Job summary Patient Care Locally (PCL) is seeking to recruit a Workforce Manager who will be responsible for the management of the day-to-day operations of People Practice, providing high standards of advice and support to people managers and the organisation. This role is an exciting opportunity to help build the organisations People Practice function, requiring an innovational approach, in-depth experience of an area crucial to the organisation and the people employed within. This role will be part of a developing team who focus on the shaping of the future of the PCL workforce, ensuring that we recruit, develop, engage, and retain a skilled and diverse workforce capable of meeting the evolving needs of the services offered. The individual will role model PCLs values, core behaviours and competencies in the day-to-day work and culture of PCL. Main duties of the job The below describes the important aspects of the role but is not an exhaustive list. The role will continue to grow and adapt with the People Practice team and wider organisation: People Practice Management Workforce Planning and Development Company Polices Workforce Management and Rostering Employee Relations and Wellbeing Recruitment and Retention Data and Analytics Strategy Development Personal Development About us Patient Care Locally (PCL) is a not-for-profit Community Interest Company (CIC) dedicated to enhancing healthcare delivery within Leicester, Leicestershire, and Rutland. Operating in close collaboration with the NHS, PCL focuses on identifying and addressing patient care needs that can be managed within primary care and community settings, thereby alleviating pressure on hospital services and ensuring patients receive timely, appropriate care closer to home. By delivering care in local settings, PCL ensures that patients receive the right care at the right time and in the right place. PCL is rapidly expanding beyond Leicester, Leicestershire and Rutland and are committed to maintaining the highest standards of quality in its service provision. By focusing on patient-centred care and continuous improvement, PCL strives to meet the evolving healthcare needs of local populations effectively. PCL has been recognised for our innovative working across various awards sectors including being a finalist at the HSJ Awards in 2024 and a finalist at the Strategic PA Awards in 2024. More information can be found at the LLR PCL website: Home Patient - LLR PCL - Leicester, Leicestershire, and Rutland Patient Care Locally Date posted 25 February 2025 Pay scheme Other Salary £37,338 to £44,962 a year Contract Permanent Working pattern Full-time, Home or remote working Reference number E0349-25-0003 Job locations Office 2 and 3, Coalville Business Centre Goliath Way Coalville Leicestershire LE67 3FT Job description Job responsibilities People Practice Management To maintain an understanding and awareness of legislative and case law developments and the practical implications that this will have now and in the future for our organisation To provide relevant and support to people managers on situations that require sensitive handling, expertise, and knowledge, (appropriately escalating to line manager), such as Supporting people managers with difficult conversations Performance management plans Management of change scenarios Redundancy TUPE To maintain the smooth running of standard day-to-day People Practice team functions, but not limited to Lead on all recruitment activities and responsibilities Conduct reviews of annual leave, absence management, mandatory learning, and onboarding activities with people managers Conduct reviews of performance against objectives with people managers for their teams Lead on the development and implementation of mechanisms for resolving conflicts, handling grievances, and ensuring compliance with employment laws, creating documentation, ensuring storage is compliant and consistency is achieved across people management team To provide a knowledge and provision of professional, high quality, People Practice advice, to support both internally and externally diverse needs of the workforce To support PCL with developing functions that can be replicated and expanded across multiple entities, through growth of the existing organisation or through sales to other organisations Workforce Planning and Development To support the Head of People Practice and Workforce Strategy and wider senior management team with the design and implementation of performance plans and frameworks which highlight support for staff whilst ensuring accountability for own development and performance To support effective organisational change, ensuring the workforce is responsive to changes within the company by managing organisational change effectively To lead on the research and scoping of systems that support with workforce, ensuring that new systems implemented will be fit for purpose for the medium to long term vision of the organisation To support the People Practice function in implementing systems that support with workforce, embracing changes and personal and organisational development. Including engagement with people managers and their teams prior to, during and post implementation. To foster a culture within PCL that enables staff to maximise their contribution to service objectives and to personal development and growth. Company Polices To lead on the storage and maintenance of all company policies, ensuring accessible to all areas of the organisation, relevant and compliant To lead on the delivery of People Practice policies and processes to manage employee relations effectively, ensuring high levels of staff engagement and morale To engage with relevant stakeholders and policy owners to achieve a demonstrable overview of current and future company position of company policy library To lead on the development and implementation of policies which protect and support areas such as the flexible needs of the workforce and services offered through utilisation of different contractual and payment mechanisms. Always ensuring that this is in line with employment law and linking in with colleagues around tax and other implications To support the creation and management of policies that protect the organisation whilst supporting individuals in changing circumstances. Ensuring that policies are kept up to date for these scenarios and that they reflect fairness and application of the organisation. Ensuring the need to be updated in line with current vision, values, and