HR Business Partner | Chelsea and Westminster Hospital NHS Foundation Trust

Are you an experienced HR professional with a passion for workforce transformation, organisational development and strategic planning? We are seeking a HR Business Partner to join the HR Business Partnering Team at Chelsea and Westminster Hospital NHS Foundation Trust.

This is a12‑month fixed‑termrole initially, with the potential to become permanent. Secondments are welcome.

Interview Date :- 12-June-2026

This is a great opportunity to play a key role in ensuring we have the right people, in the right place, at the right time.

About You

You will bring

• Proven experience as a Senior HR Business Partner or similar role in a complex healthcare or public sector setting.
• Strong skills in workforce planning, organisational development and change management.
• Excellent stakeholder engagement and the ability to influence at all levels, including senior leaders.
• A strategic mindset with the ability to balance operational and long‑term priorities.
• Knowledge of NHS workforce, employee relations and organisational change policies.
• CIPD Level 7 (or equivalent experience).

Why Join Us?

• Make a real impact by shaping our workforce and supporting better patient care.
• Join a forward‑thinking HR team working on innovative, meaningful projects.
• Access development opportunities to support your career growth.
• Benefit from flexible and hybrid working arrangement

About the Role

As a HR Business Partner, you will

Develop and implement workforce plansaligned with corporate priorities and financial, activity, and HR metrics.

Lead strategic workforce planning, succession planning, and talent management to ensure future workforce sustainability.

Support business cases and service development plans, driving workforce productivity and role redesign.

Lead organisational change initiatives, engaging with key stakeholders, including trade unions, to ensure smooth transitions.

Champion leadership and organisational development, embedding a culture of continuous improvement and innovation.

Monitor and enhance staff experience, using tools such as the national staff survey to inform engagement strategies.

Provide expert HR adviceon complex employee relations issues, supporting divisional leadership teams.

Drive recruitment and retention strategies, particularly for hard-to-fill roles, ensuring workforce stability.

Lead and contribute to Trust-wide workforce projects, shaping policies and strategies to align with business objectives.

Chelsea and Westminster Hospital NHS Foundation Trust is one of England's top-performing and safest trusts. We operate two main acute hospital sites—Chelsea and Westminster Hospital and West Middlesex University Hospital—along with award-winning clinics across North West London.

Our nearly 7,500 staff care for a diverse population of 1.5 million, providing full clinical services, including maternity, A&E, and children’s services, plus specialist HIV and sexual health clinics. The Care Quality Commission rates us 'Good' in safety, effectiveness, care, and responsiveness, and 'Outstanding' in leadership and resource use.

We continually invest in our facilities, including a £30m expansion of critical care at Chelsea and Westminster and an £80m Ambulatory Diagnostic Centre at West Middlesex.

We are committed to equal opportunities and believe that diversity drives innovation and excellence. As part of our dedication to equity, we actively welcome applications from individuals from the global majority, veterans and underrepresented communities. We value the unique perspectives and experiences that diverse teams bring and are committed to creating an environment where all voices are heard, respected, and empowered to succeed."

If you haven’t heard from us within three weeks of the closing date, your application was likely unsuccessful. Employment is subject to a six-month probationary period.

Some roles may require weekend shifts at multiple sites.

· Proactively contribute to the development of divisional workforce plans, ensuring that workforce plans are consistent with corporate workforce priorities and that financial, activity and HR metrics are aligned.

· Support the development of business cases and service development plans ensuring that productivity metrics, workforce and role redesign options are fully explored.

· Set and agree key workforce performance indicators for the division and clinical directorates, analysing data each reporting period and driving discussions with divisional management teams to ensure plans are put in place to resolve areas of concern.

· Lead organisational thinking regarding external changes and impact on the division’s workforce and work in collaboration with professional leads in the development of innovative workforce interventions, solutions and best practice ways of working.

· Proactively seeks to understand readiness for change plans across the division and develop and lead initiatives to ensure successful implementation with key stakeholders, including engaging and consulting with trade unions. Ensure structural change is well managed.

· Drive strategic discussions in the areas of people and succession planning to ensure the division has the right talent in the right place at the right time, forecasting people needs and ensuring that these are being met.

· Develop and monitor recruitment and retention strategies for hard to fill posts and ensure recruitment controls are in place

· Lead on the development of a climate of active staff engagement in support of the objectives of the Trust, in particular the delivery of exemplary patient safety and experience.

· Use the national staff survey and developinnovative ways of tracking and reporting on staff experience, to develop interventions to enhance engagement.

· Promote organisational development and change across the division by understanding and interpreting leadership issues and delivering innovative leadership development solutions that change behaviours.

· Champion the continuous development of leadership capability by

o Leading the division’s talent management process and aggregate development requirements to inform training needs

o Ensuring line managers are trained and supported in dealing with staff management issues.

o Leading on the delivery of division wide coaching to build capability

o Developing bespoke organisational development and training initiatives

Please refer Job description in details

Regularly research HR best practice and ensure that divisional organisational development processes are kept updated as appropriate.

This job description may be subject to change according to the varying needs of the service. Such changes will be made after discussion between the post holder and his/her manager.

All duties must be carried out under supervision or within Trust policy and procedure. You must never undertake any duties that are outside your area of skill or knowledge level. If you are unsure you must seek clarification from a more senior member of staff.

This advert closes on Sunday 31 May 2026