review, modernisation and ongoing development of reward frameworks appropriate for Primary Care and aligned with industry benchmarks. Provide expert advice on pay benchmarking, benefits packages and nonfinancial recognition approaches. Ensure reward processes are transparent, equitable and support retention, motivation and capability development. Workplace Accreditations & Organisational Standards Lead the organisations work to achieve and maintain workplace and HR accreditation standards. Develop and oversee action plans, engage key stakeholders and drive continuous improvement aligned to accreditation requirements. Embed organisational improvements derived from accreditation frameworks, ensuring standards are sustained and measured. HR Systems, Processes & Compliance Work with the Workforce & Recruitment Lead to ensure robust, streamlined HR processes and highquality data management. Lead compliance activities including righttowork verification, safeguarding/DBS checks, mandatory training oversight and HR governance requirements. Produce accurate and timely HR reports for the Board, regulators and internal stakeholders, ensuring transparency and accountability. Oversee gender pay gap reporting, ensuring conclusions are understood and action plans implemented to support fairness and equity. Hold delegated authority to issue and sign off employment contracts, contractual variations and onboarding documentation, ensuring accuracy, compliance and timely processing. Disclosure and Barring Service Check This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions. Working conditions Frequent, prolonged VDU use Time-pressured environment High levels of accuracy and attention to detail essential at all times Exposure to distressing situations and written material Job Description for all G DOC workers The job description for all G DOC workers also forms part of your job description.