People Business Partner

We are health innovation specialists. We work with others to transform healthcare through innovation. We help generate new ideas and innovations or adapt existing ones. We test, evaluate, and scale the best approaches, working with NHS colleagues to implement solutions in hospitals, communities, GP practices, and beyond. We draw on diverse expertise from healthcare, universities, industry, and communities—breaking down silos and creating connections as we build healthcare fit for the future.

The People Business Partner plays a critical role in delivering the People Plan by translating strategic people priorities into practical, inclusive, and impactful actions across the organisation. Through trusted partnering with leaders and managers, the role supports a culture where people feel valued, engaged, and enabled to do their best work. The post holder uses insight, evidence, and professional judgement to shape workforce initiatives that strengthen organisational capability, promote equity and inclusion, and support sustainable growth.

The People Business Partner (PBP) works collaboratively across all business functions to provide proactive, value-led people business partnering across the full employee lifecycle. The role supports the delivery of the People Plan by using insight, coaching, and professional judgement to strengthen organisational capability, inclusion, engagement, and performance. This is a varied generalist role requiring strong prioritisation, adaptability, and the ability to operate at pace in a changing environment. As a key player in a small team, the post holder will be expected to undertake the administrative aspects of running an effective HR function and act as a trusted advisor to managers and leaders, providing expert guidance across all HR disciplines while contributing to workforce initiatives that support organisational strategy and future sustainability.

• Strategic People Partnering & Insight
  • Provide effective people business partnering across the employee lifecycle, aligned to organisational priorities and the People Plan.
  • Produce regular workforce reports (quarterly and annually), analysing data to identify trends, risks, and opportunities, and provide evidence-based recommendations.
  • Use people and market insight to inform workforce planning, attraction, retention, and engagement strategies.
• Talent Acquisition & Onboarding
  • Partner with managers to deliver end-to-end recruitment campaigns across a range of contract types (permanent, fixed-term, secondment, contractor).
  • Drive inclusive recruitment practices, ensuring candidate pathways attract and support a diverse talent pool.
  • Provide insight into labour market trends to improve recruitment outcomes and workforce sustainability.
  • Ensure effective, timely onboarding and induction for all new starters.
  • Support employer branding initiatives to position the organisation as an employer of choice.
• Employee Relations, Engagement & Wellbeing
  • Act as a trusted advisor on employee relations matters, ensuring fair, consistent, and legally compliant practice.
  • Coach and upskill managers to confidently manage performance, absence, capability, grievance, and disciplinary processes.
  • Design and support engagement initiatives including surveys, focus groups, and staff networks, ensuring insights lead to meaningful action.
  • Actively promote wellbeing, inclusion, and a positive organisational culture aligned to values and best practice.
  • Participate in staff network groups (e.g. Equity, Diversity & Inclusion) as an HR representative.
• Performance, Reward & Recognition
  • Support the design and delivery of performance management frameworks aligned to the People Plan.
  • Guide managers on objective setting, appraisals, and performance improvement.
  • Contribute to the development and implementation of recognition, reward, and benefits frameworks.
• Learning, Development & Career Progression
  • Identify skills gaps and work in partnership with the Director of People, Director of Education and OD, and L&D colleagues to design targeted development interventions.
  • Support leadership and management capability programmes.
  • Champion a culture of continuous learning, internal progression, and talent development.
• Change, Culture & Workforce Initiatives
  • Lead or contribute to specific People Plan projects, undertaking research and referencing current best practice.
  • Support managers and teams through organisational change, transformation, and evolving ways of working.
  • Act as a role model for inclusive, value-led behaviour and professional HR practice.
• HR Operations, Governance & Digital Enablement
  • Ensure HR policies, procedures, and practices are compliant with employment law and best practice.
  • Partner with Finance to support accurate and timely processing of contracts, pay, and benefits.
  • Maximise the use of the HR system (BambooHR) to ensure efficient administration, high quality data, and actionable insight.
• Estates & Facilities
  • Provide administrative and coordination support to the Director of People for estates and facilities matters, including maintenance requests, office moves, and workspace planning.
  • Liaise with our host on behalf of the Director of People, supporting contract administration and day-to-day coordination.
  • Maintain accurate records relating to facilities, health & safety documentation, and compliance requirements.
  • Support the Director of People with information and reporting to ensure safe, effective, and inclusive working environments.
• Information Technology (IT)
  • Provide administrative support to the Director of People for IT-related processes, equipment requests, and asset tracking.
  • Act as a coordination point between staff, the Director of People, and IT support providers to ensure timely resolution of issues.
  • Maintain accurate records of IT equipment, system access, and related documentation.
  • Support the Director of People in the implementation and administration of digital tools and systems that enable effective ways of working.

• Essential
  • Proven experience in a HR Manager, HR Business Partner, or similar role.
  • CIPD qualification or equivalent, relevant, professional experience.
  • Strong knowledge of UK employment law, HR policy, and professional best practice.
  • Demonstrable experience delivering workforce, engagement, change, or culture initiatives.
  • Strong stakeholder management, influencing, coaching, and advisory skills.
  • Excellent analytical capability with experience using data to inform decisions and demonstrate impact.
  • Demonstrates meticulous attention to detail, ensuring accuracy, consistency, and compliance in a fast-paced environment.
  • Ability to build trust, credibility, and strong working relationships at all levels.
  • Proactive, adaptable, and resilient, with a solutions-focused approach.
• Desirable
  • Experience working in healthcare, education, or other mission-driven organisations.
  • Practical experience embedding equality, diversity, and inclusion strategies.

• Acts with integrity and consistently champions organisational values.
• Builds trust and credibility with colleagues and stakeholders.
• Demonstrates adaptability and resilience in a changing environment.
• Collaborative, inclusive, and committed to continuous improvement and innovation.

The People Business Partner will report to the Director of People. The role is permanent, fulltime, with a 37.5-hour work week. The remuneration for this post is competitive depending on experience with a salary range of £46,350 - £61,800 per annum. We anticipate hiring at the entry point with scope for development. We offer flexible working arrangements. Our staff combine on-site and remote working (40%/2 days per week on site presence), enabling us to come together when it matters most and promote a healthy work-life balance.

Please note: The postholder is expected to view this job description as a guide, rather than an exact description of all duties and responsibilities which may be subject to change as our work develops.