Interim People and OD Partner

Interim People and OD Partner


up to c. £47,126 pa



Job Description

Principal duties and responsibilities will include:


People Management Practice:

  • Develop credible and trusted partnering relationships with senior leaders across the areas being supported and with multi-disciplinary groups, building high levels of professional credibility and mutual trust.
  • Work in partnership with leaders and managers to provide professional, customer focused people advice and coaching, that supports the identification and management of people issues; contributing to early and proactive resolution, ensuring that these are addressed.
  • Embed good people management practice and raise workforce capability, proactively addressing the development needs of managers; working collaboratively with other members of the People & OD team to develop and deliver programmes, to strengthen people management skills, supporting managers to manage their teams effectively.
  • Coach managers in a range of People & OD strategies, tools and techniques, to develop their skills and improve their confidence in dealing with complex workforce issues.
  • Contribute to the achievement of the Trust’s strategic goals and priorities by ensuring that employee relations policy, practice and delivery are coordinated, effective and strategic.
  • Engage and work with staff side representatives in a spirit of effective and positive partnership working built on mutual respect and appreciation of respective roles.
  • Work proactively with managers and with trade union representatives to develop and promote a culture of effective partnership working.
  • Employee relations case work will be managed primarily by members of the People and OD Advisor team, which will include signposting and directing managers to the team and having a clear understanding when to “hand off” specific cases that arise.
  • Work with the People and OD Advisor Service Manager as required to provide advice and guidance on particularly complex ER issues, including participation in formal hearings and appeals, and attendance at employment tribunals as necessary.
  • Monitor and develop best practice to embrace diversity and inclusion, to enable all staff to experience a sense of belonging and an environment in which they are able to be their true selves.
  • Design and implement appropriate audits to monitor compliance and effectiveness of people policies and procedures, providing reports and recommendations as appropriate.
  • Plan, design and conduct essential research projects to analyse and respond to current and projected workforce need.
  • Horizon scanning for workforce (or business changes that might lead to workforce changes) changes in key functions.

Organisational Development:

  • Work in close partnership with members of the wider People & OD team to provide the designated Directorates/ Divisions comprehensive support and interventions in order to enhance performance and outcomes.
  • Identify specific issues from workforce analytics and trends and via staff feedback, in order to commission and/or support the design, development and delivery of bespoke OD interventions
  • Develop and implement plans which will contribute to improving overall levels of engagement.
  • Lead key People and OD local initiatives, ensuring that these are delivered in accordance with agreed requirements and are embedded, with benefits realised.
  • Work in partnership to plan, develop and deliver change programmes that contribute to delivery of the People Strategy
  • Provide expert advice to guide the planning and implementation of change This will include coaching change leads, directors and senior managers as required (e.g. around engagement, communication plans, individual and collective consultation and resistance management);
  • Build networks to encourage the sharing of knowledge, experience and “lessons learned” across the organisation
  • Work with stakeholders to understand how current service activity and capability compares with future service needs and availability of workforce
  • Identify workforce related issues and anticipating the impact of external developments and changes, to develop effective and targeted People & OD approaches and interventions to support the changing environment
  • support managers in developing resourcing plans, aligned with workforce and operational plans, which include the development of innovative resourcing solutions for new service requirements or hard to fill specialties; inform appropriate and timely recruitment activity; take account of talent management and succession planning approaches; and include best practice to promote and embrace diversity and inclusion in the workplace.


  • Analyse workforce information, KPIs and productivity measures, providing strategic and data-driven People and OD insight to inform the planning and design of workforce initiatives that deliver improved quality, performance and effectiveness;
  • Advise and support managers in the development and implementation of these initiatives (including new ways of working, role redesign, effective workforce utilisation, skill mix and restructuring), ensuring developments are in line with best practice and Trust policy and procedure;
  • Identify specific employment issues from workforce trends, staff survey and other feedback mechanisms and support the development of People and OD interventions to meet business needs; Monitor, analyse and present timely and accurate workforce metrics, KPIs, productivity measures and reports, to identify issues, trends and opportunities. These will be used to inform strategic direction, improve business efficiencies and performance, highlight areas of concern requiring development of local People & OD interventions and enable the assessment of the impact of specific initiatives and programmes.


  • Actively promote and role model Trust values and leadership behaviours, creating a culture of team work, motivation and a positive and “can do” attitude.
  • If designated an Assistant People & OD Partner to the Directorate being supported, undertake line management responsibilities.
  • Facilitate continuous professional development, within the wider People and OD Directorate, including coaching to optimize capability and potential.
  • Represent the People and OD Directorate and, as appropriate, the Trust, through participation in internal and external networks and meetings, project teams, and working parties.


  • Ensure that all audit and governance requirements are met for own areas of responsibility by maintaining and working within Trust wide processes and systems, contributing to developing these where appropriate.
  • Act within employment legislation, together with policies and procedures relating to information governance, ensuring that confidentiality is maintained at all times.
  • Maintain controls and monitoring to contain and project legal and associated costs and ensure integration of work programmes with wider people projects – Monitors or contributes to the drawing up of department/service budgets or financial initiatives.
  • Shared budgetary responsibility and oversight for a service or department, this may include recruitment, changes to establishment, and training procurement.

Freedom to Act


The post holder will have considerable autonomy to lead areas of work within their designated directorate(s) and will be required to demonstrate independence of thought and responsibility for their own actions.

Successful Applicant

This role is a fixed term contract, likely to end 31 March 22