Part Time HR Manager
| Posting date: | 03 June 2026 |
|---|---|
| Salary: | £46,750 to £54,915 per year |
| Additional salary information: | £46750 - £54915 a year |
| Hours: | Full time |
| Closing date: | 21 June 2026 |
| Location: | London, E20 1JQ |
| Company: | NHS Jobs |
| Job type: | Contract |
| Job reference: | G0002-26-0007 |
Summary
Job purpose To support delivery of the organisations people, plan by providing a high-quality, end-to-end HR service and contributing to key strategic initiatives. Working closely with the Head of HR, the HR Manager will partner with managers and employees across the employee lifecycle, while leading or supporting project workstreams. The role requires a proactive, detail-focused practitioner who can confidently manage operational HR matters, including employee relations, alongside policy development and data-led insights. Key responsibilities 1.1. HR Advisory & Employee Relations Provide expert, timely and legally compliant HR advice to managers across the full range of employee relations matters, including absence management, performance, disciplinary, grievance and capability cases. Take ownership of ER cases, ensuring appropriate risk assessment, documentation and escalation to the Head of HR where required. Coach and upskill managers to build confidence and capability in people management, promoting consistent and fair application of policies and procedures. Plan and manage casework effectively, including investigations, hearings and appeals, ensuring accurate record keeping and adherence to organisational standards. Monitor ER trends and identify themes, providing insight and recommendations to inform proactive interventions.1.2. Policy & Compliance Lead on the development of manager guidance notes and FAQs to accompany policy updates Lead the development, review and implementation of HR policies and procedures, ensuring alignment with employment legislation, best practice and organisational priorities. Take responsibility for allocated policies from research and drafting through to consultation, approval and rollout. Ensure clear and accessible communication of policies, including producing guidance materials, toolkits and to support effective adoption. Maintain awareness of legislative changes and proactively advise the Head of HR on implications and required action. Design and run lunch and learn and other development interventions relating to HR policy and practice for managers and senior leaders. 1.3. People Plan Project Support Lead or contribute significantly to key People Plan workstreams, managing defined projects or work programs with clear objectives, timelines and outcomes. Coordinate project activity, including stakeholder engagement, progress tracking and reporting to the Head of HR. Use data and insight to inform project delivery, including areas such as DEI, engagement, and workforce planning. Evaluate the impact of initiatives and recommend improvements to enhance organisational effectiveness and employee experience. 1.4. HR Operations & People Data Analyse HR data from HR systems and other sources to identify trends, risks and opportunities, presenting clear and actionable insights. Produce regular and ad hoc reports to support decision-making by the Head of HR and Corporate Management Group. Ensure data accuracy and integrity within HR systems, promoting effective use of HR information to drive continuous improvement.1.5. Team Working Work closely with the HR Officer, who leads on recruitment, payroll and HR administration, to ensure a seamless and efficient HR service across the employee lifecycle. Provide guidance and oversight to the HR Officer on operational HR matters, ensuring accuracy, consistency and compliance with policies and procedures. Collaborate to continuously improve HR processes, systems and service delivery standards. Act as an escalation point for more complex queries arising from transactional HR activities. Support the development of the HR Officer by sharing knowledge, providing coaching and fostering a collaborative team environment. The duties and responsibilities outlined in this job description are not exhaustive. The postholder may be required to undertake other duties commensurate with the grade and nature of the role, as reasonably required by the Head of Human Resources.