objectives Workforce Management and Rostering To oversee and maintain the workforce rostering function across the organisation, providing an independent and impartial view to satisfy conflicting operational team demands To lead on the maintenance of a strong understanding of workforce skills, capabilities, and development areas, identifying and creating solutions to satisfy the gaps within the operational teams, working closely with operational mangers across the organisation To develop and keep up to date and relevant policies which impact on flexible workers or minority groups such as lone working policies and zero hours policies Lead on the reporting for workforce gaps against operational requirements in a visual and effective way, utilising analytical reports in conjunction with the Business Intelligence team Employee Relations and Wellbeing Lead and support the promotion of employee wellbeing initiatives, providing a supportive environment that enhances staff health and work-life balance. To escalate where colleagues deviate from this with managers to foster the culture of support Lead on the engagement of the workforce for feedback to be given at every level, ensuring that people managers are as effective as possible and have identified development goals To lead on obtaining feedback on organisational culture through staff surveys and other activities to improve the quality of working life so that staff feel involved, motivated, and supported in their work Promote and provide visibility of all Wellbeing and colleague feedback initiatives, ensuring progress plans and actions are accessible to all employees where relevant Report to Head of People Practice and Workforce Strategy with identifiable trends, feedback, and progress Recruitment and Retention To maintain a strong governance process around recruitment for the organisation, ensuring consistency, building opportunities, and attracting talent, keeping the organisation safe and ensuring this is fair and equitable for all Work directly with people managers to identify the most appropriate platform for recruitment, ensuring this remains cost effective to the organisation To build stakeholder relations enabling the socialising of PCL job adverts are effective across healthcare systems to foster attraction and retention of talent To develop partnerships with local organisations, education sector and agencies to attract and retain talent Oversee the innovation of ensuring the organisation has an effective implementation of retention strategies, reducing turnover and building long-term workforce sustainability Data and Analytics To lead on the development and presentation of data on workforce at different levels of the organisation and group structure To develop a strong relationship with the Business Intelligence Team to provide quantitative and qualitative People Practice data for all areas of the organisation and stakeholders To support the use of trends and data analytics to drive changes within the organisation for performance, resource allocations, staff satisfaction and wellbeing and beyond Strategy Development Champion PCL's values, promoting inclusivity, diversity, and equality within the workforce.Support with the implementation of a forward-thinking People Practice strategy and development for the organisation, ensuring the People Practice Strategy is aligned with PCL goals and workforce challenges Contribute and support with the implementation of a forward-thinking People Practice strategy, inclusive of organizational workforce engagement, aligned with PCLs vision, values and strategic objectives Attend external events around workforce strategy with LLR ICB and beyond Engaging with professional bodies as required Personal Development: Deputising for the Head of People Practise and Workforce Strategy as required Be committed to continued professional development and learning new skills Attending webinars and events that may be internal or external to the business to better understand the People Practice industry and future planning Keep up to date with all new and mandatory training associated with the role Attending PCL Stakeholder events to broaden your network and build relationships Attending our bi-annual PCL staff development and engagement sessions Job description Job responsibilities People Practice Management To maintain an understanding and awareness of legislative and case law developments and the practical implications that this will have now and in the future for our organisation To provide relevant and support to people managers on situations that require sensitive handling, expertise, and knowledge, (appropriately escalating to line manager), such as Supporting people managers with difficult conversations Performance management plans Management of change scenarios Redundancy TUPE To maintain the smooth running of standard day-to-day People Practice team functions, but not limited to Lead on all recruitment activities and responsibilities Conduct reviews of annual leave, absence management, mandatory learning, and onboarding activities with people managers Conduct reviews of performance against objectives with people managers for their teams Lead on the development and implementation of mechanisms for resolving conflicts, handling grievances, and ensuring compliance with employment laws, creating documentation, ensuring storage is compliant and consistency is achieved across people management team To provide a knowledge and provision of professional, high quality, People Practice advice, to support both internally and externally diverse needs of the workforce To support PCL with developing functions that can be replicated and expanded across multiple entities, through growth of the existing organisation or through sales to other organisations Workforce Planning and Development To support the Head of People Practice and Workforce Strategy and wider senior management team with the design and implementation of performance plans and frameworks which highlight support for staff whilst ensuring accountability for own development and performance To support effective organisational change, ensuring the workforce is responsive to changes within the company by managing organisational change effectively To lead on the research and scoping of systems that support with workforce, ensuring that new systems implemented will be fit for purpose for the medium to long term vision of the organisation To support the People Practice function in implementing systems that