Job summary
An exciting opportunity has arisen within Camden Health Evolution (CHE) GP Federation for an HR Manager to lead HR functions, offering strategic support and expert guidance to ensure the continued success of the Federation and its member practices.
CHE employs approximately 40 individuals across various roles, including staff funded through the PCN ARRS (Additional Roles Reimbursement Scheme). The HR Manager will be instrumental in managing and developing this diverse workforce, aligning HR strategies with the Federations objectives, and promoting the professional growth and wellbeing of all employees.
Main duties of the job
The HR Manager will oversee workforce management and
development across CHE GP Federation, providing strategic and operational HR
support. They will ensure compliance with employment laws, promote best
practices, support workforce planning across multiple GP practice and support
the development of a resilient and skilled workforce.
Working closely with the Executive Team and Practice
Managers, the HR Manager will lead HR operations, handling key functions such
as absence and performance management, disciplinary procedures, grievances, and
organisational change. This hands-on role requires a proactive individual who
can foster a positive work environment and develop business-focused HR
solutions.
This role is ideal for an experienced HR Manager or an
individual looking to take the next step, with a proven track record in a
dynamic and diverse HR role. While the position offers flexibility, the
post-holder will be required to travel to PCN member practices to engage with
employees and Practice Managers as needed, in addition to working from the
Federation office.
**We regret that this position does not provide visa
sponsorship. We are unable to consider applicants requiring sponsorship**
About us
Camden Health Evolution (CHE) Ltd is a GP Federation that supports the Central Camden Primary Care Network (PCN). The PCN consists of 8 member practices, serving a registered population of approximately 85,000 patients.
All practices within the PCN are members of the CHE GP Federation, sharing its vision, mission, values, and key priorities. The PCN is highly innovative, delivering services with the support of CHE, aimed at improving the quality of care and outcomes for patients.
Job description
Job responsibilities
The following are the core responsibilities of the HR
Manager. There may be, on occasion, a requirement to carry out other tasks.
This will be dependent upon factors such as workload and staffing levels.
Recruitment & Onboarding
- Develop and regularly review job descriptions and person
specifications.
- Lead the full recruitment process, including advertising,
shortlisting, interviewing, and appointing candidates.
- Manage
the end-to-end onboarding process, including:
- Issuing
offer letters and employment contracts
- Coordinating
references and DBS checks
- Preparing
induction packs, rotas, and relevant documentationIntroducing
new staff to policies, procedures, and mandatory training
- Ensure
all new starters receive a comprehensive and timely induction.
- Notify the Finance Team of all starters, leavers, and
contract changes each month for payroll processing.
HR Operations & Systems
- Maintain and oversee internal HR systems (e.g. BrightHR),
ensuring data accuracy and efficiency in reporting.
- Manage processes for annual leave, sickness absence, and
timekeeping.
- Keep employee records accurate, up-to-date, and compliant
with data protection requirements.
- Monitor and track completion of statutory and mandatory
training, notifying employees when renewals are due.
- Maintain accurate records of meetings and discussions.
- Ensure all employees hold the necessary qualifications and
training for their roles.
- Complete and submit monthly NWRS and ARRS workforce
submissions.
- Manage HR matters for all employees, including employment
terms, pensions, contracts, and policy compliance.
- Assist in resolving complaints, handling both informal
concerns and formal investigations as required.
- Complete reference requests for current employees and
leavers.
Compliance, Policies & Governance
- Ensure employment contracts and the Employee Handbook are
current, legally compliant, and regularly reviewed.
- Lead the development and implementation of HR policies and
procedures aligned with employment legislation and best practice.
- Ensure all HR records are maintained in line with GDPR and
confidentiality policies.
- Prepare and process contract amendments as required.
- Support communication and understanding of key HR policies
and procedures across the organisation.
Employee Relations & People Management
- Conduct staff appraisals, probation reviews, and exit
interviews, ensuring key themes are reviewed and shared appropriately.
- Manage the offboarding process and maintain detailed records
of leavers.
- Serve as the first point of contact for all HR-related
queries, including flexible working requests and staff grievances.
- Be available for informal one-to-one support for employees
and management.
- Oversee absence, performance, capability, and disciplinary
matters using fair and consistent processes.
- Conduct return to work interviews following employee
absence.
- Lead informal meetings and investigations, and chair or
support formal HR meetings where required.
- Liaise with external HR advisors for specialist support in
complex or high-risk matters.
- Manage TUPE transfers, ensuring compliance with legal
requirements, employee integration, and support through the process.
- Support healthy workplace relationships and effective
internal communication across teams.
- Support dispute resolution processes as needed.
Training & Development
- Identify and monitor training and development needs across
the organisation.
- Ensure training and development needs are addressed based on
appraisals and organisational requirements.
- Lead on the analysis of feedback from staff surveys and exit
interviews to inform future development priorities.
- Coordinate employee attendance at internal and external
training programmes to support growth and career progression.
- Support initiatives such as apprenticeships, mentoring, and
leadership development.
Workplace Health & Wellbeing
- Ensure risk assessments are completed for all new starters
and reviewed annually.
- Facilitate employee access to occupational health services
where needed.
