Job summary
As a Human Resources Business Partner, you will work closely with divisional leadership teams to drive workforce performance, modernisation and cultural improvement across the organisation. You will act as a trusted advisor, providing high-quality, customer-focused HR expertise to support service delivery, workforce planning and organisational change.
In this key role, you will lead on the development and implementation of effective workforce strategies, partnering with managers to anticipate workforce needs, identify risks and design solutions that improve capacity, capability and staff experience. You will use workforce data and insights to inform decision-making, support efficiency and strengthen planning across divisions.
You will take a proactive lead in employee relations, supporting managers with complex casework and ensuring best-practice, fair and consistent approaches aligned with policy and legislation. You will also champion staff engagement, equality, diversity and wellbeing, helping to create a positive and inclusive workplace culture.
The role involves line management of HR Advisors, supporting their development and ensuring a high-quality, responsive HR service.
This is a dynamic and influential position requiring strong professional credibility, excellent relationship-building skills and the ability to lead and shape workforce initiatives in a fast-paced operational environment.
Interview Date: 10th April 2026
Main duties of the job
The HR Business Partner leads divisional workforce planning, developing strategies that support service delivery, future workforce needs and organisational priorities. The role analyses workforce data to inform decision-making, drive productivity and support workforce modernisation and major change programmes. The postholder provides expert, customer-focused HR advice, supporting organisational change, service redesign and building strong relationships with senior leaders, clinical teams and Staff Side partners.
They manage complex employee relations issues, guiding managers through investigations, hearings and appeals, ensuring fair, consistent application of HR policies. The role champions positive behaviours, inclusion, wellbeing and equality, promoting effective staff engagement and undertaking equality impact assessments where required.
The HRBP strengthens leadership and management capability by working with Learning & Development, supporting coaching, leadership development and designing HR training for managers. They also contribute to medical workforce planning. The post includes line management of HR Advisors, overseeing casework, coaching team members and ensuring high-quality service delivery.
The HRBP contributes to HR strategy, policy development and governance, monitoring compliance with employment standards, contractual requirements and workforce regulations, and escalating risks where necessary.
About us
Mersey and West Lancashire Teaching Hospitals NHS Trust serves a population of over 600,000 with a workforce of over 10,500 dedicated and skilled staff across 21 sites.
Our services:
Acute Care
Providing emergency and maternity services at Whiston, Southport and Ormskirk hospitals, and medical and surgical specialties across all our sites.
Primary Care
Providing primary care services at Marshalls Cross Medical Centre situated in St Helens Hospital.
Community Services
Providing adult community services for St Helens and a wheelchair service in Chorley, South Ribble, and West Lancashire. Our inpatient unit at Newton Community Hospital is where patients needing acute hospital beds can continue rehabilitation. We also provide urgent care at our Urgent Treatment Centre located in St Helens town centre.
Specialist Regional Services
We provide the Mersey Regional Burns & Plastic Surgery Unit at Whiston Hospital and the Spinal Injuries Unit at Southport Hospital to more than 4 million people across the whole of Merseyside, West Lancashire, Cheshire, Isle of Man and North Wales.
Achievements:
- Rated Outstanding by CQC Inspection August 2018
- Top 100 places to work in the NHS (NHS Employers & Health Service Journal)
- National Preceptorship Accreditation (2023) for Nursing & AHP Preceptorship Programme.
Job description
Job responsibilities
The Human Resources Business Partner (HRBP) plays a key leadership role in supporting divisional teams to deliver highquality, patientfocused services through effective workforce planning, employee relations, organisational development and cultural improvement. The postholder will provide expert HR advice, lead workforce modernisation programmes, and support managers in delivering the Trusts strategic and operational objectives.
The HRBP will work proactively with senior leaders, clinical directors, operational managers, Staff Side representatives and wider HR colleagues to ensure a cohesive, customerfocused and responsive HR service. They will use workforce intelligence, policy expertise and strong partnering skills to influence decisionmaking and drive improvements in workforce capacity, capability and staff experience.
The role includes leading change initiatives, managing complex employee relations issues, promoting a positive and inclusive culture, and developing peoplemanagement capability across divisional teams. The HRBP will also linemanage HR Advisors, ensuring highquality case management and supporting their professional development.
Main Responsibilities 1. Workforce Strategy & Planning
- Develop and implement divisional workforce plans aligned to organisational and national priorities.
- Analyse workforce data, metrics and productivity information to inform decisionmaking and support improvements.
- Anticipate workforce implications of external and internal changes and develop effective solutions.
