HR Business Partner
| Posting date: | 07 May 2026 |
|---|---|
| Salary: | £57,528.00 to £64,750.00 per year |
| Additional salary information: | £57528.00 - £64750.00 a year |
| Hours: | Full time |
| Closing date: | 20 May 2026 |
| Location: | Eastbourne, BN21 2UD |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9374-26-0424 |
Summary
The HR Business Partner is a senior, strategic role responsible for managing the relationship between a Clinical Division and the Trusts People functions to deliver a highquality, integrated HR service. The post holder acts as a trusted adviser to Divisional leaders, proactively supporting them to achieve their strategic, operational and workforce objectives through effective people management and organisational development. The role is central to aligning workforce capacity, capability and culture with the Trusts priorities, ensuring East Sussex Healthcare NHS Trust is positioned as an employer of choice that attracts, retains and develops highperforming staff who reflect the Trusts values. The post holder provides expert leadership on workforce planning, organisational change and complex employee relations, while promoting staff wellbeing, engagement, equality and fairness. Main responsibilities The HR Business Partner is accountable for delivering a comprehensive range of strategic and operational HR responsibilities, including: Providing strategic HR leadership and advice to a Clinical Division, ensuring people strategies are aligned with Divisional and Trustwide objectives and support the delivery of safe, effective patient care. Leading the development and implementation of divisional workforce plans, including workforce modelling, skill mix reviews, succession planning and establishment control, working closely with finance and workforce colleagues. Supporting and leading complex organisational change and transformation programmes, including service redesign, restructuring, TUPE transfers and rightsizing initiatives, ensuring appropriate consultation, risk management and staff engagement throughout. Acting as thesenior lead for employee relations within the Division, managing and advising on highly complex and sensitive cases including disciplinary, grievance, sickness absence, capability and Maintaining High Professional Standards (MHPS) cases, ensuring consistency, fairness and legal compliance. Ensuring the Division complies withemployment law, national NHS terms and conditions (Agenda for Change), Trust policies and relevant regulatory frameworks. Contributing to the development, review and implementation of HR policies and procedures, ensuring they reflect current legislation, national guidance and best practice and meet audit and governance standards. Working collaboratively across HR specialisms including Workforce, Recruitment, Organisational Development, Education, Wellbeing and Employee Relations to deliver a coordinated, efficient and responsive HR service aligned to Divisional needs. Building and maintaining effective partnership working with trade unions and staffside representatives, supporting consultation, negotiation, communication and employee engagement. Providing professional leadership within the HR function, contributing to Trustwide HR projects and priorities, supporting the development of HR colleagues and deputising for the Head of HR Business Partnering when required. Skills, knowledge and experience required to deliver the role To deliver this role effectively, the post holder must demonstrate a high level of specialist expertise, professional credibility and leadership capability, including: Extensive seniorlevel HR experience, ideally within a large, complex and unionised organisation, with a strong understanding of healthcare provision and the NHS operating environment. Highly developed knowledge of employment law, national NHS terms and conditions, and bestpractice HR and employee relations approaches, with the ability to apply this knowledge to complex and sensitive situations. Proven ability tooperate strategically, seeing the wider organisational picture while translating strategic objectives into practical, deliverable workforce and operational plans. Significant experience of leading and advising on complex employee relations and medical staffing cases, managing risk and maintaining fairness, integrity and professionalism. Strong leadership, influencing and negotiation skills, with the confidence to challenge constructively and influence senior leaders, clinicians and stakeholders at all levels. Excellent analytical and problemsolving skills, with the ability to interpret complex data, assess risk, and develop pragmatic, evidencebased solutions. Outstanding communication and relationshipmanagement skills, enabling the post holder to build trust, manage conflict, communicate highly sensitive information and foster effective partnerships. A strong commitment to staff wellbeing, equality, diversity and inclusion, demonstrating emotional intelligence, resilience and a valuesbased approach to people management. Evidence of continuous professional development and professional HR registration (e.g. CIPD), reflecting a commitment to maintaining expertise and developing best practice.