- Proactively identify and manage risks in line with
organisational health and safety protocols.
- Champion staff engagement and well-being strategies to
promote a positive and inclusive workplace culture.
Strategic & Organisational Development
- Work closely with the Executive Team to lead on strategic HR
initiatives and workforce planning, supporting organisational growth and
resilience.
- Monitor staffing levels and skill mix to ensure service
continuity and respond to urgent workforce needs.
- Lead on staff engagement activities and feedback mechanisms,
using insights to shape HR strategy and improve employee experience.
Job description
Job responsibilities
The following are the core responsibilities of the HR
Manager. There may be, on occasion, a requirement to carry out other tasks.
This will be dependent upon factors such as workload and staffing levels.
Recruitment & Onboarding
- Develop and regularly review job descriptions and person
specifications.
- Lead the full recruitment process, including advertising,
shortlisting, interviewing, and appointing candidates.
- Manage
the end-to-end onboarding process, including:
- Issuing
offer letters and employment contracts
- Coordinating
references and DBS checks
- Preparing
induction packs, rotas, and relevant documentationIntroducing
new staff to policies, procedures, and mandatory training
- Ensure
all new starters receive a comprehensive and timely induction.
- Notify the Finance Team of all starters, leavers, and
contract changes each month for payroll processing.
HR Operations & Systems
- Maintain and oversee internal HR systems (e.g. BrightHR),
ensuring data accuracy and efficiency in reporting.
- Manage processes for annual leave, sickness absence, and
timekeeping.
- Keep employee records accurate, up-to-date, and compliant
with data protection requirements.
- Monitor and track completion of statutory and mandatory
training, notifying employees when renewals are due.
- Maintain accurate records of meetings and discussions.
- Ensure all employees hold the necessary qualifications and
training for their roles.
- Complete and submit monthly NWRS and ARRS workforce
submissions.
- Manage HR matters for all employees, including employment
terms, pensions, contracts, and policy compliance.
- Assist in resolving complaints, handling both informal
concerns and formal investigations as required.
- Complete reference requests for current employees and
leavers.
Compliance, Policies & Governance
- Ensure employment contracts and the Employee Handbook are
current, legally compliant, and regularly reviewed.
- Lead the development and implementation of HR policies and
procedures aligned with employment legislation and best practice.
- Ensure all HR records are maintained in line with GDPR and
confidentiality policies.
- Prepare and process contract amendments as required.
- Support communication and understanding of key HR policies
and procedures across the organisation.
Employee Relations & People Management
- Conduct staff appraisals, probation reviews, and exit
interviews, ensuring key themes are reviewed and shared appropriately.
- Manage the offboarding process and maintain detailed records
of leavers.
- Serve as the first point of contact for all HR-related
queries, including flexible working requests and staff grievances.
- Be available for informal one-to-one support for employees
and management.
- Oversee absence, performance, capability, and disciplinary
matters using fair and consistent processes.
- Conduct return to work interviews following employee
absence.
- Lead informal meetings and investigations, and chair or
support formal HR meetings where required.
- Liaise with external HR advisors for specialist support in
complex or high-risk matters.
- Manage TUPE transfers, ensuring compliance with legal
requirements, employee integration, and support through the process.
- Support healthy workplace relationships and effective
internal communication across teams.
- Support dispute resolution processes as needed.
Training & Development
- Identify and monitor training and development needs across
the organisation.
- Ensure training and development needs are addressed based on
appraisals and organisational requirements.
- Lead on the analysis of feedback from staff surveys and exit
interviews to inform future development priorities.
- Coordinate employee attendance at internal and external
training programmes to support growth and career progression.
- Support initiatives such as apprenticeships, mentoring, and
leadership development.
Workplace Health & Wellbeing
- Ensure risk assessments are completed for all new starters
and reviewed annually.
- Facilitate employee access to occupational health services
where needed.
- Proactively identify and manage risks in line with
organisational health and safety protocols.
- Champion staff engagement and well-being strategies to
promote a positive and inclusive workplace culture.
Strategic & Organisational Development
- Work closely with the Executive Team to lead on strategic HR
initiatives and workforce planning, supporting organisational growth and
resilience.
- Monitor staffing levels and skill mix to ensure service
continuity and respond to urgent workforce needs.
- Lead on staff engagement activities and feedback mechanisms,
using insights to shape HR strategy and improve employee experience.
