Group Head of HR


Company:	NHS Jobs
Salary:	£48,477.36 to £55,707.67 a year
Hours:	Full-time
Location:	Lichfield, WS14 9LH
Job type:	Permanent
Posting date:	7 Sept 2026
Closing date:	20 Sept 2026

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Summary

The role entails but is not limited to: Leadership and Management Serve as a trusted advisor to the Senior Leadership team offering insights and data to enable improved decision making Oversee the HR and volunteering departmental budget ensuring there are clear robust processes in place Assessing and ensuring KPIs are met alongside driving performance to ensure we always maintain high standards. Set priorities, allocate workloads and ensure the people team delivers a high-quality responsive service to the hospice group Foster a collaborative solutions-based approach within the HR and volunteering team Support organisational change initiatives to support overall workforce planning initiatives Ensure employee records are maintained to a high level and in line with confidentiality Have full oversight of the EAP to ensure we are offering the best service we can to our employees and report figures on a monthly basis to the Director of People and OD Overall management of the reward and recognition programme for staff ensuring we are getting the best out of our external partners such as the cycle to work and car schemes Develop and maintain effective relationships that promote cross organisational working and lead by example maximising success across the hospice. Play an active part in the development of the Education strategy. Strategy Be responsible for ensuring all HR and volunteering operational objectives are met as part of the People Strategy to ensure that the hospice is an attractive employer where staff are supported and empowered to contribute fully to hospice care (Objective 2: To be an outstanding team) Provide expertise, leadership, vision and guidance, to drive forward the 2026-30 hospice strategy with particular focus on the strategic direction of the HR department; delivering outstanding performance in all aspects of HR practice. Work with Senior Managers on the implementation and evaluation of an ambitious and achievable People and OD strategy Champion an inclusive and diverse culture, promoting openness and transparency Continuously improve the day-to-day administration of the employee and volunteer lifecycle ensuring it is as smooth running as possible including for payroll preparation. Support on any new organisational projects that may involve the workforce. Employee Relations Lead on complex highly sensitive ER matters Provide complex specialist advice to managers around absence management Ensure emerging employee relations issued are dealt with effectively and appropriately by the Group HR Manager Ensure up to date HR compliance in line with employment law by updating the team on a regular basis Employee Engagement Work closely with and support the Director of People and OD with all employee initiatives such as wellbeing Support on all pulse surveys throughout the Hospice Champion St Giles initiatives such as reward and recognition Analyse employee feedback and make recommend actions to enhance St Giles retention, culture and engagement to the Director of People and OD Promote inclusive practices to support a positive thriving culture Transactional HR Function and Practice Promote equality and diversity through day-to-day practice across the workforce to ensure fairness and consistency. To ensure that line managers have the skills and knowledge required to deal with employee relations effectively, providing support and advice on disciplinary, grievance, absence and performance management issues etc. To provide advice and guidance to managers in the identification of recruitment requirements and job design in response to service needs. Sign off on board and quarterly reports from the Group HR Manager before sending to the Director of People and OD for final approval. Ensure effective communication with line managers across the group acting as a specialist resource for providing advice and strategies on all employee relations matters including disciplinary, grievance, sickness absence, performance management, appeals, and bullying/harassment issues. To provide information and support to employees on policies, procedures and other matters relevant to their employment. To offer support to staff and line managers in cases of redeployment/ redundancy or TUPE ensuring that employment rights are preserved and employees are treated fairly. Facilitation of mediation meetings. Ensure all HR Polices Procedures are kept up to date and legally compliant and embed these across the Hospice. Ensuring exit interviews take place and analyse results for trends. Oversee and when needed directly manage complex ER cases such as disciplinary, grievances, restructuring/redundancies, bully and harassment, TUPE etc. Develop and implement new and existing HR systems and processes ensuring they are compliant, efficient and fit for purpose. Maintain the HR & volunteer System in line with GDPR and relevant regulations/law. Streamline workforce processes where relevant to ensure the employee has a smooth journey when joining, staying and leaving St Giles. Work with the communications team to conduct regular staff surveys and act on the results to improve employee engagement. Develop personal and professional knowledge through critical self-appraisal, networking with other HR professionals, partners and Hospices and attendance at relevant courses and conferences. To act as HR expert/mentor to colleagues within the people Team. Ensure that the Hospices Vision, Mission and Values are embedded across the organisation. Work collaboratively with all departments to ensure clear communication channels and that they remain engaged in St Giles work To be responsible for the development of volunteer roles to ensure that the skills and expertise of volunteers are used to best effect and that the contribution of volunteers is maximised throughout the organisation. Lead the volunteer services team to ensure a positive and well-structured volunteer management lifecycle is applied across the organisation Personal Education and Development Through continuing professional development, to ensure that personal HR knowledge and skills are maintained and developed to consistently provide high standards of quality and output. To undertake annual IPR and respond to the agreed development objective plan Key relationships: Director of People and Organisational Development People and Organisational Development team External stakeholders Executive Leadership team Senior Leadership Team Managers Employees Bank Workers and Volunteers Just so you know: We may review applications before the application review date, however, if you apply after the application review date, your application may not be considered. We will accept applications until we have successfully filled the role, this may be earlier than the closing date. If you have not heard within 14 days of the application close date, then please consider that your application has been unsuccessful at this time. As part of your application your data will be managed in line with St Giles Hospice Privacy Policy and kept for 6 months. If you would like to see this in full, please visit https://www.stgileshospice.com/privacy-policy/

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