HR and People Manager

Job summary

Experienced in HR and want a role you can run, on hours that suit your life?

Abbey Medical Practice is creating a brand-new HR and People Manager post, and we want someone who will make it their own. Youd be our HR lead, working part-time (20 to 25 hours a week) on a permanent basis. Theres no HR department to join, so youll own the day-to-day work and set the standards for how we support our people to flourish in their work, while providing great service to our patients and community.

Youll have the trust of our Partners, a Head of Practice Manager to report to day-to-day, and an external HR provider on hand for legal advice on complex cases.

Were looking for someone curious, conscientious and a good team player, who enjoys building effective systems and processes and is comfortable working in both operational and strategic settings.

£26 to £28 per hour, depending on experience.

Main duties of the job

You will run HR from end to end, including:

• Lead and oversee recruitment from advert to induction, including contracts and pre-employment checks
• Employee relations casework: absence, return to work, flexible working, disciplinary, grievance and capability
• Keeping staff records, leave and HR systems accurate and GDPR-compliant
• Leading our staff survey, wellbeing and engagement work, and our apprenticeship and work experience programmes
• Supporting managers with appraisals, training compliance and people management
• Reporting on workforce data to the Partners and providing evidence for CQC Well-led

About us

Abbey Medical Practice in Wellingborough is a large and friendly GP practice with over 70 staff. We're a supportive team that cares as much about our people as our patients..

What we offer:

• £26 to £28 an hour, with hours that fit around home life
• A new role you can shape, with the trust of the Partners and management team
• 5 weeks annual leave plus pro rata bank holidays
• NHS pension
• A supportive, friendly team

Details

• Date posted: 16 October 2026
• Pay scheme: Other
• Salary: Depending on experience £26 to £28 per hour
• Contract: Permanent
• Working pattern: Part-time, Flexible working
• Reference number: A1878-26-0011
• Job locations: Irthlingborough Road, Wellingborough, Northamptonshire, NN8 1LT, United Kingdom

Job responsibilities

The People Manager is responsible for leading the Practice's people strategy, workforce planning, employee relations and HR governance.

The postholder will work closely with the GP Partners and Management Team to ensure the Practice has a competent, motivated and sustainable workforce that delivers excellent patient care.

The role will promote a positive organisational culture that supports staff wellbeing, inclusion and continuous learning and effective leadership whilst ensuring compliance with employment legislation, CQC requirements and Practice policies.

Will provide expert advice and support on workforce matters, recruitment, retention, performance management and organisational development to ensure the Practice remains a well-led and high-performing organisation.

Lead workforce governance to enable the Practice to achieve outstanding within the CQC Well-led framework.

Key Duties

HR Leadership and Governance

• Lead on the implementation and maintenance of HR policies, procedures, and employment practices across the Practice.
• Promote compliance with employment legislation, HR best practice, and organisational policies.
• Maintain oversight of workforce systems, records (inc. annual leave), and processes to ensure statutory and contractual compliance.
• Ensure staff records are maintained accurately and confidentially in accordance with GDPR and data protection requirements.
• Provide workforce reports and updates to the Partners and Management Team to support strategic decision-making.
• Support the Practice in meeting workforce-related CQC standards and regulatory requirements.
• Undertake regular audits, as per the Practice schedule.
• Work with third-party providers in relation to Occupational Health Services, Professional Indemnity and Locum Insurance.

Workforce Planning and Organisational Development

• Develop and maintain workforce plans that support current service delivery and future organisational needs.
• Identify workforce risks and opportunities and provide recommendations to support organisational resilience.
• Work with the Partners/Management team on succession planning initiatives to ensure business continuity and talent development.
• Monitor workforce demographics and staffing trends to support future planning.
• Promote innovative workforce solutions, including apprenticeships, training placements, and career progression opportunities.
• Lead and promote the Practice apprenticeship, work placements and work experience programmes to support workforce development and long-term recruitment strategies.

Recruitment and Retention

• Coordinate advertising, shortlisting and interviews
• Oversee recruitment and selection processes to ensure safe, fair, and effective recruitment practices, including pre-employment checks
• Prepare job descriptions, person specifications and contracts.
• Undertake induction meetings with all new starters, including registrars
• Monitor vacancies, turnover rates, and recruitment outcomes.
• Review staff retention data and identify trends, themes, and opportunities for improvement.
• Develop and implement initiatives designed to enhance employee engagement and retention.

Employee Relations

• Manage employee relations matters, including flexible working requests, disciplinary, grievance, capability, and absence management processes (including undertaking return to work interviews)
• Provide advice and guidance to managers on employment issues, workplace conduct, and people management matters.
• Support managers in resolving workplace concerns informally where appropriate.
• Maintain accurate records relating to all employee relations cases.

Performance Management and Development

• Support and promote effective performance management processes throughout the Practice.
• Oversee clinical supervision, one-to-one and annual appraisal processes and monitor completion rates.
• Identify workforce training and development needs and support the implementation of learning opportunities.
• Encourage a culture of continuous professional development and lifelong learning.
• Support managers in developing leadership capability and effective team working.
• Monitor and report on mandatory training compliance.

Staff Engagement and Wellbeing

• Develop and promote initiatives that support staff wellbeing, engagement, and morale.
• Lead on organising Practice team events, recognition activities, and wellbeing programmes.
• Champion compassionate, inclusive, and supportive leadership practices throughout the organisation.
• Support equality, diversity, and inclusion initiatives across the workforce, including EDI strategy and impact assessments
• Foster a positive working environment where staff feel valued, respected, and supported.
• Promote staff involvement in decision-making and service improvement activities.

Staff Communications

• Coordinate and contribute to staff communications, ensuring important organisational updates are effectively shared.
• Work with the Management Team to produce regular staff newsletters and workforce updates.
• Promote openness and transparency and effective communication across all teams in compliance with the Freedom to Speak Up and Whistleblowing policy.
• Support initiatives that strengthen staff engagement and organisational culture.

Staff Survey and Workforce Feedback

• Lead the annual staff survey process.
• Collate and analyse survey results and workforce feedback.
• Develop action plans in collaboration with Partners and Managers to address identified themes.
• Present findings and progress updates to Practice staff.
• Monitor improvements and report outcomes to the Leadership Team.

Leadership and Culture

• Support the development of a positive, inclusive, and high-performing workplace culture.
• Promote the Practice values and expected behaviours across all staff groups.
• Encourage collaborative working and effective communication throughout the organisation.
• Ensure leadership practices align with the requirements of a Well-Led Practice.
• Support managers in developing effective people management skills and leadership capability.