People Partner - Fixed Term 12 Month (Maternity Cover) | University Hospitals of Leicester NHS Trust
| Dyddiad hysbysebu: | 16 Mawrth 2026 |
|---|---|
| Cyflog: | Heb ei nodi |
| Gwybodaeth ychwanegol am y cyflog: | £55,690 - £62,682 Per annum, pro rata |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 15 Ebrill 2026 |
| Lleoliad: | Leicester, LE1 5WW |
| Cwmni: | University Hospitals of Leicester |
| Math o swydd: | Cytundeb |
| Cyfeirnod swydd: | 7785932/358-7785932-COR |
Crynodeb
People Partner – Women’s & Children’s Services
Fixed‑term 12‑month maternity cover
Full‑time (37.5 hours) | Hybrid working from Home / office
Join us in shaping the future of care for women, children and families. We’re looking for a People Partner who believes exceptional care starts with exceptional people, and who wants to help build a positive, high‑performing culture across one of the Trust’s most impactful service areas.
Women’s & Children’s services include maternity, neonatal, paediatrics and specialist teams — fast‑paced, emotionally rich environments where strong leadership and a supportive culture make a real difference. In this role, you’ll partner closely with leaders to strengthen workforce development, drive cultural improvement and support meaningful organisational change.
You’ll be part of a forward‑thinking People Services team, with the autonomy to influence how our teams work and the opportunity to make a lasting impact on the experience of families at some of the most important moments of their lives.
If you’re ready to bring your expertise, creativity and leadership to a role with real purpose, we’d love to hear from you.
Key Areas You’ll Lead
Strategic People Leadership
• Turn the Trust’s People Strategy into action for Women’s & Children’s services.
• Lead OD and workforce transformation aligned to service priorities.
• Represent People Services at senior leadership, CMG and Directorate meetings.
Organisational Development & Culture
• Deliver OD interventions that strengthen leadership, teamwork and improvement.
• Support the Becoming the Best journey through coaching and constructive challenge.
• Embed values‑based leadership and build an inclusive, empowering culture.
Workforce Planning & Redesign
• Develop integrated workforce plans for safe, sustainable services.
• Use workforce data to inform redesign and innovative workforce solutions.
• Build leaders’ capability to manage and develop their teams.
People Expertise & Employee Relations
• Provide expert advice on complex employee relations issues.
• Lead People policy development and ensure fair, consistent practice.
• Champion equality, diversity and inclusion across the employee lifecycle.
Leadership Development & Wellbeing
• Design and deliver training that builds capability across the CMG.
• Support wellbeing initiatives that help staff thrive.
• Lead, coach and develop your own team.
Our new strategy, developed with the support and feedback of colleagues, patients, and partners, is our compass for the next seven years (2023-2030).
We have four primary goals:
• high-quality care for all,
• being a great place to work,
• partnerships for impact, and
• research and education excellence
And we will embed health equality in all we do - taking active steps to reduce the avoidable differences in healthcare that some people face, working in partnership with communities.
Our strategy is underpinned by new values and we will work to ensure they are an everyday reality for all:
• we are compassionate,
• we are proud,
• we are inclusive, and
• we are one team
This is an exciting moment as we look to the future with clarity on what we already do well and where we need to focus our energies to make an even bigger difference for the people we serve.
About the University Hospitals of Leicester NHS Trust:
https://www.uhleicester.nhs.uk
Strategic
• To understand and translate the key drivers and challenges in the delivery of the UHL People Strategy.
• To act as an advocate of change and transformation in support of business, workforce and OD strategies and service changes etc.
• Attend CMG / Directorate / Executive business meetings with other key stakeholders, supporting the workforce and OD transformation agenda.
People Partner Focus
• Plan, drive and provide OD support to Becoming the Best initiatives, which focus on collective leadership development and enabling staff to improve service delivery and outcomes (within departments, across staff groups / Clinical Management Groups and organisational boundaries) in line with strategic and operational plans.
• Build leadership capacity and capability and identify initiatives to support continuous improvement through coaching, training and facilitating interventions with Quality Improvement dedicated teams (driving Becoming the Best) and organisational Improvement Agents, to encourage a joined-up and integrated approach to OD.
• Challenge and change behaviours at all levels of the organisation through influencing key stakeholders and raising awareness around current mental models, why they drive sub-optimal behaviour and how the application of OD initiatives can enable and support the required behavioural change.
• Provide OD expertise to support the ongoing development of those values, behaviours and principles required to achieve cultural and transformational change.
• To champion best practice People 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 and OD policy and practice and monitoring and development of best practice to embrace diversity in the workforce.
• To foster a positive climate of employee relations to sustain an effective partnership approach and develop and maintain good working relationships with representative of Trade Unions and Professional Organisations.
• Work in partnership with the wider People Services Team to investigate and resolve complex or high-profile employee relations issues, such as grievances and disciplinary cases, and lead recommendations for process and people transformation.
Workforce Development
• To develop mechanisms to inform local plans to ensure that clinical and managerial leaders possess the skills, confidence and expertise to lead and manage their teams effectively.
• To facilitate and contribute to the local integrated workforce plans and implementation plans. These will include service, financial and workforce plans.
• To plan and redesign workforce by analysing complex workforce information and constantly seeking alternative workforce solutions to ensure quality and patient safety. Respond to current and projected workforce needs.
Policies and Procedures
• Lead on the development, review and implementation of People policies and procedures taking into account legislation, good practice and NHS guidance, working in partnership with the Staff Side.
• Advise managers on the effective implementation of People policies and procedures within the organisation, ensuring they are coached / equipped / developed to improve their confidence in dealing with complex People issues.
• Participate in the equality impact ‘assessment of policies and procedures.
• Actively contribute to and take the initiative in designing, implementing and evaluating People processes, systems and procedures which improve People practice.
Health and Wellbeing
• Support the local implementation of the national, system and Trust health and wellbeing agenda including development of action plans.
Training and Development
• Design, develop and deliver training programmes on relevant People and OD issues.
• Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
Line Management
• To take full management responsibility for any staff reporting to this post. Providing leadership, recognising and developing the team, mentoring, coaching and training them to utilise the strengths to enhance department’s performance and build organisational capability.
• Assess staff performance against agreed performance standards/objectives and/or competencies at least annually and develop meaningful and achievable personal development plans.
• To be responsible for the self-development of skills and competences through participation in learning and development activities, and to maintain up-to-date technical and professional knowledge relevant to the post.
Recruitment and Retention
• To provide advice and leadership in all aspects of the recruitment and retention process within agreed quality standards in the designated areas of responsibility. To provide recruitment and retention advice to other designated areas as appropriate.
• To assist managers / leaders in ensuring induction of new recruits is carried out appropriately, effectively and in accordance with the purpose to ensure both technical and People skills are identified / supported for the role.
Other
• Fully participate in the Trust's performance review and personal development planning process on an annual basis.
• Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process.
• Undertake delegated project work, including research and preparation of project plans and implementation in line with good practice.
• Work collaboratively with the wider People Services team to ensure effective integration of the team, sharing of information and knowledge to deliver a seamless service.
• To undertake any other duties including projects, specified by the People Service Leads and undertake any other duties which are commensurate with the role.
• To deputise for the People Service Leads. Attending meetings on behalf of the Directorate as directed by them.
• Represent the Directorate and organisation at internal and external meetings/ events.
• Due to the Trust’s commitment to continuous improvement, it is likely that the post will evolve over time. These duties will be subject to regular appraisal and any amendments will be made in consultation and agreement with the post holder.
please see job description/person specification for further details on the role.
This advert closes on Monday 30 Mar 2026