Job summary
Are
you ready to make a real impact in one of the UKs largest and busiest NHS
Trusts. We are looking for a forward-thinking, hands-on HR Manager to join
our collaborative Operational HR Team.
You
will lead and develop an HR Advisor, and work closely with Clinical Service
Units (CSUs) to deliver expert, personalised HR support across a wide range
of complex issues. This is a high-profile role at a time when the NHS is
under pressure and people management has never been more critical.
You
will be at the heart of driving performance, supporting managers, and shaping
a positive employee experience.
What
we are looking for -
A
confident HR professional with solid experience managing complex HR issues.
A
coach and collaborator who builds trust and equips managers with leadership
skills.
A
strategic thinker with a pragmatic, solutions-focused approach.
Someone
who thrives on data, detail, and delivering measurable results.
A
champion of continuous learning and personalised people management.
Excellent
communication skills and a commitment to fostering positive employee
relations.
Why
Join Us?
Be
part of a team that is passionate about improvement and innovation.
Work
in a hybrid, supportive environment that values connection and development.
Make
a real difference to the working lives of over 22,000 staff.
Expected Shortlisting
Date
24/09/2025
Planned Interview
Date
07/10/2025
Main duties of the job
Provide
internal HR consultancy and advisory services to a range of CSUs, supporting
consistent and effective people management.
Manage
and mentor an HR Advisor, fostering their development and ensuring
high-quality HR support.
Interpret
and apply employment legislation and Trust policies to provide specialist
advice and guidance.
Manage
complex caseloads including attendance, grievance, disciplinary, capability,
and redeployment issues.
Deliver
training programmes and coaching to managers dealing with staff issues.
Support
change management projects, job role design/re-design, and policy
development.
Produce
reports and analyse data to inform decision-making and improve HR practices.
About us
Leeds
Teaching Hospitals NHS Trust is one of the largest and busiest acute hospital
trusts in the country, a regional and national centre for specialist
treatment, a renowned biomedical research facility, and the local hospital
for the Leeds community. We treat 1.5 million patients every year, including
more than 200,000 emergency patients.
The
Operational HR team at LTHT is a highly motivated and inclusive place to
work. We hold our Leeds Way Values in high esteem and respect all colleagues.
Within the Trust we are always looking to improve and give the best service
possible, and we are looking for individuals with the same drive to join us.
Leeds
Teaching Hospitals is committed to our process of redeploying 'at risk'
members of our existing workforce to new roles. As such, all our job adverts
are subject to this policy and we reserve the right to close, delay or remove
adverts while this process is completed. Please note the adverti
Leeds
Teaching Hospitals is committed to our process of redeploying 'at risk'
members of our existing workforce to new roles. As such, all our job adverts
are subject to this policy and we reserve the right to close, delay or remove
adverts while this process is completed. If you do experience a delay in the
shortlisting stage of the recruitment cycle, please bear with us while this
process is completed, and contact the named contact if you have any
questions.
Job description
Job responsibilities
Provide
an internal Human Resources consultancy and advisory service to a range of
Clinical Service units within the Trust to support and promote consistent and
effective people management thereby enabling the delivery of Trust
objectives.
The
post holder works when required, as an independent practitioner within broad
policy guidelines and employment law, providing an HR consultancy service to
line managers within given Clinical Service Units. Required to interpret
policy and employment legislation in order to provide specialist advice and
guidance, occasionally developing precedent for future best practice to meet
the diverse range of situations presented. The post holders caseload will be
a number of CSUs and similar management units, representing staff across a
variety of occupational groups.
PRINCIPAL
DUTIES & AREAS OF RESPONSIBILITY
i.
As the internal HR expert, the post holder will provide specialist advice,
guidance and appropriate training to line managers within their CSU and
across the Trust on a range of employment issues, including:
Workforce
planning.
The
recruitment, engagement and deployment of staff.
Pay
and conditions.
Terms
and conditions as related to Medical staff (junior doctors &
consultants).
Formulation,
revision and development of Trust employment policies and procedures.
The
interpretation and application of Trust employment policies and procedures.
Improving
working lives initiatives
Employment
legislation.
Diversity
The
effective and active management of absence and attendance
Performance
management, including conduct and capability
Grievances,
disciplinary cases and appeals at Trust Board level.
Job
role design/re-design
Change
management projects and developments.
a.
Lead the development or revision of Trust employment policies and procedures
including the implementation of new policies which have a Trust wide impact.
b.
Provide specialised guidance and lead role to line managers faced with
complex people management and employee relations matters such as
disciplinary, grievance, investigations, hearings and appeals as required as
well as absence, capability, harassment etc.
c.
Provide significant contribution to assist the implementation of national
initiatives, e.g. Agenda for Change, Electronic Staff Record (ESR) and
Improving Working Lives. Provide proactive advice to CSU Management Teams on
these initiatives and offer creative ideas to achieve compliance.
d.