support with workforce, embracing changes and personal and organisational development. Including engagement with people managers and their teams prior to, during and post implementation. To foster a culture within PCL that enables staff to maximise their contribution to service objectives and to personal development and growth. Company Polices To lead on the storage and maintenance of all company policies, ensuring accessible to all areas of the organisation, relevant and compliant To lead on the delivery of People Practice policies and processes to manage employee relations effectively, ensuring high levels of staff engagement and morale To engage with relevant stakeholders and policy owners to achieve a demonstrable overview of current and future company position of company policy library To lead on the development and implementation of policies which protect and support areas such as the flexible needs of the workforce and services offered through utilisation of different contractual and payment mechanisms. Always ensuring that this is in line with employment law and linking in with colleagues around tax and other implications To support the creation and management of policies that protect the organisation whilst supporting individuals in changing circumstances. Ensuring that policies are kept up to date for these scenarios and that they reflect fairness and application of the organisation. Ensuring the need to be updated in line with current vision, values, and objectives Workforce Management and Rostering To oversee and maintain the workforce rostering function across the organisation, providing an independent and impartial view to satisfy conflicting operational team demands To lead on the maintenance of a strong understanding of workforce skills, capabilities, and development areas, identifying and creating solutions to satisfy the gaps within the operational teams, working closely with operational mangers across the organisation To develop and keep up to date and relevant policies which impact on flexible workers or minority groups such as lone working policies and zero hours policies Lead on the reporting for workforce gaps against operational requirements in a visual and effective way, utilising analytical reports in conjunction with the Business Intelligence team Employee Relations and Wellbeing Lead and support the promotion of employee wellbeing initiatives, providing a supportive environment that enhances staff health and work-life balance. To escalate where colleagues deviate from this with managers to foster the culture of support Lead on the engagement of the workforce for feedback to be given at every level, ensuring that people managers are as effective as possible and have identified development goals To lead on obtaining feedback on organisational culture through staff surveys and other activities to improve the quality of working life so that staff feel involved, motivated, and supported in their work Promote and provide visibility of all Wellbeing and colleague feedback initiatives, ensuring progress plans and actions are accessible to all employees where relevant Report to Head of People Practice and Workforce Strategy with identifiable trends, feedback, and progress Recruitment and Retention To maintain a strong governance process around recruitment for the organisation, ensuring consistency, building opportunities, and attracting talent, keeping the organisation safe and ensuring this is fair and equitable for all Work directly with people managers to identify the most appropriate platform for recruitment, ensuring this remains cost effective to the organisation To build stakeholder relations enabling the socialising of PCL job adverts are effective across healthcare systems to foster attraction and retention of talent To develop partnerships with local organisations, education sector and agencies to attract and retain talent Oversee the innovation of ensuring the organisation has an effective implementation of retention strategies, reducing turnover and building long-term workforce sustainability Data and Analytics To lead on the development and presentation of data on workforce at different levels of the organisation and group structure To develop a strong relationship with the Business Intelligence Team to provide quantitative and qualitative People Practice data for all areas of the organisation and stakeholders To support the use of trends and data analytics to drive changes within the organisation for performance, resource allocations, staff satisfaction and wellbeing and beyond Strategy Development Champion PCL's values, promoting inclusivity, diversity, and equality within the workforce.Support with the implementation of a forward-thinking People Practice strategy and development for the organisation, ensuring the People Practice Strategy is aligned with PCL goals and workforce challenges Contribute and support with the implementation of a forward-thinking People Practice strategy, inclusive of organizational workforce engagement, aligned with PCLs vision, values and strategic objectives Attend external events around workforce strategy with LLR ICB and beyond Engaging with professional bodies as required Personal Development: Deputising for the Head of People Practise and Workforce Strategy as required Be committed to continued professional development and learning new skills Attending webinars and events that may be internal or external to the business to better understand the People Practice industry and future planning Keep up to date with all new and mandatory training associated with the role Attending PCL Stakeholder events to broaden your network and build relationships Attending our bi-annual PCL staff development and engagement sessions Person Specification Knowledge Essential Advanced computer literacy with competency in Microsoft Suite including Outlook, Teams, Word, Excel, SharePoint and PowerPoint Demonstrable communication and interpersonal skills with a focus on building collaborative relationships across all levels of the organisation. Ability to analyse problems and to develop and successfully implement solutions to address them. Working knowledge of rostering on behalf of operational teams and an understanding of the challenges that this can bring. Desirable Working knowledge of developing and implementing policies and procedures based on organisational or legislative requirements. Knowledge of PRINCE 2 or equivalent methodology and documentation. Knowledge of the NHS