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QHS Human Resources Manager

Posting date:	06 March 2026
Salary:	£64,000.00 per year
Additional salary information:	£64000.00 a year
Hours:	Full time
Closing date:	22 March 2026
Location:	London, SE16 4BL
Company:	NHS Jobs
Job type:	Contract
Job reference:	A0918-26-0004

Summary

The HR Manager will provide a professional HR service on behalf of QHS, ensuring up to date expert advice and support for all staff within the organisation, as well as leading on strategic development of the current and future workforce model for delivering primary care services locally and at scale. As well as leading on all standard aspects of HR, the HR Manager will support senior managers in developing and implementing service level workforce strategies. Working in partnership with managers and key stakeholders to develop and deliver HR and organisational development (OD) plans to enhance how QHS efficiently and effectively attracts, recruits, develops, retains and performance manages staff. This includes talent management, performance, resourcing, engagement, capability development and supporting managers to deliver enhanced and sustained HR and OD performance. The HR Manager will play a proactive and essential role in identifying and delivering interventions needed to support services to improve employee experience and service delivery in line with local strategic priorities. Main duties of the role End to end HR, i.e. managing the seven stages of the employee lifecycle: attraction, recruitment, induction, engagement, development, retention and exit & advocacy. Business strategy and objectives; working in partnership with the QHS Board and senior management team to develop and deliver local strategy to support the NHS 10-year plan shift from hospital to community Improving people management capability, developing and delivering plans to improve people management skills Workforce performance productivity, ensure accurate provision of workforce data and lead on development of workforce plans Lead on the development of workforce development and succession planning Support change management programmesto deliver the move to Integrated Neighbourhood Teams (INTs) General Employee Relations advice Proactively work to identify and support services to maintain and develop workplace culture. Including delivery of interventions such as facilitation, coaching and listening events Working with payroll to deliver efficient remuneration packages Detailed job description and main responsibilities Business Strategy and Objectives Work in partnership with the Senior Management Team (SMT) to deliver organisational strategy and objectives to: Ensure workforce is fully considered in business strategy development Develop organisational workforce strategy in line with QHS vision and priorities. This will include supporting and driving; business planning, business critical posts, talent management, succession planning, effective and appropriate use of temporary workforce etc Support the SMT in developing and implementing plans to improve service performance and productivity to deliver high-quality patient services, within efficient operational and financial management Workforce Performance and Productivity Ensure the effective provision of accurate and timely workforce data and support managers to interpret and analyse data to enable productivity gains including leading on the development of local plans/strategies to target and improve performance Actively develop strategies to improve motivation, engagement and attendance of staff working as part of the SMT Lead on the development of annual workforce plans that are reflective of business evolution by working closely with the SMT and QHS Board. Monitor trends in relation to workforce resourcing and take appropriate action to ensure recruitment of a high quality and motivated workforce Cultural Transformation Provide direct support to services to maintain and develop work culture and performance, that may include listening events and facilitation; and recommend interventions based on feedback to the Board Proactively work to identify and support the QHS Board and senior management team to create action plans where interventions are needed to develop culture, values and behaviours; using various information sources such as staff survey results, patient experience feedback and staff absence rates Improving People Management Capability Use measurements of performance, effectiveness and staff engagement to assess management capability within services Lead and manage the HR interface with managers and staff in the organisation, providing expert advice and support on employee relations issues, providing terms and conditions advice and expert advice on complex HR cases to managers Coach managers to develop skills and competencies for effective people management necessary for them to fulfil their operational roles. Work in collaboration with education and Training providers to commission or design and deliver training and development programmes Provide update sessions in matters of HR policy and practice at all levels in the organisation Change Management When necessary, lead and deliver on the TUPE of services, coordinating all aspects of the programme, liaising with external and internal stakeholders where appropriate Deliver key HR initiatives and change programmes ensuring that they are delivered in accordance with agreed requirements and in line with required best practice and associated legislative drivers. Act as an advocate of change and support managers in identifying and implementing workforce modernisation including identification of new ways of working, role redesign and improved performance measurement systems which are patient focused and improve service delivery