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NB: This vacancy closed to applications on 23/09/2020.

HR Manager

Job Reference: 144-JE58-HR4-20

NHS Devon Clinical Commissioning Group
Human Resources
£38,890 to £44,503 pa

About us

The Devon System are working together to improve the health and wellbeing of local people.

As a system, we face considerable challenges and as we move into the future, we will need to focus on a number of key areas including:

  • Seek solutions that work for the system as a whole.
  • Standardise practice and services where it makes sense to do so.
  • Focus on cost reduction and cost containment.
  • Recognise that participation will be required at system, locality, neighbourhood and organisational level on the priority areas.
  • Invest in out of hospital models which are right care in the right place.
  • Ensure equitable distribution of funding and outcomes by locality.
  • Prevent investments that total more than the funding allocation growth received into the system.
  • Consider financial decisions alongside quality, safety and any impact on patient experience of care.
  • Share risks and benefits across the system and ensure they are fully understood by all parties.

As part of the Devon System, NHS Devon Clinical Commissioning Group is one of the biggest CCGs in England, serving a patient population of nearly 1.2 million people with a budget of more than £1.8 billion and is a key component of our Devon Health and Care System.

We plan local healthcare and buy services, including acute, community, mental health and ambulance services.

Our diverse area of operation includes the cities of Plymouth and Exeter, remote rural areas such as Exmoor and Dartmoor, and coastal areas including Torbay and Ilfracombe. We work closely with three main local authorities: Devon County Council, Plymouth City Council and Torbay Council.

We work with our local communities and other partners in our area, to improve people’s health and make sure they can receive high quality, local services.

We face considerable challenges and to tackle these we have six shared ambitions as a system for the next ten years:

  1. Effective and efficient care
  2. Integrated Care Model
  3. A Devon-wide deal
  4. Children and young people
  5. Digital Devon
  6. Equally Well

Our friendly and professional HR department is recruiting– and we want the best.

We are looking for an experienced ‘can do’ person to complement the considerable talent in the team already.

You will need an enthusiastic attitude and the ability to hit the ground running within a small but high-profile team. You will need to have the resilience and adaptability to work in a fast pace environment; juggling competing demands and adapting quickly to changing priorities and often short deadlines. You will manage a busy and diverse workload within a small but complex organisation and, for this reason, we think the role will best suit an experienced HR Manager.

Your role will include providing general and varied HR management support to the organisation. You will provide operational and strategic HR guidance to a specified directorate, lead on often complex employee relations cases and manage a number of varied HR projects and programmes of work to help deliver the HR agenda. An interest in and understanding of further developing and maintaining a just and learning culture will be an advantage.

The diversity of work makes this role particularly interesting and exciting; no day is ever the same. This will however require you to be confident, working autonomously, using your own initiative and prioritising whilst recognising the value and importance of collaborative working and being a good team player.

A big attraction of this role is flexibility. Yes, we will require you to deliver results and build strong relationships quickly however, in return we offer a high level of flexibility regarding when and where you work. The role is 22.5 hours per week however these hours can be worked in a way that suits your personal circumstances. The CCG operates from offices at 5 different sites across Devon, and home working is now common so again we can accommodate what suits you best.

Our department is one you will relish working with, filled with compassionate, friendly and dedicated professionals who always go the extra mile.

The organisation recognises and values the contribution HR makes to the business agenda and therefore expect high standards from the team - so if you are looking for easy life, this not the post for you. It will be hard work – but you will love it and you will love working as part of this team.

This is a 12-month fixed term contract/secondment however there is the potential for this to become a more permanent role in the future.

The CCG uses the Disclosure and Barring Service (DBS) to help us make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups, including children (for specific positions included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975).

Applications from job seekers who require Tier 2 sponsorship to work in the UK are welcome and will be considered alongside all other applications. However, non-EEA candidates may not be appointed to a post if a suitably qualified, experienced and skilled EU/EEA candidate is available to take up the post as the employing body is unlikely, in these circumstances, to satisfy the Resident Labour Market Test. The UK Border Agency requires employers to complete this test to show that no suitably qualified EEA or EU worker can fill the post. For further information and to self assess the likelihood of obtaining a Certificate of Sponsorship, please visit the UK Border Agency website.

All disabled applicants who meet the essential criteria in the job description will be invited to interview.

Parking is not guaranteed at all CCG sites. Please discuss requirements and availability of parking with the recruiting manager.

We will consider requests for flexible working for all positions that we advertise.

Please note:

  • Where the post is a temporary position there may be a possibility of the post becoming permanent.
  • All posts can be considered as development opportunities if applicants do not meet the essential criteria at the time of appointment but would be able to meet this in a reasonable time frame.
  • Vacancies may close early if a high volume of applications are recieved.

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