Head of Human Resources

Job summary

Lead our people. Shape our future. Make a difference.

This role matters.

St Johns Hospice is seeking an experienced and values-driven Head of Human Resources to lead our highly regarded HR team and help shape the future of our organisation. At an exciting time of development, including a major building refurbishment programme, you will play a key role in supporting our employees and volunteers, who are our greatest asset, through a period of change and growth.

Working closely with senior leaders, you will provide strategic HR leadership, champion organisational development and learning, and drive continuous improvement across HR and volunteer services. You will be a trusted advisor, able to balance strategic priorities with practical solutions while fostering a positive, inclusive and patient-centred culture.

After 25 years of working for St John's Hospice, Lorraine is retiring from this role and has this to say about the opportunity:

"The ethos of the work provided by the whole team, means that this is a HR job which is rewarding like few others. The Hospice is an amazing place to work, and despite the nature of the work is filled with lots of joy and laughter as we celebrate the lives of our patients and the incredible work done by our teams."

If you are looking to use your skills in a role where you can see the difference you make to people's lives every day, we'd love to hear from you.

Main duties of the job

JOB PURPOSE

Further develop, implement and evaluate a people strategy that supports St Johns Hospice in achieving its strategic aims and becoming an employer and volunteering organisation of choice within the local community.

Support the provision of learning and development opportunities in line with the people strategy.

Support Hospice staff and volunteers through organisational change and development as the Hospice begins an exciting site refurbishment.

Provide timely and effective advice, guidance and support to colleagues, based on current employment legislation and HR best practice.

As a member of the Hospice Management Team, contribute to the strategic development and management of Hospice services, with an emphasis on staff and volunteer management.

Lead, manage and develop the HR, volunteering and payroll functions.

The Head of Human Resources is responsible for:

• Volunteer Services Manager
• HR Administrator
• HR & Payroll Assistant
• Learning & Development Administrator

The Head of Human Resources reports to and is accountable to the Director of Marketing, Communications and Engagement.

About us

St Johns Hospice is a charity providing specialist in-patient and community-based palliative care and support for the people of North Lancashire, South Lakes and parts of North Yorkshire.

We believe that when people die in our community, they should do so in the place they choose, and with dignity. The staff and volunteers of St Johns Hospice strive to provide world class end of life care and support to patients and their loved ones.

To be truly successful we must uphold our values, work across our communities and with many partner organisations, lobby decision makers both locally and nationally and raise sufficient funds to deliver care of the highest quality

Our vision is to put local patients and families at the heart of everything we do to ensure the right care, in the right place, at the right time on the journey towards the end of life.

To provide these services, the Hospice employs around 230 staff and is well supported by our dedicated volunteers.

St John's is governed by a Trustee Board that takes overall responsibility for its work and is managed by a Senior Management Team.

The Hospice is a Charitable Incorporated Organisation and the responsibility for its governance and management falls on our Board of Trustees.

Details

• Date posted: 04 September 2026
• Pay scheme: Other
• Salary: £45,000 to £50,000 a year dependent on experience
• Contract: Permanent
• Working pattern: Full-time
• Reference number: B0502-26-0009
• Job locations: Slyne Road, Lancaster, LA2 6ST, United Kingdom

Job responsibilities

MAIN DUTIES

Strategic

• Further develop and lead the implementation and evaluation of a people strategy and supporting process framework for St Johns Hospice, enabling our team to develop and flourish.
• Use organisational insight to identify opportunities to improve HR efficiency and effectiveness, driving change and overcoming challenges.
• Demonstrate an understanding of the organisations operating model, together with the commercial awareness needed to deliver effective HR solutions to people-related challenges.
• Embed systems that support the evaluation, audit, quality assurance and rigorous review of recruitment, selection, induction and people management processes.
• Work closely with the Senior Management Team to anticipate changes in the internal and external environment, and provide updates on employment law and people initiatives, including pay, reward and wellbeing.
• Develop and implement appropriate measures to ensure the Hospice complies with changes in employment law.
• Prepare and deliver educational sessions that build the skills and confidence of those who manage people, enabling them to support the delivery of organisational aims and objectives.
• Build a positive reputation for providing ethical, evidence-based HR advice to managers and employees, grounded in employment law and the Hospices policies and procedures.
• Support the Volunteer Services Manager to enable our volunteer workforce to flourish.

Performance

• Support managers to foster high standards of performance, professional development and accountability across the organisation.
• Provide expert guidance, coaching and practical support to managers in relation to performance, capability, productivity and conduct matters, ensuring a fair, consistent and compassionate approach.
• Champion a positive, high-performing culture that reflects St Johns Hospices values, strategic objectives and commitment to excellent patient and family care.
• Support managers to set clear expectations, provide constructive feedback, recognise achievement and address performance concerns promptly and effectively.
• Promote a culture of continuous learning, accountability and improvement, enabling individuals and teams to deliver high-quality services and outcomes.
• Monitor workforce performance trends and people metrics, using insight to inform organisational development initiatives and drive continuous improvement.
• Develop, maintain and review policies and procedures that support effective performance management, capability improvement and professional development, ensuring compliance with employment legislation, best practice and organisational values.
• Work in partnership with senior leaders and managers to build an engaged, effective and resilient workforce that delivers safe, compassionate and high-quality care for patients, families and those important to them.

