At a Glance
- Tasks: Lead a people-first approach to enhance organisational success and culture.
- Company: Join a charity dedicated to delivering world-class pre-hospital critical care.
- Benefits: Enjoy a competitive salary, flexible working, and wellness initiatives.
- Other info: Be part of a dynamic team with opportunities for personal and professional growth.
- Why this job: Make a real impact by shaping a supportive and inclusive workplace.
- Qualifications: Proven HR leadership experience and a passion for people development.
The predicted salary is between 60000 - 84000 £ per year.
ROLE SUMMARY
As a member of the Charity\'s Senior Leadership Team, the Head of People and Culture will be a key strategic partner responsible for driving a people-first approach to organisational success. They will lead the development and delivery of progressive HR and OD services that enable the charity to achieve its mission of delivering world-class pre-hospital critical care across the region.
The postholder will shape a values-led, inclusive culture that supports staff and volunteers to thrive, embedding psychological safety, wellbeing, and equity across all operations. As a trusted advisor to the CEO and Trustees, they will provide insight and leadership on all workforce matters, helping to shape business transformation and future readiness.
They will champion innovative, data-driven HR practices, lead strategic workforce planning, and ensure GNAAS remains an employer of choice. This role is vital in building a resilient, motivated, and high-performing workforce that supports the charity\'s continued growth and impact.
KEY STRATEGIC WORKFORCE ACCOUNTABILITIES
To have the ability to communicate and influence at all levels throughout the business as a senior people professional.
Influence leaders and gain stakeholder buy-in to deliver GNAAS HR initiatives and enable leaders and managers to deliver the workforce strategy by building effective relationships within the charity.
Provide strategic people and leadership insight into the design and development of business change initiatives; generate data analysis to identify root causes of complex business issues to promote discussion to design and implement measurable solutions.
In partnership with senior stakeholder\'s lead, develop and advise on talent and resourcing strategies to develop succession planning and workforce capability.
Work with stakeholders at all levels to develop organisation culture, values and environment to enhance organisation performance and staff engagement strategies.
Lead the development and implementation of the cyclical staff survey, communicating outcomes and developing corporate action plans.
Anticipate economic, social, political, environmental and technological developments that will impact GNAAS and the people agenda, keeping activity relevant and targeted.
Constructively challenge with evidence-based arguments that influence actions and/or re-focuses management teams on workforce strategies.
Lead on GNAAS designated working groups and project groups.
Reduce corporate liabilities through effective risk management of people management matters, complex multifaceted employment issues whilst taking an evidence-based approach.
Interpretation of national case law, legislation, and terms and conditions when assessing organisational risk and safety.
To drive forwards the strategic HR Business Partnering model of HR provision.
Responsibility for the advice, support and guidance provided by the HR operational Team through the deployment of enabling policies and processes.
Implement robust HR Governance and effective HR operating principles to ensure that assurance is provided for all HR service delivery.
GENERAL RESPONSIBILITIES
Develop and implement a People & Culture Strategy to support the delivery of the Charity\'s strategic plans.
Implement strategies and processes to support the above, including - resource planning for staff and volunteers, talent management, employment processing, reward, training & development, records management, staff engagement, retention and succession planning.
Provide guidance and support to managers and staff on all people issues.
To ensure that the charity is fully resourced with the right skills set and develop plans to ensure issues identified are addressed in a timely and cost-effective way. Aim to establish the charity as an \"employer of choice\" in the region for staff and volunteers.
Lead the development of effective and efficient recruitment services with a focus on:
a. Streamlining recruitment systems and processes to ensure positive use and candidate experience;
b. Ensuring seamless onboarding of candidates;
c. Proactive recruitment and workforce planning to deliver against annual recruitment plans;
d. Developing short- and long-term recruitment strategies to address shortages and skill gaps;
e. Ensuring the Charity engages externally, e.g. through recruitment fairs, widening participation activities, to increase our profile and attract candidates.
Oversee the mental health and welfare of all the charity\'s staff and volunteers. Implement strategies to promote awareness of mental health issues, including supporting and promoting the charity\'s mental health champions.
Develop and establish a programme of HR training & development and embed a culture of self-development across the Charity.
Support effective and consistent employee engagement and communication strategies across the charity.
Overall responsibility for full range of HR policies and procedures. Ensure these are reviewed and updated on a regular basis to reflect changes in legislation and/or best practice. Support managers to develop their people management skills and ensure that HR policies are applied consistently across the charity.
Put systems in place to ensure that all people related data is accurate and up to date and develop effective management reporting processes that support managers and the charity.
Accountable for regular workforce performance reporting, working with highly complex data, facts and situations requiring analysis, interpretations and comparisons on a range of options and making decisions on the most appropriate approach.
Develop and maintain a suite of KPI\'s for the Human Resources Team.
Lead an effective and proactive HR operations function with a focus on ensuring employee relations cases are managed efficiently and safely and in line with policy and best practice, including engagement with professional registration bodies e.g. HCPC.
Oversee the recording, monitoring and management of sickness absence of charity staff.
To ensure that a culture of inclusion and non-discrimination is promoted and maintained across the charity at all levels.
Act as the external facing representative for people aspects of the charity.
The above is not an exhaustive list of duties, and you will be expected to perform different tasks as required by the charity and the overall business objectives.
The postholder will be expected to work in an agile manner and may be required to travel to other locations in the delivery of their role.
Job Types: Full-time, Permanent
Pay: From £70,100.00 per year
Benefits:
- Company pension
- Cycle to work scheme
- Enhanced maternity leave
- Enhanced paternity leave
- Flexitime
- Free parking
- On-site gym
- On-site parking
- Sick pay
- Work from home
Work Location: In person
Head of People and Culture in Stockton-on-Tees employer: Great North Air Ambulance Service
As a leading charity dedicated to delivering world-class pre-hospital critical care, GNAAS is an exceptional employer that prioritises a people-first culture and employee wellbeing. With a strong commitment to professional development, flexible working arrangements, and a supportive environment, staff and volunteers are empowered to thrive and contribute meaningfully to the community. The organisation's focus on inclusivity and psychological safety ensures that every team member feels valued and engaged, making it a truly rewarding place to work.
Contact Details:
Great North Air Ambulance Service Recruitment Team
StudySmarter Expert Advice🤫
We think this is how you could land Head of People and Culture in Stockton-on-Tees
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We think you need these skills to ace Head of People and Culture in Stockton-on-Tees
Some tips for your application 🫡
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How to prepare for a job interview at Great North Air Ambulance Service
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with Great North Air Ambulance Service.
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