YOUR NEW COMPANY

Working for the NHS in a 12 month fixed term until March 2026 - People Partner role in Exeter.
The role is an band 7 and starts at £46,148.
Monday - Friday 37.5 hours per week. (some of these days can be worked from home depending on diary and team need)

Your new role

• Work within change policies, ensuring effective communication, and people engagement to effectively implement change initiatives.
• Execute change management process in line with the Management of Organisational Change policy ensuring effective communication and engagement.
• Provide sound employee relations advice on matters relating to the change process, and in line with change practices and applicable pay protection terms e.g. relevant pay protection, travel, and location changes etc as appropriate.
• Implement smooth change process for people impacted by change.
• Managing people-related impacts through the implementation process of the project to support people to work through any concerns using empathy and showing understanding.
• Active listening to understand concerns, gather insights, and involve employees in the change process.
• Guiding People Partners supporting the various counties supporting one to one meetings, supporting and coaching the managers and leaders through this process.
• Developing supporting documentation in line with a people focused approach.
• Work with leadership coaches to support leaders/managers through change.
• Liaise with other people directorate services to ensure vacancies are filled in accordance with the project timelines, payroll changes are implemented effectively and support and relevant process and activities relating to change (e.g. assessment centres and interviews).
• Work closely with the operational leads and wider directorates involved in the change programme to see and understand the big picture and create a change plan that aligns with the Trusts goals and cultural principles.
• Demonstrate and communicate to people impacted by the change, why the change makes sense for the Trust and how its benefits enhance the employee experiences. Articulate the reasons for change, the impact of the change and its benefits to the organisation, and the steps involved in a way that resonates with the people impacted and stakeholders.

What you’ll need to succeed

• Grad CIPD or substantial evidence of continuing professional and personal development equivalent to this level.
• Significant in-depth experience in general HR management or equivalent.
• Significant employee relations experience or equivalent.

WHAT YOU NEED TO DO NOW

If you’re interested in this role, click ‘apply now’ to forward an up-to-date copy of your CV, or call us now.
If this job isn’t quite right for you, but you are looking for a new position, please contact us for a confidential discussion about your career.
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Your new role

• Work within change policies, ensuring effective communication, and people engagement to effectively implement change initiatives.
• Execute change management process in line with the Management of Organisational Change policy ensuring effective communication and engagement.
• Provide sound employee relations advice on matters relating to the change process, and in line with change practices and applicable pay protection terms e.g. relevant pay protection, travel, and location changes etc as appropriate.
• Implement smooth change process for people impacted by change.
• Managing people-related impacts through the implementation process of the project to support people to work through any concerns using empathy and showing understanding.
• Active listening to understand concerns, gather insights, and involve employees in the change process.
• Guiding People Partners supporting the various counties supporting one to one meetings, supporting and coaching the managers and leaders through this process.
• Developing supporting documentation in line with a people focused approach.
• Work with leadership coaches to support leaders/managers through change.
• Liaise with other people directorate services to ensure vacancies are filled in accordance with the project timelines, payroll changes are implemented effectively and support and relevant process and activities relating to change (e.g. assessment centres and interviews).
• Work closely with the operational leads and wider directorates involved in the change programme to see and understand the big picture and create a change plan that aligns with the Trusts goals and cultural principles.
• Demonstrate and communicate to people impacted by the change, why the change makes sense for the Trust and how its benefits enhance the employee experiences. Articulate the reasons for change, the impact of the change and its benefits to the organisation, and the steps involved in a way that resonates with the people impacted and stakeholders