Governance

• Lead the development and implementation of people and volunteer policies, procedures and guidance, ensuring compliance with employment legislation, regulatory requirements and best practice.
• With support from external HR consultants where required, ensure people policies remain aligned with current legislation and best practice.
• Lead the continuous improvement of people systems and practices across the organisation.
• In conjunction with external HR consultants, periodically review the terms and conditions set out in contracts of employment.

Organisational Development and Change

• Lead and support organisational change associated with the Hospice refurbishment programme, ensuring services remain patient-centred and disruption is minimised.
• Engage staff, volunteers and stakeholders throughout the change process, fostering collaboration, clear communication and the positive adoption of new ways of working.
• Embed a culture of continuous improvement, ensuring change initiatives align with the Hospices strategic objectives, values and future service development plans.

Recruitment & Induction

• Maintain knowledge of the local labour market trends to enable the organisation to remain competitive in the recruitment of people.
• Maintain an up-to-date understanding of local labour market trends to help the organisation remain competitive in recruiting staff and volunteers.
• Work closely with managers to develop succession and resilience plans, ensuring equal opportunities for employees to progress and supporting business continuity.
• With the support of other departments create compelling recruitment messages, packs and advertisements, which reinforce the organisations objective of being an employer and volunteer base of choice.
• Ensure everyone responsible for recruitment and selection acts lawfully and uses appropriate methods to appoint people with the qualifications, skills, knowledge, personal strengths, values and qualities needed to achieve organisational aims and objectives.
• Ensure recruitment and selection administration is carried out in line with Hospice policies and procedures.
• Work closely with managers to prepare and deliver a tailored induction programme for each new recruit. The programme should enable them to develop quickly the knowledge and skills required to meet departmental and organisational objectives.
• Provide support and guidance to managers during probationary periods, including where concerns are identified.

Learning & Development

• Build the confidence and capability of staff and volunteers through implementation of the Learning and Development Strategy.
• Support the wider education agenda for the local health and care system by working with clinical colleagues on internal and external education priorities.
• Champion the safe and appropriate use of AI within the HR team and Digital Transformation Group to improve productivity and efficiency, enabling resources to be used effectively.

Employee Relations

• Provide specialist advice on complex employee relations matters, acting as the senior point of escalation and supporting managers to make fair, consistent and legally complaint decisions.
• Ensure decisions made support the organisations values, culture and strategic priorities.
• Conduct impartial, objective and thorough investigations where required.

Pay & Rewards

• Communicate relevant changes in employment law to the HR & Payroll Assistant ensuring these are implemented.
• Prior to monthly payroll being transferred to the bank, carry out a check of all payslips to ensure accuracy of payments and deductions.
• Work closely with the Director of Finance and Resources to ensure payroll processes are accurate, including salary changes, contractual amendments and the resolution of queries, and that volunteer expenses are processed in line with policy.
• Ensure accurate, up-to-date payroll records are maintained and reports to external bodies are issued promptly.
• In conjunction with the Director of Finance & Resources, explore opportunities to digitise payroll processes and records.
• Make recommendations to inform strategic discussions about pay and reward, based on internal and external factors.
• Contribute to the organisation of celebration and recognition events that thank people for their contribution to the organisation.

Volunteers

• In conjunction with the Volunteer Services Manager, strengthen the volunteer offer so that the Hospice remains a charity of choice for volunteering opportunities.
• Ensure the contribution of our volunteers is recognised through recognition, events and best practice.
• Ensure effective governance across volunteering activities, including the monitoring, evaluation and reporting on the work of our volunteers within the organisation.

Engagement

• Bi-annually engage with all individuals via a survey to understand their views on the organisation they work or volunteer for.
• Use survey findings to identify actions that will improve colleagues experiences.
• Support quarterly forums for the Hospice team and respond constructively to issues raised.

Health & Wellbeing

• Periodically review the organisations occupational health provision and Employee Assistance Programme (EAP) to ensure they meet the needs of the organisation and provide value for money.
• Promote to all employees the benefits of the EAP encouraging usage.
• Encourage, support and promote the wellbeing achieved from volunteering.
• Periodically review the organisations occupational health provision and Employee Assistance Programme (EAP) to ensure they meet organisational needs and provide value for money.
• Promote the benefits of the EAP to all employees and encourage its use.
• Encourage, support and promote the wellbeing benefits of volunteering.
• Encourage colleagues to access informal support activities, such as the choir and complementary therapies.
• Ensure managers understand their responsibilities under the Equality Act 2010 in relation to equality, diversity and inclusion. Provide support and guidance where ill health affects performance.
• Support managers with occupational health referrals, risk assessments and the implementation of resulting actions or recommendations.

Analytics & Data

• Ensure data held in the HR Management System is accurate, up to date and maintained in line with data protection legislation.
• Use analytical and critical thinking skills to enable decisions to be based upon evidence and informed opinion.
• Ensure all people monitoring and data required by law, the Care Quality Commission and the Hospice Management Team are collected and maintained, and that reports are produced as required.

Please see the uploaded RECRUITMENT PACK for details about responsibilities relating to:

• HR People and Departmental Management
• Continuous Professional Personal Development
• Other Duties
• Duties and Responsibilities to St Johns Hospice