Lead, undertake or support specific projects within the HR function.
e.
Will be involved in the planning and organising of a range of complex
activities such as change management, workforce planning for the CSUs
including redeployment of staff, redundancy and transfers of staff covered by
the legislation of the Transfer of Undertaking (Protection of Employment) Act
(TUPE).
f.
Actively support the training and development of other staff within the HR
function.
g.
Actively design, develop and support the training of other staff within the
Trust utilising HR training packages and toolkits.
h.
In collaboration with other members of the HR team, periodically audit and
review the level of service provided to ensure expected standards of delivery
are being met and continually improved.
i.
Regular input and maintenance of HR Disciplinary & Grievance Database
(Excel). Input details of cases within CSUs, production of monthly reports
for monitoring and audit purposes.
Job description
Job responsibilities
Provide
an internal Human Resources consultancy and advisory service to a range of
Clinical Service units within the Trust to support and promote consistent and
effective people management thereby enabling the delivery of Trust
objectives.
The
post holder works when required, as an independent practitioner within broad
policy guidelines and employment law, providing an HR consultancy service to
line managers within given Clinical Service Units. Required to interpret
policy and employment legislation in order to provide specialist advice and
guidance, occasionally developing precedent for future best practice to meet
the diverse range of situations presented. The post holders caseload will be
a number of CSUs and similar management units, representing staff across a
variety of occupational groups.
PRINCIPAL
DUTIES & AREAS OF RESPONSIBILITY
i.
As the internal HR expert, the post holder will provide specialist advice,
guidance and appropriate training to line managers within their CSU and
across the Trust on a range of employment issues, including:
Workforce
planning.
The
recruitment, engagement and deployment of staff.
Pay
and conditions.
Terms
and conditions as related to Medical staff (junior doctors &
consultants).
Formulation,
revision and development of Trust employment policies and procedures.
The
interpretation and application of Trust employment policies and procedures.
Improving
working lives initiatives
Employment
legislation.
Diversity
The
effective and active management of absence and attendance
Performance
management, including conduct and capability
Grievances,
disciplinary cases and appeals at Trust Board level.
Job
role design/re-design
Change
management projects and developments.
a.
Lead the development or revision of Trust employment policies and procedures
including the implementation of new policies which have a Trust wide impact.
b.
Provide specialised guidance and lead role to line managers faced with
complex people management and employee relations matters such as
disciplinary, grievance, investigations, hearings and appeals as required as
well as absence, capability, harassment etc.
c.
Provide significant contribution to assist the implementation of national
initiatives, e.g. Agenda for Change, Electronic Staff Record (ESR) and
Improving Working Lives. Provide proactive advice to CSU Management Teams on
these initiatives and offer creative ideas to achieve compliance.
d.
Lead, undertake or support specific projects within the HR function.
e.
Will be involved in the planning and organising of a range of complex
activities such as change management, workforce planning for the CSUs
including redeployment of staff, redundancy and transfers of staff covered by
the legislation of the Transfer of Undertaking (Protection of Employment) Act
(TUPE).
f.
Actively support the training and development of other staff within the HR
function.
g.
Actively design, develop and support the training of other staff within the
Trust utilising HR training packages and toolkits.
h.
In collaboration with other members of the HR team, periodically audit and
review the level of service provided to ensure expected standards of delivery
are being met and continually improved.
i.
Regular input and maintenance of HR Disciplinary & Grievance Database
(Excel). Input details of cases within CSUs, production of monthly reports
for monitoring and audit purposes.
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent.
- CIPD Level 7 Qualification
- Significant Operational HR experience
- Commitment to undertake training essential to the requirement of the job.
Desirable
- CIPD Chartered Membership
Skills and Behaviours
Essential
- Honesty and integrity.
- Drive enthusiasm and a proactive approach to work.
- Commitment to working in partnership with and supporting others.
- Commitment to own personal development.
- Accepting of individual responsibility within a teamwork culture.
- Professional approach and attitude.
- Positive and proactive style.
- Flexible approach and embracing of change.
- Diplomacy.
- Respect and value diversity
- Encourage and value the contribution of others
- Resilience in a range of complex situations
- Highly developed interpersonal, negotiation and communications skills.
- Accept individual responsibility within a team-work culture. Use of initiative and creativity to identify solutions to variety of employee related problems.
- Personal honesty and integrity
- Self-awareness and commitment to personal development
- Positively seek and offer feedback
- Respond well to constructive criticism
- Sound organisational skills, ability to effectively prioritise workload and manage multiple tasks.
Desirable
- Excellent written and verbal communication skills.
- Excellent analytical and problem-solving skills.
- Strong interpersonal and relationship building skills with a particular emphasis on influencing and negotiation skills.
- Ability to perform and deliver under pressure of deadlines/circumstances.
