About this role
Job summary
Join us as a People Business Partner and play a hands-on role in shaping a great place to work. You'll be the go-to HR partner for managers across the organisation, offering pragmatic advice, solving day to day people matters, and turning policy into practice that supports safe, high quality care.
In this role you'll blend operational HR with meaningful impact: guiding managers through employee relations and performance, strengthening recruitment and onboarding, and driving wellbeing, culture, and inclusion initiatives. You'll support organisational change, help us meet workforce standards for regulatory inspections, and use data and insight to improve how teams work.
Why work with us?
Make a visible difference - your expertise will directly improve staff experience, team performance, and patient outcomes. Varied, purposeful work - spanning ER casework, workforce planning, safer recruitment, and engagement activities. Collaborative culture - work closely with our People Director and supportive leaders who value your judgement. Values-led environment - bring your commitment to fairness, inclusion, and safeguarding to a place that lives its values. Grow your career - develop your practice through real responsibility, coaching managers, and shaping people initiatives.
Main duties of the job
The People Business Partner (PBP) provides practical HR advice, guidance, and operational support to managers and teams across the organisation. Working closely with the People Director, the PBP helps implement HR policies, processes, and people initiatives that support effective team management and a positive working environment.
The role works with managers on day-to-day people matters including employee relations, performance management, recruitment, and workforce administration while ensuring compliance with employment legislation and organisational policies. The PBP also supports organisational change activity and helps ensure the organisation maintains the workforce standards required for regulatory inspections.
About us
We are Bevan.
A social enterprise serving inclusion health communities and individuals, including people experiencing homelessness, refugees and asylum seekers, commercial sex workers, and Gypsy, Roma and Traveller communities. Our patients are among the most marginalised and socially excluded, many with multiple needs who have experienced and sometimes continue to experience trauma.
We work as a multi-disciplinary team, offering ano wrong doorapproach, ensuring patients receive the support they need by working together to find solutions.
Our GP practices in Bradford and Leeds are central to our offer, but equally important are the services that wrap around it, including:
Street health teams Mobile migrant health teams Hospital in-reach teams Wellbeing services (including a dedicated children and young people team)We are constantly working to expand our services to improve patient outcomes.
If you'd like to learn more about our award-winning organisation, visit our website.
Job description Job responsibilities
Key Responsibilities
Manager Support & HR Advice
Act as a key point of contact for managers on HR matters, providing advice and guidance on employee relations, performance management, and people processes. Support managers with day-to-day people management including absence management, disciplinary and grievance procedures, and performance improvement. Build effective working relationships with managers to understand team issues and provide appropriate HR support. Provide guidance to line managers to help them apply HR policies and procedures consistently.
Workforce Planning & Organisational Support
Assist with workforce planning activities such as staffing reviews, recruitment planning, and workforce reporting. Support organisational change activity including restructures, service changes, and TUPE processes as required. Contribute to people initiatives such as leadership development, training, Employee Forums and staff engagement activities. Support the delivery of wellbeing and culture initiatives across the organisation.
Employee Relations
Manage employee relations casework including disciplinary, grievance, capability, and absence management cases. Support managers through investigations, formal meetings, and hearings. Ensure cases are managed fairly, consistently, and in line with organisational policies and employment legislation. Escalate complex or high-risk issues to the People Director when required.
Recruitment & Workforce Operations
Support recruitment processes including job descriptions, interview processes, and onboarding. Help ensure new starters receive effective induction and support during their onboarding period. Work with managers to support workforce stability and retention. Contribute to safer recruitment practices, ensuring appropriate pre-employment checks (including references, DBS checks where required, and employment verification) are completed in line with organisational policy and regulatory requirements.
Governance, Compliance & Policy Implementation
Support the consistent application of HR policies and procedures across the organisation. Help ensure compliance with employment legislation and workforce governance requirements. Assist in maintaining workforce documentation and evidence required for regulatory inspections. Monitor HR data and workforce metrics to support reporting and operational decision-making.
Culture, Engagement & Wellbeing
Promote a positive, inclusive, and values-based working environment. Support employee engagement activities and staff feedback processes. Contribute to equality, diversity, and inclusion initiatives. Assist with wellbeing initiatives that support staff health and engagement.
Safeguarding
Manage safeguarding concerns appropriate to your role and level of training.
Person Specification
Qualifications Essential
CIPD Level 5 qualification or equivalent HR qualification Evidence of continued professional development in HR or people management
Desirable
CIPD Level 7 qualification Mental Health First Aid or wellbeing-related training
Skills & Abilities Essential
Strong relationship-building and influencing skills Ability to coach and support managers confidently Excellent verbal and written communication skills Strong organisational and prioritisation abilities Ability to handle sensitive information with discretion Analytical skills with the ability to interpret workforce data Problem-solving and decision-making capability Ability to work independently and collaboratively
Personal Attributes Essential
Professional and approachable manner Resilient and adaptable in a fast-paced environment High level of integrity and confidentiality Empathetic and people-centred approach Commitment to continuous improvement Values aligned with compassionate healthcare delivery
Experience Essential
Proven HR generalist experience in a Business Partner or Senior Advisor role Experience supporting managers across employee relations matters including: Disciplinary Grievance Absence management Performance management Experience working within a regulated environment Experience advising on employment law and HR best practice Experience supporting recruitment and retention initiatives Experience using HR systems and producing workforce reports
Desirable
Previous HR experience within healthcare, social care, or clinical settings Experience supporting organisations through growth or transformation Experience with learning and development initiatives Experience working with senior leadership teams
Knowledge Essential
Strong understanding of UK employment law Knowledge of safeguarding and confidentiality requirements within healthcare settings Understanding of workforce planning and employee engagement practices Knowledge of equality, diversity, and inclusion principles Awareness of wellbeing initiatives and people-focused culture development
Desirable
Understanding of healthcare workforce challenges Knowledge of CQC-related workforce requirements Familiarity with NHS or healthcare sector employment frameworks
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 Bevan Community Benefit Society
Address 14 Piccadilly
Bradford
West Yorkshire
BD1 3LS
United Kingdom
Employer's website https://wearebevan.co.uk/ (Opens in a new tab)