People & Culture Partner – HR Department

Job Type:	Permanent
Location:	Katharine House Business Centre, Stafford
Salary:	Circa £38,400 per annum (Actual) Circa £48,000 per annum (Full Time Equivalent)
Hours:	30 per week / 4 or 5 days Monday to Friday
Application deadline:	18 April 2025 – however may close earlier if over subscribed.
Interview:	First stage Teams interview followed by face to face
Job reference:	Please state title of role on application

Apply now

About us

We are Katharine House Hospice, and we’re dedicated to providing compassionate care to people in our community affected by progressive illnesses. Everyone here plays an integral role in making this possible.

We value people – so much so, it’s one of our three key values as a charity.

We believe that our people are the heart of everything we do. We are dedicated to creating an inclusive environment where every individual feels valued, supported, and empowered to thrive. We are seeking passionate individuals who share our values of People, Innovation and Excellence. If this sounds like you, then please get in touch.

Purpose and impact

The People and Culture Partner (PCP) will play a pivotal role in supporting the development and delivery of the People Strategy that aligns with our organisational goals. This position is designed for someone with strong communication skills, a deep understanding of HR practices, and a passion for cultivating an inclusive and high-performance work culture. The PCP will work closely with managers and teams to drive employee engagement, leadership development, talent management, and organisational effectiveness.

Part of the team

The role reports directly to the Director for People (DfP), working in close partnership with the People Shared Services Manager and the organisational management and leadership team.

Core Responsibilities

Employee Relations

Working in conjunction with the People Shared Services Manager (PSSM), acting as a trusted advisor to internal stakeholders on employee relations matters and providing localised support if required.
Coach and develop managers to proactively manage and support their teams.
Identify trends, themes and risks, as well as opportunities for early intervention and proactive people management.
Attend and participate in Employee Relations meetings if required, including the Staff and Support Services forum and other related committees.

Talent Management

Support the talent acquisition process, by supporting managers to recruit top talent for their teams, developing tools and guidance to aid better recruitment.
Work with managers to identify top talent, creating individual development plans to aid career progression and organisational succession planning.
Identify key trends in ‘leavers’ and develop strategies to aid retention.
Building and developing competency frameworks to aid talent development and business succession.
Aid the creation and development of the onboarding process to enable better candidate attraction and retention.
In conjunction with the DfP, design, develop and implement a volunteering strategy to enable better attraction and management of volunteers within the organisation.
Reviewing and collating our current workforce skills base, devising strategies to develop these to meet future needs, whilst ensuring that skills are allocated in the right places.

Projects

To lead on all HR or People related projects with key stakeholders, including HRIS.

Organisational Design

Understand and review existing structures and systems in order to recommend and implement change to organisational ways of working to ensure better alignment to organisational goals and our values.
Supporting organisational leaders during organisation change initiatives, ensuring that change is managed effectively and in line with our culture.

Policy Development

Proactively participate in the review and development of policies, ensuring that these align to organisational culture and goals, and are operationally effective.

Performance Management

Devise new modern methods of ‘talking performance’ which are based around continuous, forward focused conversations.
Develop a new process for proactive performance management, ensuring equal focus on individual performance and our values and behavioural framework.

Culture, Engagement & EDI

Shape and promote a healthy working environment, organising and embedding health and wellbeing initiatives for the organisation.
Drive a positive and proactive culture within the organisation, developing new strategies for continuous improvement and engagement, in line with our values and behaviours framework.
Lead on our EDI strategy and implementation plan, working with key stakeholders to ensure that EDI becomes an integral part of everything that we do within the organisation.
Embed and review our values and behavioural frameworks, ensuring these are threaded throughout all ‘people’ aspects.

Reporting & Analytics

Build, use and develop data reporting to aid organisational decision making, working with stakeholders to develop their knowledge and use of the same.
Prepare and analyse People reports, providing organisational insight into key trends and patterns, as well as People Strategy performance.

Compliance & Committee

Prepare reports for organisational People committees and forums.

Other

This list is not exhaustive as the role will continue to evolve with the organisational needs.

Skills and experience

What are we looking for?

Willingness to:

Travel occasionally to our other local sites to support managers and employees, using own vehicle

Need to have:

CIPD Level 7 or Equivalent or working towards
Experience in a similar generalist business partner role
Experience in talent management and organisational design
Experience in designing and delivering strategies desirable
Experience of delivering EDI initiatives
Project management experience essential
Employee relations advisory experience up to appeal stage
Experience of working with senior leadership stakeholders
Access to own vehicle for occasional travel
Experience of operating all Microsoft packages confidently, including teams, forms and spreadsheets. HRIS essential.

Need to demonstrate:

Effective communication
Collaboration
Ability to influence
Leadership and integrity
Confident to challenge the status quo
Continuous improvement & innovation
Data proficient and data led
Dealing with change
Balancing priorities
Results focused
Positivity in the face of adversity
Professionalism & self-awareness
Flexibility & adaptability
Ownership and accountability
Project management

What we offer

Flexible working
Flexibility on hours and days available
Working from home
One day per week potential to work from home after initial period
Annual leave
33 days per annum, which includes bank holidays (pro rata for part time), increasing after five and 10 years’ service.
Pension scheme
We match contributions up to 7% to a NEST scheme. If you’re currently contributing to the NHS pension scheme you can continue to do so.
Death in service benefit
Reassurance should the worst happen. 2 x salary to your family.
Employee assistance programme
Providing support for your wellbeing.
Training and development opportunities
Continuous learning and professional growth.
Occupational sick pay
Support during times of illness.
Healthcare cash benefit plan
Contributory plan to help cover health-related expenses.
Free on-site parking

Join us and make a difference

If you’re passionate about people and want to contribute to a mission that matters, we’d love to hear from you. Apply now and help us continue to provide exceptional care and support to those who need it most.

If you’d like to know more about this role, without commitment, please contact the HR department on 01785 218257.

The closing date is 18 April 2025, however we may close this advert earlier, subject to response rates.

If you require any reasonable adjustment to participate in this process, please do not hesitate to contact HR on the number above.