- Lead workforce modernisation initiatives and contribute to service redesign and efficiency programmes.
- Work with finance and planning colleagues to align workforce and business planning.
2. HR Business Partnering & Organisational Change
- Provide expert, customerfocused HR advice to divisional leaders on people management and workforce issues.
- Lead or support organisational change programmes, including consultation, implementation and workforce transition.
- Build strong strategic relationships with senior managers, clinical leaders and other stakeholders.
- Act as a trusted advisor, influencing workforcerelated decisions and promoting best practice.
3. Employee Relations
- Advise on and support the management of complex and sensitive employee relations cases.
- Participate in investigations, hearings, appeals and Employment Tribunal processes where required.
- Ensure fair, consistent and legally compliant application of HR policies and procedures.
- Manage casework via the divisional ER tracker, ensuring timely progression and risk escalation.
4. Culture, Engagement & Workforce Experience
- Promote a positive, inclusive and valuesbased culture across divisions.
- Build effective relationships with Staff Side and lead or support consultations and negotiations.
- Support managers to create healthy, supportive and engaging working environments.
- Champion equality, diversity and inclusion, completing EIAs when required
5. Learning, Development & Manager Capability
- Work with Learning & Development to strengthen leadership and management capability.
- Contribute to a coaching culture and support initiatives that improve peoplemanagement skills.
- Design and deliver HRrelated training and development programmes for managers.
- Support the development of the medical workforce agenda with relevant colleagues.
6. Line Management & Team Leadership
- Linemanage HR Advisors, ensuring appropriate supervision, development and appraisal.
- Allocate and oversee casework, providing professional coaching and guidance.
- Support the development of HR administrative and advisory teams.
7. HR Policy, Governance & Compliance
- Contribute to the development, review and implementation of HR policies and procedures.
- Ensure compliance with employment legislation, NHS standards, and Trust governance requirements (e.g., employment checks, ETWD, fixedterm contracts).
- Escalate risks and complex issues to senior HR leadership appropriately.
8. Professional Standards & General Duties
- Build effective relationships across the Trust and contribute to a seamless HR service.
- Maintain confidentiality, comply with GDPR and follow informationgovernance policies.
- Comply with health and safety, safeguarding and infectionprevention standards.
- Participate in mandatory training, performance reviews and continuing professional development.
Job description
Job responsibilities
The Human Resources Business Partner (HRBP) plays a key leadership role in supporting divisional teams to deliver highquality, patientfocused services through effective workforce planning, employee relations, organisational development and cultural improvement. The postholder will provide expert HR advice, lead workforce modernisation programmes, and support managers in delivering the Trusts strategic and operational objectives.
The HRBP will work proactively with senior leaders, clinical directors, operational managers, Staff Side representatives and wider HR colleagues to ensure a cohesive, customerfocused and responsive HR service. They will use workforce intelligence, policy expertise and strong partnering skills to influence decisionmaking and drive improvements in workforce capacity, capability and staff experience.
The role includes leading change initiatives, managing complex employee relations issues, promoting a positive and inclusive culture, and developing peoplemanagement capability across divisional teams. The HRBP will also linemanage HR Advisors, ensuring highquality case management and supporting their professional development.
Main Responsibilities 1. Workforce Strategy & Planning
- Develop and implement divisional workforce plans aligned to organisational and national priorities.
- Analyse workforce data, metrics and productivity information to inform decisionmaking and support improvements.
- Anticipate workforce implications of external and internal changes and develop effective solutions.
- Lead workforce modernisation initiatives and contribute to service redesign and efficiency programmes.
- Work with finance and planning colleagues to align workforce and business planning.
2. HR Business Partnering & Organisational Change
- Provide expert, customerfocused HR advice to divisional leaders on people management and workforce issues.
- Lead or support organisational change programmes, including consultation, implementation and workforce transition.
- Build strong strategic relationships with senior managers, clinical leaders and other stakeholders.
- Act as a trusted advisor, influencing workforcerelated decisions and promoting best practice.
3. Employee Relations
- Advise on and support the management of complex and sensitive employee relations cases.
- Participate in investigations, hearings, appeals and Employment Tribunal processes where required.
- Ensure fair, consistent and legally compliant application of HR policies and procedures.
- Manage casework via the divisional ER tracker, ensuring timely progression and risk escalation.
4. Culture, Engagement & Workforce Experience
- Promote a positive, inclusive and valuesbased culture across divisions.
- Build effective relationships with Staff Side and lead or support consultations and negotiations.
