Job summary
Mersey and West Lancashire Teaching Hospitals NHS Trust is delighted to offer an exciting opportunity to join our supportive and forward-thinking HR Operations team.
As Head of HR Operations, you will work alongside two other dedicated Heads of HR Operations and a Head of Medical Workforce, contributing to a strong and collaborative senior HR leadership group.
You will be aligned to one or more clinical divisions, working closely with the triumvirate to create a positive, high-performing culture and ensure the division is a great place to work. You will also contribute to wider trust-level programmes and priorities.
We are seeking someone who:
- Thrives in a busy operational environment
- Can work at pace and manage complex, evolving priorities
- Brings strong leadership and people management skills
- Builds effective relationships and is a confident, visible HR partner
- Demonstrates credibility, resilience, and a commitment to making our Trust the best place to work
While some agile working is available, this is primarily an on-site role due to the nature of the work. Your main base will typically be Whiston or Southport Hospital, with travel to other sites as required. To support broader senior team flexibility, this post requires a 5-day working pattern.
Please note, this recruitment process will include an assessment centre.Assessment Centre will be held Tuesday 31st March 2026.
Main duties of the job
Reporting to the Assistant Director of HR, the post holder will be a strong, inspirational leader who influences and shapes the Trust's workforce and people strategy agenda, forging strong relationships with stakeholders internally and externally, and building the reputation of collaborative partnership working and innovation in the provision of HR services across the customer base supported. We are looking for a candidate who has significant experience in management of change in a large and complex organisation and proven ability to manage resources effectively. They will be able to motivate and lead a team, work under pressure and have the capacity to operate and think laterally at a strategic and operational level.
Further information of the role requirements and what you can expect from us in turn are outlined within this candidate pack.
If you are enthusiastic and passionate about the challenges this opportunity offers and believe that you have the experience and drive to play a key role in delivering our vision, values, and strategic objectives of MWL, we would welcome an application from you.
About us
The Secretary of State has approved the partnership between St Helens & Knowsley and Southport & Ormskirk Hospitals.
From 1st July we have come together as a single organisation under the name Mersey & West Lancashire Teaching Hospitals NHS Trust.
The Trust delivers acute hospital care, intermediate care, community, and primary care services to a population of over 600,000 people with a combined workforce of around 9000 dedicated and skilled staff from 17 locations including Whiston, Southport & Formby, St Helens, Ormskirk and Newton hospitals.
The Trust provides regional services for burns, plastic surgery and spinal injuries to more than 4 million people across Mersey and West Lancashire, Cheshire, the Isle of Man and North Wales.
Our Vision is to deliver 5 Star Patient Care:
- CAREthat is evidence based, high quality and compassionate
- SAFETY that is of the highest standards
- COMMUNICATION that is open, inclusive and respectful
- SYSTEMS that are efficient, patient centred and reliable
- PATHWAYS that are best practice and embedded, but also respect the individual needs of patients
Our achievements include:
- Trust rated Outstanding by CQC Inspection August 2018
- Top 100 places to work in the NHS (NHS Employers & Health Service Journal)
- Awarded National Preceptorship Accreditation (2023) for our Nursing & AHP Preceptorship Programme
Please see our Wellbeing & Benefits booklet for more information on our staff benefits. Accessible version available upon request.
Job description
Job responsibilities
MANAGEMENT / LEADERSHIP RESPONSIBILITIES
Operational Service Delivery
- Deliver a high quality professional operational HR service with an approach of continuous improvement and professional development that reflects current evidence based good practice and professional standards.
- Lead team development in performance metrics and service/system improvement processes to continuously improve service delivery and contribution of the HR & OD function to enable divisions and departments to deliver financial and performance targets.
- Proactively lead and manage a team of direct reports by encouraging and enabling individuals and teams to be the best that they can be by regular feedback, development, and coaching.
- Demonstrate effective leadership skills when working within teams and individuals, to ensure that managers and staff and teams make sustainable changes to improve services, and/or embed new ways of working/new roles following organisational change.
- Ensure that all HR activities are delivered in line with all relevant legislation and statutory requirements.
- Act as a role model by demonstrating leadership and expertise, and by maintaining credibility within the Trust, the wider health care community, and external agencies, ensuring a positive image of the Trust is maintained.
- Direct and shape the HR Advisory and Support Service providing leadership from a broad knowledge base to improve services by anticipating needs, planning, and implementing change according to the Trusts plans and objectives, and changing health needs.
- Provide the strategic direction for the HR Advisory and Support Service that meets the objectives of MWL and any service level agreements, E.g., CMAST, ICS and others.
- Provide visible, accessible, and authoritative leadership to the team and stakeholders.
- Develop and establish a credible and successful the HR Advisory and Support Service Team demonstrating consistently high standards of performance management in meeting clinical, operational, and financial and quality targets.
