HR Business Partner (1-year FTC) in Bristol

HR roles at St Peters Hospice give you the opportunity to make a meaningful difference every day, shaping the experience of colleagues who deliver exceptional care to patients and their families. We are looking for an experienced, proactive and values-driven HR Business Partner to join our HR Team on a 1-year fixed-term basis.

Main duties of the job

• To lead and support both strategic and operational HR projects, such as policy development, ED&I initiatives and process improvements.
• To provide expert management of Employee Relations casework across the hospice.
• Drive continuous improvement across the HR function.

About us

We’ve spent over 40 years helping people die in peace, and with dignity. Combining compassion with clinical expertise, we provide patients with the best possible care at the end of their lives. We’re here for the people around our patients too – those closest to them. Before, during and after a bereavement, we provide support that’s remembered forever. We think it’s that unforgettable support that inspires people to give back to St Peters. To fundraise for us. Donate. Volunteer. We’re not exaggerating when we say that we couldn’t do what we do without our wonderful supporters. We really can’t thank them enough. We want to help many more people to die well. And we’re doing this by teaching others. As a centre of educational excellence, we share our skills with other health professionals, helping the NHS and care homes to provide better end-of-life care. We’re here for all, for free, forever.

Job responsibilities

• HR Projects & Continuous Improvement: Lead, contribute to and review HR projects and procedures that improve organisational effectiveness and staff experience, including:

• Reviewing, updating and creating policies, accompanying letters, templates and guidance materials.
• Leading and supporting aspects of the ED&I workplan and wider ED&I projects and reporting.
• Reviewing recruitment and onboarding processes, identifying improvements to enhance fairness, inclusivity and efficiency.
• Reviewing and improving HR processes and workflows across the People team, including contracts, terms and alignments.
• Reviewing staff benefits to ensure competitiveness, alignment to values, and consistency of approach.
• Other HR projects identified in conjunction with the Head of HR.
• Conduct research into best practice and ensure policies and processes reflect current legislation and sector standards.
• Produce project plans, timelines and progress updates for senior stakeholders.
• Work with L&D and when required lead on training of HR policies.
• Provide support and guidance to the wider HR team, supporting cross-team collaboration.
• Contribute to a culture of continuous improvement, inclusivity and innovation within the HR team.

• Provide advice, coaching and support to managers on a range of employee relations matters (including disciplinary, grievance, capability, and performance issues) giving clear and concise advice, escalating complex issues to the Head of HR.
• Support and manage sickness and absence cases, advising on appropriate return to work plans and escalation routes.
• Ensure all ER activity is underpinned by legislation compliance and regulatory frameworks, as well as the Hospice's values, policies, and commitment to fairness and inclusion.
• Prepare and support on case documentation, meeting notes, letters and outcome documentation.
• Work with managers to identify trends and support preventative interventions, including manager capability development.
• Maintain accurate records and ensure compliance with legal requirements and best practice.
• Advising managers on recruitment and selection, including reviewing and updating job descriptions, discussing recruitment strategies and recruitment campaigns.
• Coach managers to improve people management capability and confidence.
• Support on and provide advice on change management activities, such as restructures, TUPE and other organisational change situations ensuring correct information and consultation processes are followed.
• Provide guidance and advice to employees on people policies, pay and benefits and terms and conditions of employment.
• Creating, analysing and reporting key HR MI data and insights in order to make informed, evidence-based decisions.

Person Specification

• Qualifications:

• Good literacy and numeracy skills (GCSE or equivalent level, or demonstrable experience using these skills in the workplace).
• Evidence of continuing professional development in HR or employment law.
• Coaching or mediation training.
• Project management training or certification (e.g., PRINCE2, Agile awareness).

• Previous experience working at People Business Partner / Senior Adviser level in a generalist role.
• Experience leading HR projects such as policy development, process improvement, and/or ED&I initiatives.
• Significant experience of supporting managers in all areas of HR matters including performance management, disciplinary & grievance, absence & sickness, variation of terms, termination of employment and recruitment, etc.
• Strong working knowledge of UK employment law and HR best practice.
• Experience of analysing HR data and drawing insights for decision-making.
• Experience supporting organisational change, restructures or complex casework.
• Experience supporting or delivering ED&I workstreams.
• CIPD at least Level 5 qualified and/or have equivalent proven level of experience.
• Experience of advising on organisational change, including redundancy and TUPE.
• Previous experience of handling recruitment campaigns.
• Experience contributing to employee engagement activity and/or benefits review.
• Experience of working in the NHS or Retail organisations.

• Strong influencing and coaching skills, with the ability to guide and challenge managers constructively.
• Excellent communication skills, able to convey complex information clearly and with sensitivity.
• Strong organisational and planning skills, able to manage multiple priorities and meet deadlines.
• High attention to detail and accuracy in documentation, letters, and casework.
• Ability to analyse data, identify trends, in order to make evidence-based decisions and present insights to stakeholders.
• Skilled in building credible, trusting relationships at all levels.
• Confident IT skills, including HRIS use and proficiency in MS Office applications.
• Applies an inclusive and equitable approach across all HR processes.
• Remains calm under pressure and handle sensitive information with confidentiality.
• Communicates with empathy and sensitivity when supporting colleagues and managers.
• Offers innovative, solution-focused ideas and contributes to continuous improvement.
• Explains complex employment issues and legislation clearly, using accessible, non-technical language.

• Professional, approachable and confident, with the ability to work autonomously.
• Values-driven, with empathy for the mission and ethos of the Hospice.
• Calm and resilient, able to manage sensitive or complex situations with discretion.
• Proactive, solution-focused and committed to continuous improvement.
• Demonstrates integrity, fairness and a commitment to equality, diversity and inclusion.
• Positive team contributor, supportive and collaborative.

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.