About this role
Job summary
The HR Manager plays a critical role in enabling a productive, safe and positive workplace culture for the Central, PCN teams and Park Royal Medical Practice which is in the region of 70 employees. People are our most important asset and this role ensures that our organisation operates effectively, meets its legal and regulatory obligations and supports staff to achieve their potential. The role also contributes to organisational development, workforce planning and the delivery of the annual HR Plan.
Main duties of the job
The HR Manager will operate in a Hybrid working model with Peninsula a UK-wide provider of outsourced HR, employment law and health & safety services. The HR Manager will lead internal operational, proactive, people-focused activity, with Peninsula acting as an advisory and compliance layer to validate high-risk decisions and support tribunal or legal matters.
The HR Manager drives workforce performance, engagement and retention, while Peninsula mitigates legal and financial risk through expert advice and insurance cover.
About us
Harness Care Ltd (HCL) is a private NHS provider organisation.It comprises of two Primary Care Networks (Harness North and Harness South) with 20 well established member practices, working closely together to serve a diverse population of approximately 150,000 registered patients in the London Borough of Brent.The aim of HCL is to strengthen the capacity of practices to develop and tender for services and achieve greater economies of scale within primary care. It is committed to improving the care provided to patients, reducing health inequalities and raising the quality and standards of GP practices
Job description Job responsibilities
HR Documentation & Governance
Maintain and update the Staff Handbook, HR policies, processes and job descriptions. Ensure all HR documentation is compliant with employment law, NHS primary care requirements and CQC workforce standards. Lead the annual Staff Handbook update cycle in line with legislative changes. Maintain the library of supporting HR process forms, templates and guidance for line managers. Maintain the organisational document matrix and ensure consistent filing, version control and storage on the organisations employee database TeamNet. Be part of working groups to improve digital adoption, data accuracy and staff engagement with HR systems. Maintain accurate HR records, personnel files and document expiry logs (e.g. DBS and right to work). Manage contract administration including standard employee contracts, BMA Model Contracts and contractor/locum agreements. Conduct regular HR audits, including workforce health checks, policy compliance reviews and risk assessments. Support the organisations sustainability commitments through responsible HR practices.
HR Process Management
Lead the full recruitment lifecycle: drafting job descriptions, advertising, shortlisting with line managers/service leads, interviewing, preemployment checks, onboarding and induction. Ensure probation checkpoints are diarised, monitored and supported with structured documentation. Oversee the appraisal and performance review process, coaching line managers on objective setting and performance management. Support capability processes, including improvement plans and structured follow up. Manage grievance and disciplinary processes in line with policy. Strengthen line manager capability by reinforcing responsibilities for induction, documentation and performance oversight. Support the development and implementation of competency frameworks for key roles. Conduct exit interviews, identify trends and recommend improvement actions. Maintain a log of fixed term contract end dates and provide timely reminders to managers. Manage occupational health referrals with line managers and follow up actions. Improve documentation quality and consistency across both PCNs to reduce organisational risk.
HR Advisory & Staff Support
Act as the first point of contact (after line managers) for staff HR queries including statutory rights, employment conditions, leave entitlements and general terms of employment. Provide coaching and advice to line managers on employee relations, performance, conduct, and wellbeing. Support practice manager for Park Royal Medical Practice with CQC workforce standards, including safe staffing, training compliance and evidence requirements. Support maternity, paternity, adoption and shared parental leave processes, including risk assessments and return to work planning. Provide guidance on hybrid working, flexible working and reasonable adjustments. Support managers in identifying and addressing work related stress using the Work Related Stress Policy. Promote psychological safety and ensure staff feel able to raise concerns and contribute to improvement.
Workforce Planning & Organisational Development
Work with clinical directors on workforce modelling, skill mix reviews, succession planning and organogram maintenance. Work with Clinical Directors and Operations to map current and future workforce needs across both PCNs. Produce scenario plans aligned to the emerging organisational vision. Contribute to organisational change initiatives, including digital transformation and service redesign. Support the development of career pathways, talent pipelines, and internal progression opportunities. Audit current training schemes and development programmes to inform a structured L&D strategy. Participate in key project teams, including implementation of My Locum Manager for contractor management.
HR Reporting & Analytics
Produce monthly HR summaries and updates for the Board of Directors. Lead the full optimisation of TeamNet HR modules, ensuring accurate data capture and reporting. Provide workforce analysis and insights to Clinical Directors and the Board where required. Run monthly absence reports for Finance for SSP adjustments. Notify Finance of joiners, leavers and contractual changes for payroll.
Training & Development
Monitor mandatory training compliance with line managers and identify additional training needs. Organise annual face to face mandatory training (e.g. Basic Life Support). Establish an annual training and development plan, including leadership development and CPD. Coordinate internal coaching, mentoring and cross training programmes. Work with the NWL Training Hub to identify suitable external training opportunities. Support a learning culture across the organisation.
Communication & Engagement
Contribute HR content to the organisational newsletter. Lead the annual staff survey, analyse results and coordinate staff voice working groups. Support improved organisational communication channels, including an all-staff quarterly update Communicate pay awards and contractual changes through formal letters. Promote equality, diversity and inclusion across the organisation. Support recognition initiatives and celebration of staff achievements.
Meetings & Organisational Participation
Attend monthly Board meetings to provide HR updates and insights. Attend weekly PCN meetings with Clinical Directors to advise on HR matters. Participate in organisational and PCN educational events where needed. Support delivery of the annual HR Plan and track progress against objectives. Lead monthly line managers HR forum. Schedule bi-weekly 1:1 catch ups with all line managers.
Person Specification
Experience Essential
Broad HR generalist experience across the full employee lifecycle Experience managing ER cases including grievance, disciplinary, and capability Experience producing HR reports, dashboards, and workforce analytics
Desirable
Experience supporting organisational change and improvement Experience implementing digital HR systems and improving data quality Experience developing and delivering leadership or management training Experience with CQC workforce standards and regulated environments Experience in primary care, NHS, or similar regulated sector
Qualifications Essential
Either undertaking or completion of a CIPD or equivalent HR qualification Evidence of ongoing CPD in employment law and people management
Desirable
Degree in HR, Business, or related field
Values & Behaviour Essential
Acts with integrity, professionalism, and confidentiality Promotes equality, diversity, and inclusion Builds positive relationships and fosters a supportive culture Welcomes innovation and continuous improvement Demonstrates resilience and a calm, solution focused approach Committed to high standards of service and organisational values Champions psychological safety, transparency, and continuous improvement
Skills Essential
Excellent communication, negotiation and presentation skills Strong interpersonal skills with a compassionate, people centred approach High level of organisation and ability to manage multiple priorities Strong analytical skills and ability to interpret HR data Ability to coach and influence managers at all levels Proficiency in HR systems and digital tools
Desirable
Ability to design and implement competency frameworks and career pathways Ability to lead cross organisational collaboration and reduce siloed working
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 Harness Care Ltd
Address Remote/home working
Occasional on-site
London
NW10 7NS
United Kingdom
Employer's website https://www.harnesspcn.nhs.uk/ (Opens in a new tab)