Person Specification
Experience
Essential
- Substantial experience in a generalist HR role
- Experience of end-to-end recruitment and onboarding
- Experience managing HR systems and data
- Experience of managing or supervising staff
- Experience advising managers on performance, conduct and capability
- Experience leading on the development of HR policies
- Experience of dealing with difficult and sensitive situations in a diplomatic and professional manner
- Demonstrable experience in large scale change management and experience of advising managers on complex change processes including redundancy, reorganisation, and TUPE transfers
- Experience of preparing and presenting/co-presenting cases at internal employment appeals
Desirable
- Experience of working within a healthcare or primary care setting
- Experience of working in other system partner organisations, such as local authority, education, or voluntary sector
- Experience in leading HR strategy and initiatives
- Experience managing change or workforce planning
- Experience with employee engagement surveys and staff feedback systems
- Experience in conducting audits
- Experience of writing detailed and fully costed business cases
Qualifications
Essential
- Educated to masters level education or equivalent qualification/experience
- CIPD (Chartered Institute of Personnel Development) Level 5 qualification (or equivalent experience)
- Minimum 3-5 years' experience in generalist HR role
- Evidence of continuous professional development in HR
- Training in employment law or HR best practices
Desirable
- CIPD Level 7 qualification (or working towards)
- Formal training in workshop/meeting facilitation
Aptitudes
Essential
- Personable, approachable, and able to build trust with colleagues
- Polite, punctual, and cooperative
- Commitment to equality, diversity and inclusion
- Solution-focused and proactive in identifying and addressing issues
- Maintains a professional, calm and efficient manner
Other Requirements
Essential
- Disclosure and Barring Service (DBS) check
- Ability to work and travel flexibly
- Attendance at annual updates and mandatory training as required
Knowledge
Essential
- Strong knowledge of UK employment law and HR best practices
- Understanding of GDPR and employee data compliance
- Knowledge of HR systems (e.g. BrightHR) and their application in HR processes
- Knowledge of health and safety legislation, workplace risk assessments, and best practices
- Advanced understanding of equality and diversity and the ability to analyse workforce information to identify evidence of poor/discriminatory practice
Desirable
- Knowledge of NHS / PCN (Primary Care Networks) or similar healthcare structures
- Knowledge of wellbeing and mental health support initiatives in the workplace
- Knowledge of occupational health services, including the ability to implement, monitor, and evaluate occupational health programmes to support employee wellbeing
Skills / Abilities
Essential
- Excellent communication, interpersonal and influencing skills
- Ability to manage sensitive and confidential information appropriately
- Ability to apply policies and procedures fairly
- Excellent attention to detail
- Ability to produce high-quality documentation and present clear reports
- Proficiency in Microsoft Office (Word, Excel, PowerPoint, etc.)
- Excellent time management skills with the ability to prioritise and manage multiple tasks effectively
- Ability to work independently and take initiative
Desirable
- Proven ability to work with external stakeholders, including HR specialists
Person Specification
Experience
Essential
- Substantial experience in a generalist HR role
- Experience of end-to-end recruitment and onboarding
- Experience managing HR systems and data
- Experience of managing or supervising staff
- Experience advising managers on performance, conduct and capability
- Experience leading on the development of HR policies
- Experience of dealing with difficult and sensitive situations in a diplomatic and professional manner
- Demonstrable experience in large scale change management and experience of advising managers on complex change processes including redundancy, reorganisation, and TUPE transfers
- Experience of preparing and presenting/co-presenting cases at internal employment appeals
Desirable
- Experience of working within a healthcare or primary care setting
- Experience of working in other system partner organisations, such as local authority, education, or voluntary sector
- Experience in leading HR strategy and initiatives
- Experience managing change or workforce planning
- Experience with employee engagement surveys and staff feedback systems
- Experience in conducting audits
- Experience of writing detailed and fully costed business cases
Qualifications
Essential
- Educated to masters level education or equivalent qualification/experience
- CIPD (Chartered Institute of Personnel Development) Level 5 qualification (or equivalent experience)
- Minimum 3-5 years' experience in generalist HR role
- Evidence of continuous professional development in HR
- Training in employment law or HR best practices
Desirable
- CIPD Level 7 qualification (or working towards)
- Formal training in workshop/meeting facilitation
Aptitudes
Essential
- Personable, approachable, and able to build trust with colleagues
- Polite, punctual, and cooperative
- Commitment to equality, diversity and inclusion
- Solution-focused and proactive in identifying and addressing issues
- Maintains a professional, calm and efficient manner
Other Requirements
Essential
- Disclosure and Barring Service (DBS) check
- Ability to work and travel flexibly
- Attendance at annual updates and mandatory training as required
Knowledge
Essential
- Strong knowledge of UK employment law and HR best practices
- Understanding of GDPR and employee data compliance
- Knowledge of HR systems (e.g. BrightHR) and their application in HR processes
- Knowledge of health and safety legislation, workplace risk assessments, and best practices
- Advanced understanding of equality and diversity and the ability to analyse workforce information to identify evidence of poor/discriminatory practice
Desirable
- Knowledge of NHS / PCN (Primary Care Networks) or similar healthcare structures
- Knowledge of wellbeing and mental health support initiatives in the workplace
- Knowledge of occupational health services, including the ability to implement, monitor, and evaluate occupational health programmes to support employee wellbeing
Skills / Abilities
Essential
- Excellent communication, interpersonal and influencing skills
- Ability to manage sensitive and confidential information appropriately
- Ability to apply policies and procedures fairly
- Excellent attention to detail
- Ability to produce high-quality documentation and present clear reports
- Proficiency in Microsoft Office (Word, Excel, PowerPoint, etc.)
- Excellent time management skills with the ability to prioritise and manage multiple tasks effectively
- Ability to work independently and take initiative
Desirable
- Proven ability to work with external stakeholders, including HR specialists
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.