- Actively support the organisation in the meeting the requirements of e.g., CQC, EDS2, WRES and WDES and gender pay standards.
- Develop and maintain systems and processes to ensure services are comprehensively assessed, appropriately planned, effectively implemented, and evaluated according to agreed policies, procedures, and guidelines.
- Ensure the effective deployment of the HR Advisory and Support Service team to optimise resources and ensure that stakeholders expectations of service delivery are met.
- Effectively manage budget and income generation and expenditure appropriately contributing to the achievement of financial balance for the service, including staffing, system licences and legal expenses.
- Propose, set, and deliver HR Advisory and Support Service objectives aligned to each stakeholders operational delivery plan, SLAs, strategic objectives, and targets.
- Lead the development and maintenance of systems and processes to ensure that work is appropriately prioritised and allocated, and that effective supervision is in place to support work delegated to staff.
- Write and present workforce reports and progress on workforce KPIs by analysing internal and external data and information to inform on trends, providing advice on actions to be taken.
Employee Relations
- Demonstrate skilful relationship building with clinicians, managers and staff, trade union colleagues and other internal and external stakeholders to uphold the reputation of department, showing mature understanding, and an ability to deal with sensitive, political, and conflicting agendas, and to work with uncertainty.
- Locally implement policies and procedures appropriate to the needs of the Trust, consistent with the Trust values and compliant with legislative and regulatory requirements, ensuring that the hospital operates fair and responsible employee relations which support effective and efficient management of staff across all areas of employment practice.
- Proactively lead on complex, sensitive and often contentious workforce issues providing prompt expert, evidence-based advice, and solutions, interpreting employment legislation and case law, seeking senior and/or legal advice to support decision making when necessary.
- Provide leadership and professional direction to programmes of organisational change ensuring outcomes are secured through the delivery of a compliant and fair process across all staff groups.
- Demonstrate skilful relationship building with managers, staff, trade union colleagues and other internal and external stakeholders to uphold the reputation of the Trust, showing mature understanding, and an ability to deal with highly sensitive, political, and conflicting agendas, and to work with uncertainty.
- Support managers and teams to ensure that lessons are learnt from issues arising from risk reports/incidents/complaints etc. and that they are promptly and positively addressed.
- Provide professional advice to managers on regulatory compliance and employment law in relation to workforce participate.
- Lead HR Advisory and Support Service risk management making sure that processes are in place to ensure compliance with employment law, terms and conditions of employment and NHS employment standards.
- Support and promote the health and wellbeing agenda, influencing stakeholders to promote opportunities for improved attendance management.
- Design and implement and analyse regular staff surveys and audits to support the development of a compassionate culture aligned to Trust values.
Organisational Development & Leadership
- Implement HR&OD strategy and policies, leading on workforce issues on behalf of the Trust in close harmony with divisional managers, and others in the wider HR&OD team to ensure consistent HR&OD practice and approach.
- Working with the Director of HR & OD implement interventions that provide insights into the Trust culture to inform the ongoing development of OD and workforce strategies designed to ensure effective leadership and engaged and motivated staff.
- Work with the Director of HR & OD to locally implement the MWL Leadership Strategy and develop a local leadership culture that underpins the Trusts strategic vision, reinforces accountability for maintaining standards of care, ensures effective behaviours in line with organisational values and inspires excellence amongst the senior leadership team.
- Work with the Director of HR & OD and work closely with the Corporate HR&OD team, and other stakeholders, to create a learning organisational culture by leading and signposting to the application of Trust values through appraisal, leadership behaviours, learning from incidents and complaints, staff engagement, health & well-being and education & learning across the Trust.
- Work in partnership with Workforce Development and OD colleagues to facilitate workforce re-design and organisational transformation.
Strategy & Improving People Practices
- Work with the Assistant Director of HR and Deputy Director of HR to develop and implement initiatives that deliver the strategy for reward and recognition of innovation, improvement, contribution, and best practice approaches across all staff groups.
- Lead on improving people practices for staff including creating a compassionate and culture; best place to work, well-being, equality diversity and inclusion.
- Establish effective relationships with all stakeholders encouraging a proactive resolution of concerns ensuring that actions arising from staff feedback are progressed and that a positive culture of engagement is encouraged.
- Work collaboratively with HR colleagues to ensure the retention of staff is considered a priority and all relevant strategies are implemented to address this issue.
- Proactively engage in the Cheshire and Merseyside HRM/HR Deputies Forum & Social Partnership Forum leading on local and national improvement targets, e.g., collaborative working, efficiency at scale.
- Provide senior representation to internal and external advisory groups.
Professional Responsibilities
- To ensure clinical staff are able to source appropriate clinical support on all aspects of occupational health & wellbeing, providing clinical guidance and specialist advice to the nursing team and act as a role model for all aspects of health and wellbeing.