- Support managers to create healthy, supportive and engaging working environments.
- Champion equality, diversity and inclusion, completing EIAs when required
5. Learning, Development & Manager Capability
- Work with Learning & Development to strengthen leadership and management capability.
- Contribute to a coaching culture and support initiatives that improve peoplemanagement skills.
- Design and deliver HRrelated training and development programmes for managers.
- Support the development of the medical workforce agenda with relevant colleagues.
6. Line Management & Team Leadership
- Linemanage HR Advisors, ensuring appropriate supervision, development and appraisal.
- Allocate and oversee casework, providing professional coaching and guidance.
- Support the development of HR administrative and advisory teams.
7. HR Policy, Governance & Compliance
- Contribute to the development, review and implementation of HR policies and procedures.
- Ensure compliance with employment legislation, NHS standards, and Trust governance requirements (e.g., employment checks, ETWD, fixedterm contracts).
- Escalate risks and complex issues to senior HR leadership appropriately.
8. Professional Standards & General Duties
- Build effective relationships across the Trust and contribute to a seamless HR service.
- Maintain confidentiality, comply with GDPR and follow informationgovernance policies.
- Comply with health and safety, safeguarding and infectionprevention standards.
- Participate in mandatory training, performance reviews and continuing professional development.
Person Specification
Qualifications
Essential
- Educated to degree level / or equivalent relevant work experience
- Graduate Member of CIPD
- Evidence of continuing professional development
Desirable
- Employment Law Qualification
- Chartered Member of CIPD (MCIPD)
- Project Management Qualification
Knowledge and Experience
Essential
- Excellent oral and written communication skills
- Ability to persuade and influence managers and to challenge constructively
- Ability to apply consulting approach and skilled in partnering with managers to achieve business objects
- Demonstrate an understanding of the external strategic environment
- Demonstrate effective coaching skills
- Ability to act as a change agent
- Ability to interpret terms and conditions of employment
- Sound knowledge of employment law and HR best practice
- Exceptional interpersonal skills with the ability to influence good working relationships with people at all levels
- Competent user of Information Technology
- Ability to build and establish effective working relationships with managers, unions and colleagues
- Substantial operational HR experience post qualification
- Experience of working and negotiating with Trade Unions
- Experience of restructurings/organisational change
- Experience of analysing workforce information
- Experience of building people management, competence and capability
Desirable
- Ability to judge complex situations and apply appropriate solutions
- Experience of union environment and managing employee relations
- Understanding of the current NHS agenda and challenges
- Ability to plan and deliver HR training solutions
- Knowledge of NHS terms and conditions of employment
- Workforce planning and development skills
Other
Essential
- Flexible approach
- Achievement focused - ability to set targets and get things done
- Open and honest
- Treats colleagues with dignity and respect
- Shows commitment and resilience
- Customer focused
Person Specification
Qualifications
Essential
- Educated to degree level / or equivalent relevant work experience
- Graduate Member of CIPD
- Evidence of continuing professional development
Desirable
- Employment Law Qualification
- Chartered Member of CIPD (MCIPD)
- Project Management Qualification
Knowledge and Experience
Essential
- Excellent oral and written communication skills
- Ability to persuade and influence managers and to challenge constructively
- Ability to apply consulting approach and skilled in partnering with managers to achieve business objects
- Demonstrate an understanding of the external strategic environment
- Demonstrate effective coaching skills
- Ability to act as a change agent
- Ability to interpret terms and conditions of employment
- Sound knowledge of employment law and HR best practice
- Exceptional interpersonal skills with the ability to influence good working relationships with people at all levels
- Competent user of Information Technology
- Ability to build and establish effective working relationships with managers, unions and colleagues
- Substantial operational HR experience post qualification
- Experience of working and negotiating with Trade Unions
- Experience of restructurings/organisational change
- Experience of analysing workforce information
- Experience of building people management, competence and capability
Desirable
- Ability to judge complex situations and apply appropriate solutions
- Experience of union environment and managing employee relations
- Understanding of the current NHS agenda and challenges
- Ability to plan and deliver HR training solutions
- Knowledge of NHS terms and conditions of employment
- Workforce planning and development skills
Other
Essential
- Flexible approach
- Achievement focused - ability to set targets and get things done
- Open and honest
- Treats colleagues with dignity and respect
- Shows commitment and resilience
- Customer focused
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
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.
UK Registration
Applicants must have current UK professional registration. For further information please see
NHS Careers website (opens in a new window).