- Ability to prioritise own and work of the team effectively.
- Creativity and innovation in the workplace.
- Ability to analyse problems and develop appropriate solutions.
- Ability to analyse trends and take appropriate action.
- Report writing skills for production of briefing papers, business cases, and other reports.
- Evidence of ability to deal appropriately with conflict and resistance to change.
- Excellent organisational skills
- Staff supervisory skills.
Experience
Essential
- A comprehensive understanding of NHS Pay, Terms & Conditions and Policy.
- In depth, thorough and up to date knowledge of rapidly changing employment legislation and case law.
- Specialist understanding of good practice and legislation with the ability to apply appropriately to operational situations.
- The ability to interpret and analyse complex facts, information and situations regarding employment related matters.
- The ability to communicate and negotiate effectively and confidently to a wide range of audiences, using a variety of media.
- Strong interpersonal skills with a particular emphasis on influencing skills.
- Utilises own judgement to determine the most appropriate option from a variety of sources.
- Experience of supporting and leading change management projects.
- An excellent understanding of NHS pay, terms and conditions and related policy.
- In depth and up to date knowledge of employment legislation and case law.
- A sound understanding of good practice and legislation on diversity.
- Change management theory and practice.
- Good understanding of NHS policy with a particular emphasis on HR Strategy in the NHS.
- Experience of working with confidential and sensitive information.
- Data Protection and confidentiality.
- Experienced computer user, knowledge of Microsoft Word and Excel. Ability to use electronic mail system and Internet for research & law updates.
Desirable
- Experience of working as an internal HR Consultant
- HR experience in the NHS.
- Organisational Development theory and Practice.
- Practical understanding of how large complex organisations work.
- Experience working in a customer focused environment.
- Knowledge of Microsoft Powerpoint and Access.
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent.
- CIPD Level 7 Qualification
- Significant Operational HR experience
- Commitment to undertake training essential to the requirement of the job.
Desirable
- CIPD Chartered Membership
Skills and Behaviours
Essential
- Honesty and integrity.
- Drive enthusiasm and a proactive approach to work.
- Commitment to working in partnership with and supporting others.
- Commitment to own personal development.
- Accepting of individual responsibility within a teamwork culture.
- Professional approach and attitude.
- Positive and proactive style.
- Flexible approach and embracing of change.
- Diplomacy.
- Respect and value diversity
- Encourage and value the contribution of others
- Resilience in a range of complex situations
- Highly developed interpersonal, negotiation and communications skills.
- Accept individual responsibility within a team-work culture. Use of initiative and creativity to identify solutions to variety of employee related problems.
- Personal honesty and integrity
- Self-awareness and commitment to personal development
- Positively seek and offer feedback
- Respond well to constructive criticism
- Sound organisational skills, ability to effectively prioritise workload and manage multiple tasks.
Desirable
- Excellent written and verbal communication skills.
- Excellent analytical and problem-solving skills.
- Strong interpersonal and relationship building skills with a particular emphasis on influencing and negotiation skills.
- Ability to perform and deliver under pressure of deadlines/circumstances.
- Ability to prioritise own and work of the team effectively.
- Creativity and innovation in the workplace.
- Ability to analyse problems and develop appropriate solutions.
- Ability to analyse trends and take appropriate action.
- Report writing skills for production of briefing papers, business cases, and other reports.
- Evidence of ability to deal appropriately with conflict and resistance to change.
- Excellent organisational skills
- Staff supervisory skills.
Experience
Essential
- A comprehensive understanding of NHS Pay, Terms & Conditions and Policy.
- In depth, thorough and up to date knowledge of rapidly changing employment legislation and case law.
- Specialist understanding of good practice and legislation with the ability to apply appropriately to operational situations.
- The ability to interpret and analyse complex facts, information and situations regarding employment related matters.
- The ability to communicate and negotiate effectively and confidently to a wide range of audiences, using a variety of media.
- Strong interpersonal skills with a particular emphasis on influencing skills.
- Utilises own judgement to determine the most appropriate option from a variety of sources.
- Experience of supporting and leading change management projects.
- An excellent understanding of NHS pay, terms and conditions and related policy.
- In depth and up to date knowledge of employment legislation and case law.
- A sound understanding of good practice and legislation on diversity.
- Change management theory and practice.
- Good understanding of NHS policy with a particular emphasis on HR Strategy in the NHS.
- Experience of working with confidential and sensitive information.
- Data Protection and confidentiality.
- Experienced computer user, knowledge of Microsoft Word and Excel. Ability to use electronic mail system and Internet for research & law updates.
Desirable
- Experience of working as an internal HR Consultant
- HR experience in the NHS.
- Organisational Development theory and Practice.
- Practical understanding of how large complex organisations work.
- Experience working in a customer focused environment.
- Knowledge of Microsoft Powerpoint and Access.
Additional information
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