- Provision of leadership, motivation, and supervision to ensure high standards of service provision and provide direct support to staff.
- Act as a credible role model for the service.
- Assist staff and their teams to assess, monitor and evaluate service delivery provided through the use of standards and audit. Ensure that remedial action is taken where deficits are identified.
- Assist staff in identifying, applying, and disseminating research findings related to specialist and fundamental practice that impacts on employee relations/ experience.
- Adhere to relevant Code of Practice of Professional body
Job description
Job responsibilities
MANAGEMENT / LEADERSHIP RESPONSIBILITIES
Operational Service Delivery
- Deliver a high quality professional operational HR service with an approach of continuous improvement and professional development that reflects current evidence based good practice and professional standards.
- Lead team development in performance metrics and service/system improvement processes to continuously improve service delivery and contribution of the HR & OD function to enable divisions and departments to deliver financial and performance targets.
- Proactively lead and manage a team of direct reports by encouraging and enabling individuals and teams to be the best that they can be by regular feedback, development, and coaching.
- Demonstrate effective leadership skills when working within teams and individuals, to ensure that managers and staff and teams make sustainable changes to improve services, and/or embed new ways of working/new roles following organisational change.
- Ensure that all HR activities are delivered in line with all relevant legislation and statutory requirements.
- Act as a role model by demonstrating leadership and expertise, and by maintaining credibility within the Trust, the wider health care community, and external agencies, ensuring a positive image of the Trust is maintained.
- Direct and shape the HR Advisory and Support Service providing leadership from a broad knowledge base to improve services by anticipating needs, planning, and implementing change according to the Trusts plans and objectives, and changing health needs.
- Provide the strategic direction for the HR Advisory and Support Service that meets the objectives of MWL and any service level agreements, E.g., CMAST, ICS and others.
- Provide visible, accessible, and authoritative leadership to the team and stakeholders.
- Develop and establish a credible and successful the HR Advisory and Support Service Team demonstrating consistently high standards of performance management in meeting clinical, operational, and financial and quality targets.
- Actively support the organisation in the meeting the requirements of e.g., CQC, EDS2, WRES and WDES and gender pay standards.
- Develop and maintain systems and processes to ensure services are comprehensively assessed, appropriately planned, effectively implemented, and evaluated according to agreed policies, procedures, and guidelines.
- Ensure the effective deployment of the HR Advisory and Support Service team to optimise resources and ensure that stakeholders expectations of service delivery are met.
- Effectively manage budget and income generation and expenditure appropriately contributing to the achievement of financial balance for the service, including staffing, system licences and legal expenses.
- Propose, set, and deliver HR Advisory and Support Service objectives aligned to each stakeholders operational delivery plan, SLAs, strategic objectives, and targets.
- Lead the development and maintenance of systems and processes to ensure that work is appropriately prioritised and allocated, and that effective supervision is in place to support work delegated to staff.
- Write and present workforce reports and progress on workforce KPIs by analysing internal and external data and information to inform on trends, providing advice on actions to be taken.
Employee Relations
- Demonstrate skilful relationship building with clinicians, managers and staff, trade union colleagues and other internal and external stakeholders to uphold the reputation of department, showing mature understanding, and an ability to deal with sensitive, political, and conflicting agendas, and to work with uncertainty.
- Locally implement policies and procedures appropriate to the needs of the Trust, consistent with the Trust values and compliant with legislative and regulatory requirements, ensuring that the hospital operates fair and responsible employee relations which support effective and efficient management of staff across all areas of employment practice.
- Proactively lead on complex, sensitive and often contentious workforce issues providing prompt expert, evidence-based advice, and solutions, interpreting employment legislation and case law, seeking senior and/or legal advice to support decision making when necessary.
- Provide leadership and professional direction to programmes of organisational change ensuring outcomes are secured through the delivery of a compliant and fair process across all staff groups.
- Demonstrate skilful relationship building with managers, staff, trade union colleagues and other internal and external stakeholders to uphold the reputation of the Trust, showing mature understanding, and an ability to deal with highly sensitive, political, and conflicting agendas, and to work with uncertainty.
- Support managers and teams to ensure that lessons are learnt from issues arising from risk reports/incidents/complaints etc. and that they are promptly and positively addressed.
- Provide professional advice to managers on regulatory compliance and employment law in relation to workforce participate.
- Lead HR Advisory and Support Service risk management making sure that processes are in place to ensure compliance with employment law, terms and conditions of employment and NHS employment standards.
- Support and promote the health and wellbeing agenda, influencing stakeholders to promote opportunities for improved attendance management.
- Design and implement and analyse regular staff surveys and audits to support the development of a compassionate culture aligned to Trust values.
