HR Manager

NHS
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 Federation’s 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 practices, 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 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 documentation
• Introducing 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.
• 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.
• 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

• 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
• 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

• 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
• CIPD Level 7 qualification (or working towards)
• 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

• Disclosure and Barring Service (DBS) check
• Ability to work and travel flexibly
• Attendance at annual updates and mandatory training as required

Knowledge

• 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 . click apply for full job details