About this role
Job summary
St Margaret's Hospice Care has a fantastic opportunity for an HR Business Partner to join our team.
The HR Business Partner plays a pivotal role in ensuring our people are supported, valued and empowered to deliver exceptional outcomes. Working closely with managers, you will help create a compassionate, inclusive and high-performing workplace that enables the hospice to provide the very best support for patients, families and the wider community.
Location: Taunton or YeovilSalary: £31,877.75 (based on an FTE of £39,315.89)Contract: Permanent, Part timeHours: 30 per week
As a people-centred organisation, we recognise the value of flexibility. We support hybrid and flexible working arrangements wherever possible, while maintaining the visible presence and accessibility needed to support our managers, colleagues and services.
Main duties of the job
As an HR Business Partner, you will be a trusted advisor to managers and leaders across designated teams. You will provide expert guidance on employee relations, workforce planning, organisational change and people management, helping to ensure our practices are fair, consistent and aligned with our values.
Working with colleagues at all levels, you will support managers to build strong teams, promote wellbeing and create a positive and inclusive working environment. Through coaching, guidance and practical support, you will help managers deal with people matters confidently, fairly and with empathy, ensuring colleagues feel valued, respected and able to thrive.
You will also play an active role in workforce and organisational development initiatives, contributing to projects and programmes that enhance employee engagement, wellbeing and organisational culture, helping to ensure the hospice remains a great place to work and can continue delivering outstanding care.
About us
You won't just be joining a fantastic team you'll become part of a welcoming, community-minded charity making a real difference every day.
We offer a supportive and inclusive working environment alongside a range of benefits including:
Holiday entitlement
33 days including bank holidays, rising to 35 days after 1 year, and increasing with length of service (pro-rata if part-time)Ability to buy and sell annual leave
Pension scheme
NHS pension continuation where applicable*6% employer / 5% employee contribution for non-NHS staff
Additional Benefits
Life assurance cover (2x salary)Health Cash PlansEmployee Assistance Programme with 24/7 GP access, counselling, wellbeing support, and legal/financial adviceBlue Light Discount CardEnhanced maternity leave*Excellent learning and development opportunitiesFree on-site parking in Yeovil and TauntonOpportunities to volunteer and support fundraising initiatives
*Eligibility criteria applies
Job description Job responsibilities
Strategic Business Partnering
Provide expert HR advice and guidance to managers on employee relations, people management, organisational policies and terms and conditions (including payroll and pensions), and follow appropriate processes to action change as necessary. Build trusted partnerships with managers and leaders, supporting effective decision-making and people-focused solutions. Coach and develop management capability, promoting confident, consistent and values-led leadership. Support workforce planning, identify people risks and opportunities, and contribute to the achievement of service and organisational objectives. Under the guidance of the Senior HR Business Partner, support the development and delivery of people strategies which in turn contribute to meeting strategic goals. Promoting a Just and Compassionate Culture
Champion a fair, inclusive and compassionate culture that reflects organisational values and promotes colleague wellbeing. Foster positive working relationships, psychological safety and an environment where colleagues feel valued, respected and supported. Support managers to resolve people issues through early resolution, constructive dialogue and proportionate decision-making balancing a compassionate approach with maintaining high standards. Provide constructive challenge to ensure decisions align with policy, legislation, best practice and organisational values. Case Management and Workforce Support
Manage and support a broad range of employee relations matters, including absence, performance, conduct, grievances, flexible working, probation and dignity at work cases. Guide managers through informal and formal processes, ensuring compliance, consistency and positive colleague experiences. Maintain accurate and confidential HR records in line with data protection and governance requirements. Support initiatives that promote attendance, retention, wellbeing and colleague engagement. Policy, Insight and Continuous Improvement
Promote the consistent application of HR policies and contribute to their ongoing review and development. Analyse workforce data and trends to provide insight, inform decision-making and support service improvement. Contribute to organisational change, workforce initiatives and projects that strengthen capability, culture and organisational resilience. Collaborate with colleagues across the organisation to continuously improve people practices and the overall employee experience.
Person Specification
Education and Qualifications Essential
CIPD Level 5 qualification, part-qualified status, or equivalent HR training and experience relevant to an advisory-level role. GCSEs or equivalent qualifications in English and Mathematics at grade C/4 or above. Evidence of continuing professional development in human resources practice. Sound knowledge of UK employment law and HR best practice relevant to generalist HR advisory work.
Desirable
Training in mediation, workplace investigations, coaching or conflict resolution. Additional learning in equality, diversity and inclusion, wellbeing, organisational development or change management.
Self Awareness Essential
Professional, discreet and able to exercise sound judgement when handling sensitive matters. Self-aware and reflective, recognising the impact of own actions and advice on others. Able to work sensitively and effectively within an emotionally demanding environment. Committed to continuous learning, development and improvement. Confident in seeking support and escalating issues appropriately when required. Understands and promotes organisational values and the principles of a just, compassionate and inclusive culture.
Desirable
Experience or understanding of hospice, healthcare, charity or retail environments. Knowledge of workforce planning and organisational development principles.
Working with others Essential
Excellent communication and interpersonal skills. Ability to build credible and effective working relationships at all levels. Ability to manage a varied workload independently and collaboratively. Skilled in handling sensitive situations with tact, empathy and professionalism. Ability to coach, influence and constructively challenge managers. Customer-focused with a commitment to high-quality HR service delivery. Demonstrates and promotes organisational values, including respect, compassion and collaboration
Desirable
Experience of working with multidisciplinary teams in healthcare, hospice, charity or other complex service environments Ability to deliver briefings, workshops or informal training to managers on HR topics Experience of developing positive working relationships with trade union representatives, staff-side colleagues or external partners Confidence in supporting collaborative problem-solving across departments and services
Outcome and Results Essential
Proven ability to manage competing priorities and deliver high-quality HR support in a fast-paced environment. Experience of employee relations casework, applying policies and employment law to achieve fair and consistent outcomes. Strong organisational, analytical and problem-solving skills, with excellent attention to detail. Competent in HR systems and Microsoft Office, with the ability to use workforce data to inform decision-making. Understanding of the contribution of HR to organisational performance, colleague wellbeing and a just, compassionate culture.
Desirable
Experience of producing and interpreting workforce data to identify trends and support management decision-making Involvement in HR projects, service improvement work or organisational change activity Experience of reviewing or developing HR policies, procedures or guidance materials Ability to contribute to process improvement through the use of systems, templates, reporting tools or streamlined workflows
Leading in your area Essential
Works independently with initiative, sound judgement and accountability. Confident in influencing, coaching and constructively challenging managers. Resilient, professional and solution-focused in managing sensitive and complex issues. Demonstrates organisational values and high standards of integrity and professionalism. Committed to collaboration, continuous improvement and delivering high-quality outcomes. Aligns HR practice with organisational priorities and promotes a fair, inclusive and compassionate culture. Builds effective business partnering relationships that support manager capability and organisational performance
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.
Employer details Employer name St Margaret's Somerset Hospice
Address St Margaret's Hospice
Heron Drive
Bishops Hull
Taunton
Somerset
TA1 5HA
United Kingdom
Employer's website https://www.st-margarets-hospice.org.uk/home-page (Opens in a new tab)