Organisational Development & Leadership
- Implement HR&OD strategy and policies, leading on workforce issues on behalf of the Trust in close harmony with divisional managers, and others in the wider HR&OD team to ensure consistent HR&OD practice and approach.
- Working with the Director of HR & OD implement interventions that provide insights into the Trust culture to inform the ongoing development of OD and workforce strategies designed to ensure effective leadership and engaged and motivated staff.
- Work with the Director of HR & OD to locally implement the MWL Leadership Strategy and develop a local leadership culture that underpins the Trusts strategic vision, reinforces accountability for maintaining standards of care, ensures effective behaviours in line with organisational values and inspires excellence amongst the senior leadership team.
- Work with the Director of HR & OD and work closely with the Corporate HR&OD team, and other stakeholders, to create a learning organisational culture by leading and signposting to the application of Trust values through appraisal, leadership behaviours, learning from incidents and complaints, staff engagement, health & well-being and education & learning across the Trust.
- Work in partnership with Workforce Development and OD colleagues to facilitate workforce re-design and organisational transformation.
Strategy & Improving People Practices
- Work with the Assistant Director of HR and Deputy Director of HR to develop and implement initiatives that deliver the strategy for reward and recognition of innovation, improvement, contribution, and best practice approaches across all staff groups.
- Lead on improving people practices for staff including creating a compassionate and culture; best place to work, well-being, equality diversity and inclusion.
- Establish effective relationships with all stakeholders encouraging a proactive resolution of concerns ensuring that actions arising from staff feedback are progressed and that a positive culture of engagement is encouraged.
- Work collaboratively with HR colleagues to ensure the retention of staff is considered a priority and all relevant strategies are implemented to address this issue.
- Proactively engage in the Cheshire and Merseyside HRM/HR Deputies Forum & Social Partnership Forum leading on local and national improvement targets, e.g., collaborative working, efficiency at scale.
- Provide senior representation to internal and external advisory groups.
Professional Responsibilities
- To ensure clinical staff are able to source appropriate clinical support on all aspects of occupational health & wellbeing, providing clinical guidance and specialist advice to the nursing team and act as a role model for all aspects of health and wellbeing.
- Provision of leadership, motivation, and supervision to ensure high standards of service provision and provide direct support to staff.
- Act as a credible role model for the service.
- Assist staff and their teams to assess, monitor and evaluate service delivery provided through the use of standards and audit. Ensure that remedial action is taken where deficits are identified.
- Assist staff in identifying, applying, and disseminating research findings related to specialist and fundamental practice that impacts on employee relations/ experience.
- Adhere to relevant Code of Practice of Professional body
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent experience
- MCIPD qualified (Member of Chartered Institute of Personnel and Development), gained through post graduate study
- Evidence of continued professional development in employment related issues, such as employment law
Knowledge & Experience
Essential
- Experience as an HR Manager/Business Partner or equivalent
- Experience of managing a team
- Experience of complex case management
- Proven experience in improving and maintaining attendance levels in a large organisation
- Experience of working with staff side representatives in a change environment
- Management of change in a large and complex organisation
- Experience of line management, including sickness absence management, managing performance and appraisals
- Proven ability to manage resources effectively
- Complex Employment Law
- Redeployment/TUPE/RoE
Desirable
- Detailed understanding of HR in the NHS
- Project management skills and applications
- Managing the workforce element of workforce tenders (outbound and inbound)
Skills
Essential
- The ability to develop sophisticated workforce KPI dashboards
- The ability to analyse workforce productivity and efficiency data and develop pragmatic solutions and deliver
Our Values
Essential
- We are Kind
- We are Open
- We are Inclusive
Person Specification
Qualifications
Essential
- Educated to degree level or equivalent experience
- MCIPD qualified (Member of Chartered Institute of Personnel and Development), gained through post graduate study
- Evidence of continued professional development in employment related issues, such as employment law
Knowledge & Experience
Essential
- Experience as an HR Manager/Business Partner or equivalent
- Experience of managing a team
- Experience of complex case management
- Proven experience in improving and maintaining attendance levels in a large organisation
- Experience of working with staff side representatives in a change environment
- Management of change in a large and complex organisation
- Experience of line management, including sickness absence management, managing performance and appraisals
- Proven ability to manage resources effectively
- Complex Employment Law
- Redeployment/TUPE/RoE
Desirable
- Detailed understanding of HR in the NHS
- Project management skills and applications
- Managing the workforce element of workforce tenders (outbound and inbound)
Skills
Essential
- The ability to develop sophisticated workforce KPI dashboards
- The ability to analyse workforce productivity and efficiency data and develop pragmatic solutions and deliver
Our Values
Essential
- We are Kind
- We are Open
- We are Inclusive
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
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).
Additional information
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
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).
