Deputy Director of People & Culture

• Senior-level experience within a complex organisation, ideally within the NHS or another large public/healthcare environment.
• A strong track record of leading People and Culture transformation and organisational change.
• Exceptional strategic leadership and influencing skills.
• The credibility, resilience and emotional intelligence to build strong relationships with colleagues at every level.

Essential

• Degree or equivalent level of knowledge acquired through experience.
• Postgraduate qualification in HR, organisational development, workforce, leadership or related discipline, or equivalent senior professional experience.
• Chartered Member or Fellow member of CIPD or equivalent professional standing.
• Evidence of continuing professional development.

Desirable

• Masters level qualification or equivalent

Essential

• Significant senior People / HR leadership experience in a large, complex organisation.
• Experience of coordinating delivery across multiple senior portfolios or functions.
• Experience of workforce planning, organisational change, staff experience, employee relations, and People strategy delivery.
• Experience of advising senior leaders on complex people matters.
• Experience of working with staff side / trade union colleagues.
• Experience of coordinating assurance, governance, risk or performance reporting.
• Experience of budget management and financial stewardship.

Desirable

• Experience within the NHS or a similarly complex public sector environment.
• Experience of annual planning, cost improvement / financial viability workstreams or operating model change.
• Experience of workforce systems transformation or data quality improvement.

Essential

• Strong knowledge of strategic and operational People practice.
• Understanding of workforce planning, employee relations, recruitment, organisational development, learning, and staff experience.
• Ability to coordinate complex programmes across multiple stakeholders.
• Ability to analyse and present workforce, financial and performance information.
• Strong written and verbal communication skills.
• Ability to influence senior colleagues without relying solely on formal authority.
• Ability to manage ambiguity, competing priorities and sensitive issues.
• Ability to identify risks, dependencies and decisions requiring escalation.
• Strong commitment to equality, inclusion, staff experience and continuous improvement.