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The post holder is responsible for leading and coordinating the delivery of the local workplace wellbeing strategy, ensuring trauma-informed, evidence-based and proactive wellbeing practices are embedded across the organisation. They will act as the dedicated on-site lead for wellbeing, coordinating peer support delivery, post-incident support pathways, preventative wellbeing activity, and staff engagement initiatives in line with national HMPPS priorities and standards.

The role provides specialist advice to the Governor, Senior Management Team, Line Managers and Staff, ensuring consistent, ethical and professional delivery of workplace wellbeing interventions, including peer support, TRiM, hot debriefs, reflective practice, induction and attendance-related support. The post holder acts as a single point of contact for the Staff Support and Wellbeing Lead (SSWL), HR, and regional/national wellbeing governance structures, ensuring that local delivery is aligned, quality-assured, and contributes to national consistency across the estate.

The Workplace Wellbeing Co-ordinator leads the implementation of the establishment’s Staff Wellbeing Plan, delivering both preventative and responsive wellbeing interventions. They will coordinate peer support programmes, ensure the quality and governance of wellbeing activity, collect data, report against national frameworks, and maintain strong working relationships with internal and external partners. They will deliver a professionalised wellbeing support offer that enhances staff morale, engagement, psychological safety and organisational culture.

Responsibilities, Activities and Duties

• Lead the development, delivery and tracking of the establishment’s Wellbeing Strategy and annual Wellbeing Action Plan.
• Provide regular wellbeing insights to the SMT, highlighting risks, trends and recommendations for preventative action.
• Work with managers to identify local stressors and contribute to improvement plans that strengthen culture, engagement and retention.
• Promote inclusive, trauma-informed working practices, modelling behaviours that support a positive staff environment.

Peer Support Programme (Aligned to future National Refresh)

• Lead, coordinate and quality-assure all peer support programmes within the establishment.
• Ensure peer support operates within national standards, scope, boundaries and ethical frameworks.
• Oversee recruitment, vetting, training, competency assessments and ongoing CPD for peer supporters.
• Provide or coordinate regular reflective practice and skills refresh opportunities for peer support volunteers.
• Maintain accurate, secure records of peer support activity in line with confidentiality and data protection requirements.
• Act as the local point of contact for regional/national peer support governance and reporting.

Post-Incident Care and Trauma Response

• Coordinate the post-incident support pathway, ensuring timely triage, contact, allocation and follow-up.
• Deliver or coordinate TRiM assessments as a qualified TRiM Practitioner and ensure appropriate planning of follow-up assessments.
• Lead delivery of hot debriefs and post-incident care activity in collaboration with operational colleagues.
• Maintain availability and oversight of peer support and TRiM rotas to ensure resilience and continuity.
• Provide trauma awareness advice to managers, HR and incident commanders.

Training, Awareness and Capability-Building

• Deliver Wellbeing Training Interventions, trauma-awareness sessions, Co-ordinate People Manager Essentials wellbeing components and induction for new starters.
• Co-deliver other estate relevant sessions, and/or specialist wellbeing training for small units/teams.
• Provide education on trauma-informed practice, psychological safety and supportive line management practices.
• Promote and explain external and internal support offers (e.g., OH, EAP, Staff Networks, Carers and Disability Passports etc).

Attendance and HR Support

• Work alongside HRBPs to provide guidance to line managers on attendance management, ensuring consistent, timely and supportive case progression.
• Support managers with return-to-work conversations, phased return planning, OH referrals and early intervention approaches.
• Provide wellbeing-centred advice to newly promoted managers on people-management responsibilities.

Engagement, Communication and Local Staff Support

• Act as the single point of contact for the wellbeing mailbox, ensuring timely, confidential and supportive responses.
• Coordinate wellbeing events, campaigns and the local wellbeing calendar.
• Strengthen staff relationships through presence, visibility, active listening and effective signposting support.
• Provide continuity during periods of manager absence or low staffing to maintain staff contact and support.

Data, Reporting and Governance

• Collect, analyse and report wellbeing activity data (including training delivery, incident support, peer support interactions and training).
• Provide required data to SSWLs, regional governance or national assurance mechanisms.
• Maintain local audit trails and documentation in line with policy.
• Identify good practice and share learning with other establishments to support national consistency.
• Engage in and help facilitate any evaluation projects.

Partnership and Stakeholder Working

• Maintain strong working relationships with SSWLs, HR, H&S, operational leaders, Staff Networks, EAP, OH, chaplaincy, healthcare and voluntary services.
• Ensure joined-up delivery between wellbeing functions, HR, safer custody, Equalities and People function activity.
• Actively participate in wellbeing networks, CPD and national or regional wellbeing communities of practice.