# Deputy People Partner > NHS job listing from Job Clerk for University Hospitals of Leicester NHS Trust. ## Canonical URLs - **HTML:** https://www.jobclerk.com/job/deputy-people-partner/b23e69a2-727a-4301-9ef2-e8cf9d8c8ec9 - **Markdown:** https://www.jobclerk.com/job/deputy-people-partner/b23e69a2-727a-4301-9ef2-e8cf9d8c8ec9.md ## Summary - **Status:** Live - **Employer:** University Hospitals of Leicester NHS Trust - **Town:** Leicester - **Region:** Midlands - **Country:** England - **Profession:** Manager and corporate - **Grade:** Band 7 - **Salary:** £49,387 - £56,515 per annum - **Contract type:** Permanent - **Employment type:** Full time - 37.5 hours per week - **Closing date:** 2026-06-04T23:59:00.000Z - **Posted:** 2026-05-21T12:31:27.206Z - **Source information URL:** https://www.healthjobsuk.com/job/UK/Leicestershire/Leicester/University_Hospitals_Leicester_NHS_Trust/Human_Resources/Human_Resources-v8022376 - **Application URL:** https://apps.trac.jobs/job-advert/8022376?ShowJobAdvert=&feedid=9002 - **Employer website:** https://www.leicestershospitals.nhs.uk ## Job Content ### Job overview We have  exciting opportunities for Deputy People Partners to join our People Services Team. The Deputy People Partner will work alongside the People Partners to provide a high quality specialised advice and a strategic, operational and business-focussed comprehensive HR service. The remit of the Deputy People Partner includes workforce planning and development, employee relations, leading and influencing organisational change, staff development and training and corporate projects. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, staff engagement, leadership development and workforce change. This is a great opportunity to work alongside the People Partners and develop your HR skills within a busy acute healthcare setting. Your primary base will be Leicester Royal Infirmary but you will be expected to work across all three acute hospital sites. There is the opportunity to work agilely with some home based working. Applications are invited from those who are hold as a minimum a degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent, and the CIPD Advanced Level 7 Diploma in HRM or equivalent experience. We would also consider applications for a developmental role starting at Band 6. ### Main duties of the job - Reporting to the People Partner, you will provide proactive, customer focused best practice guidance to managers on a range of workforce and OD strategies. - To enable this, you will have a full understanding of Directorate strategies and objectives and will work collaboratively with stakeholders to identify workforce priorities and develop dedicated interventions. - The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, induction and the delivery of cost improvement plans and workforce change for the designated CMG area. - Contribute to the development and implementation of HR strategies and service plans. - To be an advocate for improving staff engagement. - In addition, the post holder will take responsibility for the management of a Trust wide corporate piece of work and/or management of specific areas related to the UHL People Strategy under the guidance of the People Partner and be expected to work independently to deliver on organisational objectives. ### Detailed job description and main responsibilities The post holder is required to use complex communication skills in advising staff and managers at all levels. Managers within CMG’s and Corporate Directorates To support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning. Provide a high quality, customer focused professional HR service. Provide line-managers, and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are are met and standards of good practice are maintained. Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases. This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation of management cases at hearings, preparation and presentation of appeal cases. Represent HR on panels to consider ill-health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases. Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills. Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff. Workforce Planning Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers, and is used to inform management decision-making and improve the division’s performance in relation to HR key performance indicators. Produce monthly CMG board reports including HR KPI’s to inform, monitor and challenge CMG performance. Where required, assist managers in development of robust workforce plan for their area to cover short term, medium and long term needs of the division. Analyse HR data, producing reports to deliver the people management agenda within the Trust. To input and lead workforce components of the CMG’s cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG. Staff Engagement Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders. Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working. Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG. To support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and timescales. Support the local implementation of the Trust’s health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate. Design, develop and deliver training programmes on relevant HR issues. Participate in training initiatives designed to raise manager’s awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes ## Job Details We have  exciting opportunities for Deputy People Partners to join our People Services Team. The Deputy People Partner will work alongside the People Partners to provide a high quality specialised advice and a strategic, operational and business-focussed comprehensive HR service. The remit of the Deputy People Partner includes workforce planning and development, employee relations, leading and influencing organisational change, staff development and training and corporate projects. The post has management responsibility for delivery of key HR workforce indicators, e.g. sickness, appraisals, statutory and mandatory training, staff engagement, leadership development and workforce change. This is a great opportunity to work alongside the People Partners and develop your HR skills within a busy acute healthcare setting. Your primary base will be Leicester Royal Infirmary but you will be expected to work across all three acute hospital sites. There is the opportunity to work agilely with some home based working. Applications are invited from those who are hold as a minimum a degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent, and the CIPD Advanced Level 7 Diploma in HRM or equivalent experience. We would also consider applications for a developmental role starting at Band 6. ## Responsibilities The post holder is required to use complex communication skills in advising staff and managers at all levels. Managers within CMG’s and Corporate Directorates To support the implementation of the UHL People strategy and impacts within the CMG / Directorate by addressing key areas for development within the area, engagement and action planning. Provide a high quality, customer focused professional HR service. Provide line-managers, and staff with professional, comprehensive and timely HR advice and support on complex, sensitive and contentious HR issues including but not confined to employee relations matters such as sickness management, performance management, grievance, harassment and bullying, disciplinary issues, management of change and TUPE, with minimal supervision ensuring that organisational and legislative requirements are are met and standards of good practice are maintained. Advise and assist managers at all stages of the disciplinary process including informal and formal resolution of cases. This will include carrying out investigations with line managers, production of investigation reports, liaising with staff side, preparation of management cases, presentation of management cases at hearings, preparation and presentation of appeal cases. Represent HR on panels to consider ill-health, grievance, performance and disciplinary issues and on appeal panels as appropriate, providing advice on procedural, legislative and employee relations implications of cases. Provide HR advice and support to managers on complex management of change issues including advising managers on restructuring, redeployment etc carrying out collective and individual consultations, at risk meetings, advising on redundancy matters and entitlement including redundancy pay, with minimal supervision. Provide HR representation at meetings regarding employee relations issues relating to individuals, some of which will require communication of complex and sensitive information in an emotive atmosphere and in all cases accurate recording of the meeting. Develop and maintain good working relationships with partners e.g. Staff Side, payroll provider, Occupational Health etc to support delivery of contracts and in instances will require negotiation and influencing skills. Liaise with internal and external agencies as appropriate in dealing with queries and issues relating to staff. Workforce Planning Support the People Partner in working with the Workforce Information team to ensure that relevant workforce data is available to managers, and is used to inform management decision-making and improve the division’s performance in relation to HR key performance indicators. Produce monthly CMG board reports including HR KPI’s to inform, monitor and challenge CMG performance. Where required, assist managers in development of robust workforce plan for their area to cover short term, medium and long term needs of the division. Analyse HR data, producing reports to deliver the people management agenda within the Trust. To input and lead workforce components of the CMG’s cost improvement plans to ensure delivery of the workforce components to agreed timescales. In conjunction with People Partner develop and evaluate an effective and deliverable work force plan that is fit for purpose for their CMG. Staff Engagement Support the People Partner and Head of People Services in the development and maintenance of effective and diverse communications between staff side, management, employees and key stakeholders. Proactively work with managers and staff side representatives to develop and promote a culture of healthy employee relations and effective partnership working. Ensure the results of the National Staff Survey, Staff Friends and Family Test are widely communicated and understood, identifying key areas for development with the CMG. To support the People Partner and Head of People Services, in conjunction with CMG / Directorate teams, on action planning and evaluation to deliver improvements in all areas highlighted, defining measurable improvements and timescales. Support the local implementation of the Trust’s health and wellbeing agenda, including the development of action plans to address staff opinion survey results within the division/directorate. Design, develop and deliver training programmes on relevant HR issues. Participate in