About this role
Job summary
As GPSU continues to grow and develop, we are looking for an enthusiastic and people-focused HR Business Partner to join our team.
This is an exciting opportunity to play a key role in helping shape our organisation and support our managers and employees through the next stage of our journey. Working closely with managers across the business, you will help build management capability, embed consistent people and recruitment practices, and contribute to creating a positive and inclusive workplace culture.
The successful candidate will be a trusted advisor to managers, providing practical HR support and guidance while helping to develop the people processes, systems and approaches that will support the organisation as it evolves.
About the Role
This is a varied role that combines operational HR support with opportunities to contribute to organisational development and workforce planning.
Main duties of the job
Partner with managers to provide practical HR advice and support.
Build manager confidence and capability through coaching, training and guidance on people management matters and policy application.
Set up recruitment processes and procedures and train managers in interview skills, induction and probationary management skills, including ensuring onboarding is managed positively
Support employee relations casework, including attendance, performance, disciplinary and grievance matters.
Assist with workforce planning and recruitment activities.
Help develop and implement people policies, procedures and best practice.
Support organisational change and service development initiatives.
Contribute to projects focused on employee engagement, wellbeing and organisational culture.
Use workforce data and insights to identify trends and support decision-making.
Work collaboratively with colleagues to continually improve the employee experience.
Get involved in all sorts of exciting HR related initiatives and projects as the organisation grows and develops
About us
The GP Support Unit (GPSU) exists to champion, support, and amplify general practice in Somerset.Acting as an extension of the practice team, we help GPs and primary care professionals navigate challenges, embrace innovation, and thrive.Through collaboration, shared expertise, and hands-on support, we deliver high-quality services that reduce burden, unlock system value, and ultimately improve patient outcomes.Trusted by practices and recognised across the Somerset system, the GPSU is here to make general practice stronger - now and into the future.
Job description Job responsibilities
Key responsibilities
GPSU is at an exciting stage in its development, creating a unique opportunity for an HR professional who is motivated by building and shaping services in a growing organisation. Many of the people frameworks, processes and initiatives outlined within this Job Description are still evolving and will require further development, implementation and embedding. The successful candidate will play an important role in establishing effective people practices, supporting a positive organisational culture and ensuring the organisation has the capability needed to achieve its strategic ambitions.
Working closely with managers and teams across GPSU, the HR Business Partner will provide a professional, responsive and customer-focused HR service, offering practical advice and support across the full employee lifecycle. The post holder will help develop management capability, promote effective people management practices and contribute to creating a positive and inclusive employee experience.
The role combines operational HR support with opportunities to lead and contribute to workforce planning, recruitment, organisational development, change management and people-focused improvement initiatives. Through collaborative working with leaders and managers, the post holder will support the development of a high-performing organisation where people are empowered to succeed.
Key Responsibilities
Building the People Function
Support the development and implementation of a fit-for-purpose People function that meets the current and future needs of GPSU.
Develop, review and embed people policies, procedures, frameworks and guidance, training to ensure a consistent and effective approach to people management.
Identify gaps in existing people processes and proactively design solutions that improve organisational effectiveness and employee experience.
Contribute to the development of workforce strategies, plans and priorities aligned to organisational objectives.
Support the creation of a positive, inclusive and values-driven culture that reflects the ambitions of GPSU.
Establish systems and processes that enable managers to effectively lead and manage their teams.
Promote continuous improvement by identifying opportunities to enhance people services and organisational capability.
HR Business Partnering
Build strong and trusted relationships with managers and teams across the organisation.
Act as the first point of contact for managers on a wide range of people management matters.
Provide professional, pragmatic and solution-focused HR advice and guidance.
Support managers to make informed people decisions that balance organisational needs with employee wellbeing.
Partner with leaders to identify workforce risks, challenges and opportunities and develop appropriate people solutions.
Support the implementation of organisational and workforce priorities through effective people interventions.
Develop workforce statistics with KPIs
Leadership and Management Development
Develop the confidence and capability of managers through coaching, advice and mentoring.
Support managers in leading high-performing, engaged and resilient teams.
Design and deliver management development initiatives, toolkits, guidance and training where required.
Promote good management practice and ensure consistency across the organisation.
Support managers in managing change, improving team effectiveness and addressing workforce challenges.
Recruitment, Workforce Planning and Talent Management
Lead and support recruitment activities to attract and retain high-quality talent.
Develop and implement recruitment processes that support fairness, inclusivity and a positive candidate experience.
Work with managers to identify current and future workforce requirements.
Support workforce planning initiatives to ensure GPSU has the skills, capacity and capability required to deliver its objectives.
Develop onboarding approaches that support successful integration and retention of employees.
Contribute to talent development, succession planning and career development initiatives.
Support the development of GPSU's employer brand and reputation as an employer of choice
Employee Relations and Workforce Wellbeing
Provide expert advice and support on employee relations matters including attendance management, performance, disciplinary, grievance, capability and flexible working cases.
Support managers through formal HR processes, investigations, hearings and meetings where required.
