PCN People Manager (HR & Culture)
| Posting date: | 03 June 2026 |
|---|---|
| Salary: | £34,000.00 to £40,000.00 per year |
| Additional salary information: | £34000.00 - £40000.00 a year |
| Hours: | Full time |
| Closing date: | 26 June 2026 |
| Location: | Bridgewater Street, SY13 1QH |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | A5119-26-0005 |
Summary
Purpose of the role The People Manager - HR & Culture, is a new full-time post created following the separation of the former combined People and Operations Manager role. This role is the dedicated HR and people function for the PCN, responsible for everything that pertains to the PCN as an employer of people. The People Manager will lead on HR strategy, recruitment and onboarding, learning and development, staff wellbeing, employment relations, and the cultural and relational dimensions of working in a growing PCN. As the PCN workforce grows to over 30 employed staff, this role provides the specialist people expertise required to attract, develop and retain the talent the PCN needs. The postholder will be proactive, resilient, experienced in HR and people management, and committed to building a positive, inclusive organisational culture. They will work closely with the Chief Operating Officer, Operations Manager and Executive Assistant, with clear accountabilities agreed to avoid duplication. Main Responsibilities HR Strategy & Employment Policy Lead the development and implementation of a People Strategy aligned to PCN objectives and workforce plans. Develop, implement, and maintain employment policies and procedures, ensuring compliance with current employment law and NHS guidance. Act as the internal HR Lead for the PCN, working with the external HR provider, COO and Clinical Directors. Support the PCN Core Team with strategic ARRS workforce planning for the retention and development of ARRS roles, liaising with the ICB as required. Maintain accurate employment documentation, contracts, and HR records in compliance with GDPR and best practice. Recruitment & Onboarding Lead all recruitment activity across the PCN, from job design and advertising through to offer and onboarding, in alignment with the workforce plan. Develop and maintain effective onboarding processes that give new starters the best possible start and embed the PCN's culture and values from day one. Coordinate with the Operations Manager on systems access, facilities, and operational onboarding elements. Manage DBS processes, right-to-work checks, and pre-employment compliance requirements. Learning, Development & Mandatory Training Design and implement an L&D framework that supports staff growth, capability development, and succession planning. Oversee mandatory training compliance across all staff to ensure completion rates are maintained. Coordinate appraisal and performance review frameworks ensuring consistency of approach. Share knowledge and learning with the PCN Core Team and contribute to the professional development of staff. Staff Wellbeing & Organisational Culture Champion staff wellbeing across the PCN, developing initiatives that support a positive, healthy working environment. Take an active and visible role in developing and embedding the PCN's culture, values, and reputation as an employer. Foster a culture of collaboration, psychological safety, continuous improvement, and professional pride. Act as a trusted point of contact for staff on people-related matters, ensuring issues are addressed promptly and fairly. Employment Relations & HR Case Management Manage HR casework including disciplinary, grievance, capability, and absence management processes, taking appropriate HR and legal advice as required. Support line managers through ER processes, ensuring a fair, consistent, and legally compliant approach. Coordinate with external HR advisors as directed by the COO. Governance & Reporting Maintain accurate HR data and provide workforce reporting to the COO and board as required. Ensure the PCN meets its obligations under employment law, equality legislation, and NHS workforce standards. Contribute to the development of standard operating procedures and policies as they relate to the people function. Promote and support equality, diversity, and inclusion across all employment practices and in the PCN's culture. Other Any other responsibilities identified during the course of the job. This is an evolving role and the postholder will need to be flexible and adaptable.