training initiatives designed to raise manager’s awareness and competency in HR related issues within the organisation; this includes developing, designing and delivering the training programmes ## Person Specification ### Skills **Essential** - Be able to work alone and as part of a team. - Possess excellent interpersonal skills to be credible at all levels. - Positive “can do” attitude and a positive attitude to change. - Be able to cope with stressful environments / situations - Be able to persuade, negotiate and influence. ### Experience **Essential** - Extensive experience in an operational HR generalist role, covering a wide range of ER responsibilities, including complex sickness management, disciplinary issues, grievance, organisational change, redundancy etc. - Substantial experience of providing advice and support to formal hearings under HR procedures i.e. grievance, disciplinary issues, sickness etc. - Substantial experience of advising on the application of terms and conditions of employment. - Significant knowledge of current human resources practice and employment legislation. - Sound IT skills in word processing, Excel, presentation and email software. - Experience in reviewing, producing and implementing HR policies and procedures. - Experience of HR management **Desirable** - Significant appreciation, knowledge and experience of good HR practice within the NHS. - Understanding of job evaluation methodology. - Sound understanding of Agenda for Change NHS Terms and Conditions ### Knowledge and Experience **Essential** - Degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent. - CIPD Advanced Level 7 Diploma in HRM or equivalent experience. - All HR professionals are expected to take responsibility for their own continual personal development. - Extensive experience in an operational HR generalist role, covering a wide range of ER responsibilities, including complex sickness management, disciplinary issues, grievance, organisational change, redundancy etc. - Substantial experience of providing advice and support to formal hearings under HR procedures i.e. grievance, disciplinary issues, sickness etc. - Substantial experience of advising on the application of terms and conditions of employment. - Significant knowledge of current human resources practice and employment legislation. - Sound IT skills in word processing, Excel, presentation and email software. - Experience in reviewing, producing and implementing HR policies and procedures. - Experience of HR management and change implementation in a unionised environment. - Demonstrable evidence of service improvement programmes and ability to facilitate change. - Experience of driving staff engagement and experience. **Desirable** - Chartered CIPD member - Significant appreciation, knowledge and experience of good HR practice within the NHS - Understanding of job evaluation methodology - Sound understanding of Agenda for Change NHS Terms and Conditions ### Training & Qualifications **Essential** - Degree level qualification or knowledge and expertise gained through in-depth experience to degree level equivalent. - CIPD Advanced Level 7 Diploma in HRM or equivalent experience. - All HR professionals are expected to take responsibility for their own continual personal development ### Analytical and Judgement Skills **Essential** - Ability to complete analysis of data / reports / legislation effectively despite frequent interruptions needing immediate attention. - A pragmatic approach to problem solving. - Aptitude for offering creative and innovative HR solutions. - Ability to use own initiative and analysis of data to inform decision-making. - Problem solving skills and to be able to explain things in a clear and concise way. ### Planning and organisation skills **Essential** - Attention to detail and accuracy. - Robust, with the ability to balance priorities and meet personal and directorate targets / deadlines, within a fluctuating and demanding workload. - Excellent organisational skills. ### Equality, Diversity and Inclusion **Essential** - Able to demonstrate a commitment to and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs. - All staff are expected to engage in compassionate and inclusive leadership in the provision of high quality care and interactions with others ### Communication and Relationship Skills **Essential** - Excellent customer service/consultancy skills. - Ability to communicate effectively at all levels of staff. - Ability to deal effectively with people in complex, confrontational or highly emotive situations. - Confidence in making presentations and public speaking. ### Other requirements specific to the role **Essential** - Awareness of Equality & Valuing Diversity Principles - Able to demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs. - Understanding of Confidentiality & Data Protection Act ### Commitment to Trust Values and Behaviours **Essential** - Must be able to demonstrate behaviours consistent with the Trust’s Values and Behaviours ## Documents - [employee benefits (pdf, 578.5kb)](https://www.healthjobsuk.com/documents?edoc=2350) - [deputy people partner jd and ps (pdf, 440.6kb)](https://www.healthjobsuk.com/documents?vdoc=10308923) - [understanding your right to work in the uk (pdf, 1.1mb)](https://www.healthjobsuk.com/documents?edoc=2349) ## Agent Notes - This Markdown page is generated from the same Job Clerk job record as the HTML job detail page. - Use the canonical HTML URL for user-facing references. - Use the application URL when the user wants to apply on the source NHS site.