environment, NHS policies, healthcare workforce regulations, and relevant employment laws. Knowledge of Agenda for Change NHS pay scale banding. Experience Essential Proven experience of working in a People Practice environment Experience acting on matters relating to recruitment and retention, employee engagement, workforce planning, learning and development, reward schemes, personal development and performance management Evidenced experience in the reference to and application of organisational policies and abiding by employment law and best practice. Proven experience of clear communication both verbal and written able to translate complex policies or processes into business-friendly terminology Experience with managing difficult conversations and scenarios involving people management. Experience of influencing and contributing at different levels of an organisation. Strong experience and commitment to inclusivity and diversity within the workforce Desirable Experience of supporting employee engagement and wellbeing initiatives Personal Skills Essential Have a proven ability to work independently, work well under pressure to meet the demands of the business, allowing flexibility and prioritisation. Being perceptive and able to work on intuition. Have a demonstrable ability to extract, interpretate, create and deliver high quality presentations of data for different stakeholder levels. To be able to embrace, adapt, learn and lead on organisational change. Highly organised and detail-orientated able to manage multiple areas of work effectively, with a high level of attention to detail. Ability to work independently, prioritising own workload and escalating when needed. Team player works collaboratively within the teams across the organisation. Have great interpersonal and organisational skills. A commitment to continued development, willing to learn new skills and broaden knowledge. Ability to adapt to fast-paced and ever-changing environments. Ability to travel for business meetings, events, and project requirements as needed. Demonstrates high levels of acting with integrity, ethically and confidentially. To be compassionate, caring and a fair and independent voice for the organisation. Commitment to Values & Behaviours Essential Must be able to demonstrate behaviours consistent with the PCLs Values and Behaviours. Equality & Diversity Essential Able to demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs. Qualifications Essential Degree level education or equivalent, or evidence of experience working in a people practice environment. Desirable Foundation Membership of the CIPD or equivalent professional People Practice or postgraduate qualification. Person Specification Knowledge Essential Advanced computer literacy with competency in Microsoft Suite including Outlook, Teams, Word, Excel, SharePoint and PowerPoint Demonstrable communication and interpersonal skills with a focus on building collaborative relationships across all levels of the organisation. Ability to analyse problems and to develop and successfully implement solutions to address them. Working knowledge of rostering on behalf of operational teams and an understanding of the challenges that this can bring. Desirable Working knowledge of developing and implementing policies and procedures based on organisational or legislative requirements. Knowledge of PRINCE 2 or equivalent methodology and documentation. Knowledge of the NHS environment, NHS policies, healthcare workforce regulations, and relevant employment laws. Knowledge of Agenda for Change NHS pay scale banding. Experience Essential Proven experience of working in a People Practice environment Experience acting on matters relating to recruitment and retention, employee engagement, workforce planning, learning and development, reward schemes, personal development and performance management Evidenced experience in the reference to and application of organisational policies and abiding by employment law and best practice. Proven experience of clear communication both verbal and written able to translate complex policies or processes into business-friendly terminology Experience with managing difficult conversations and scenarios involving people management. Experience of influencing and contributing at different levels of an organisation. Strong experience and commitment to inclusivity and diversity within the workforce Desirable Experience of supporting employee engagement and wellbeing initiatives Personal Skills Essential Have a proven ability to work independently, work well under pressure to meet the demands of the business, allowing flexibility and prioritisation. Being perceptive and able to work on intuition. Have a demonstrable ability to extract, interpretate, create and deliver high quality presentations of data for different stakeholder levels. To be able to embrace, adapt, learn and lead on organisational change. Highly organised and detail-orientated able to manage multiple areas of work effectively, with a high level of attention to detail. Ability to work independently, prioritising own workload and escalating when needed. Team player works collaboratively within the teams across the organisation. Have great interpersonal and organisational skills. A commitment to continued development, willing to learn new skills and broaden knowledge. Ability to adapt to fast-paced and ever-changing environments. Ability to travel for business meetings, events, and project requirements as needed. Demonstrates high levels of acting with integrity, ethically and confidentially. To be compassionate, caring and a fair and independent voice for the organisation. Commitment to Values & Behaviours Essential Must be able to demonstrate behaviours consistent with the PCLs Values and Behaviours. Equality & Diversity Essential Able to demonstrate a commitment and understanding of the importance of treating all individuals with dignity and respect appropriate to their individual needs. Qualifications Essential Degree level education or equivalent, or evidence of experience working in a people practice environment. Desirable Foundation Membership of the CIPD or equivalent professional People Practice or postgraduate qualification. 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. Employer details Employer name LLR Patient Care Locally Community Interest Company Address Office 2 and 3, Coalville Business Centre Goliath Way Coalville Leicestershire LE67 3FT Employer's website https://llrpcl.co.uk (Opens in a new tab)