Ensure employee relations matters are managed fairly, consistently and in line with legislation and organisational policies.
Identify themes and trends arising from employee relations activity and develop preventative solutions.
Support initiatives that promote employee wellbeing, engagement and inclusion.
Contribute to creating a healthy working environment where employees feel valued, supported and able to perform at their best.
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Organisational Development and Change
Support organisational development programmes that strengthen organisational capability and performance.
Work alongside leaders to identify opportunities to improve structures, ways of working and workforce effectiveness.
Support organisational change, consultation and transformation activities.
Help embed organisational values, behaviours and cultural expectations throughout the organisation.
Contribute to engagement activities that encourage employee voice and participation.
Support the development of a learning culture that encourages continuous improvement and innovation.
Data, Insight and Workforce Intelligence
Collect, analyse and interpret workforce data to identify trends, risks and opportunities.
Produce reports and workforce intelligence to inform decision-making and strategic planning.
Monitor key workforce metrics including recruitment, retention, absence, turnover and engagement.
Use workforce insight to inform organisational development and people initiatives.
Contribute to the development of meaningful people measures and performance indicators
Governance, Compliance and Best Practice
Ensure compliance with employment legislation, organisational policies and regulatory requirements.
Maintain up-to-date knowledge of HR best practice and emerging workforce issues.
Support the development and implementation of people-related governance arrangements.
Contribute to audits, reviews and assurance processes as required.
Ensure confidential and sensitive information is managed appropriately and in accordance with data protection requirements
Person Specification
Analytical and Judgement Skills Essential
Able to interpret sets of information including colleague data, policy and best practice information as well as relationship-based information. Able to consider opportunities and barriers that may exist and need to be considered in relation to any development of new HR approaches. Ability to analyse complex data and information to develop understanding of services. Ability to analyse data to produce clear reports for senior colleagues
Responsibility for Finance Desirable
Management of the Apprenticeship budget to ensure that applications can be supported and to encourage take up of apprenticeships to ensure that the best value is gained from the levy. Ability to identify current costs and costs saving opportunities as part of all service improvement initiatives. Ability to demonstrate strong budget management skills and produce financial reports and undertake financial modelling of a given service area
Physical Skills Essential
Must be a car driver with a valid driving license or have access to transport with appropriate business insurance to travel to meet the needs of the service.
Planning and Organisational Skills Essential
Demonstrates strong organisational skills with the ability to plan, prioritise and manage a varied workload across multiple projects and competing deadlines. Ability to work proactively and independently, using initiative to identify priorities and ensure objectives are delivered within agreed timescales. Experience of managing and coordinating a range of HR activities simultaneously, whilst maintaining high levels of accuracy and attention to detail. Ability to plan and deliver workforce and people-related initiatives, balancing operational demands with longer-term organisational priorities. Skilled in organising meetings, consultations, workshops and engagement activities involving multiple stakeholders. Ability to adapt plans and priorities in response to changing organisational needs and emerging workforce challenges. Experience of supporting project delivery and implementing new processes, systems or ways of working
Experience Essential
ignificant experience working in a HR Advisor, Senior HR Advisor or HR Business Partner role. Experience of providing professional HR advice and support to managers across a range of people management matters. Experience of managing and advising on employee relations issues, including disciplinary, grievance, capability, attendance and performance processes. Sound knowledge of UK employment legislation and HR best practice. Experience of developing, reviewing or implementing HR policies, procedures and guidance. Experience of supporting managers through organisational change and workforce challenges. Experience of building positive and effective working relationships with a range of stakeholders. Experience of supporting recruitment, onboarding and workforce planning activities. Experience of using workforce data and people metrics to inform decision-making and identify trends. Experience of balancing competing priorities and managing a varied workload effectively. Ability to work independently, using initiative and professional judgement to resolve issues and identify solutions. Experience of working within a growing, developing or newly established organisation. Experience of building or developing HR processes, systems or frameworks. Experience of delivering organisational development, cultural change or management development initiatives. Experience of supporting services through periods of transformation or change.
Desirable
Experience of working within the NHS, Primary Care or wider healthcare environment. Knowledge of NHS terms and conditions, Agenda for Change and Primary Care workforce issues. Experience of working with external organisations and developing collaborative partnerships
Qualifications Essential
CIPD Level 7 qualification in HR Evidence of CPD
Desirable
Masters Degree in HR Coaching, management of organisational development qualification
Communication Essential
Extensive experience of delivering presentations to large groups of stakeholders in often pressured and politically sensitive environments Excellent presentation skills, able to appropriately influence groups to gain a consensus. Clear communicator with excellent writing, report writing and presentation skills. Excellent interpersonal skills and a high level of self-awareness Skills for communication on highly complex matters and difficult situations, requiring persuasion and influence. Understand and abide by the requirement for confidentiality & adhere to total confidentiality at all time
Employer details Employer name GPSU - General Practice Support Unit
Address GPSU Ltd
Abbey Manor Business Centre , Preston Road
Yeovil
Somerset
BA20 2EN
United Kingdom