Chief People Officer

The Chief People Officer (CPO) is a senior leadership position responsible for the development and oversight of all aspects of the St Gemma's Hospice People strategy. Reporting directly to the Chief Executive, the CPO will provide strategic and operational leadership to the organisation's Human Resources (HR) and organisational development functions.

Client Details

St Gemma's is a local, independent charity that has been providing expert palliative care, research and support to the people of Leeds for over 45 years. Local, and always caring, St. Gemma's offers a range of expert services both in the Hospice, and in the local community, to support people with life-threatening illnesses. The Academic Unit is a partnership between St Gemma's and the University of Leeds, working to improve care of those approaching the end of life through integrated research, training and clinical practice. The Hospice is funded predominantly through fundraising, legacies and our retail shops with contribution, around 30%, from the NHS and a small contribution from commercial activities.

Description

Reporting to the Chief Executive, the primary objective of this newly created Chief People Officer role is to ensure that the Hospice's people practices align with its mission, values, and long-term strategic objectives, supporting an inclusive, supportive and high-performing culture and work environment for both staff and volunteers.

Key Responsibilities:

1. Leadership & Strategy
   • Develop and implement a strategic People and Culture plan that aligns with the Hospice's mission and long-term strategy.
   • Lead the Human Resources team to ensure the effective delivery of day-to-day HR operations for staff and volunteers, including recruitment, on-boarding, employee relations and performance management.
   • Foster a high-performance, diverse and inclusive culture by guiding the leadership team in making effective workforce-related decisions.
   • Provide HR insights, recommendations and measures for success as a key member of the Hospice Executive, contributing to overall organisational strategy and governance.
   • Ensure the Hospice is an employer of choice, focused on attracting, retaining, and developing talent, with robust succession planning.
   • Contribute to the success of the Hospice Executive as a team, demonstrating a collaborative style to support problem-solving and decision-making.
     
     
2. Organisational Development & Continuous Improvement
   • Develop and lead organisational development initiatives with key stakeholders, including training and development programmes, leadership development, and succession planning, partnering effectively where required.
   • Lead continuous improvement programmes to enhance operational efficiency and ensure the workforce is equipped with the right skills and knowledge to succeed.
   • Help drive a results-oriented approach within the Hospice, ensuring that workforce activities and processes are effectively monitored, audited and evaluated.
   • Develop and implement a performance management framework that drives and supports a culture of feedback, growth and accountability.
     
     
3. Staff Wellbeing & Culture
   • Oversee the creation and implementation of initiatives that promote staff wellbeing, work-life balance, and mental health support.
   • Lead culture transformation programmes to ensure alignment with organisational values and behaviours, and accountability at all levels.
   • Drive staff engagement initiatives, creating an environment that values collaboration, inclusivity, and personal development.
   • Champion equality, diversity and inclusion within all aspects of HR practice.
     
     
4. Compliance & Risk Management
   • Ensure compliance with all relevant employment legislation, health and safety regulations, and other statutory requirements.
   • Oversee the development of HR policies and procedures, ensuring they are up to date, aligned with best practice and audited for future planning.
   • Manage risk, including overseeing any formal or informal disciplinary processes and mitigating potential issues before they escalate; enact crisis management or business continuity procedures if required.
     
     
5. Employee Relations & Conflict Resolution
   • Provide expert senior level advice, coaching and support on employee relations matters, managing informal and formal resolutions when required.
   • Maintain oversight and support over all investigations, grievance handling, and disciplinary proceedings as necessary.

Profile

Experience:

• A proven track record of senior HR leadership; experience in the healthcare, hospice or charity sector is desirable.
• Extensive experience in managing HR teams and delivering effective strategic and operational HR services.
• Experience managing and supporting a large volunteer workforce is highly desirable.
• Demonstrated experience in leading culture change initiatives, diversity programmes and driving employee engagement.
• A strong background in organisational development, talent management, partnership and continuous improvement.

Skills & Abilities:

• Agile Leadership: Ability to inspire and lead a small HR and volunteering services team, managing both strategic direction and day-to-day operations effectively.
• People Strategy & Execution: Strong ability to develop and execute a People plan aligned with the organisation's values and goals, delivering measurable outcomes.
• Employee & Volunteer Relations: Deep understanding of employment law, employee relations, conflict resolution, and disciplinary procedures, with the ability to manage complex situations sensitively and professionally.
• Communication: Excellent communication skills, with the ability to build relationships at all levels of the organisation, foster a culture of transparency and trust and collaborate with other organisations in the health and care system.
• Cultural Competence: Passionate about creating a positive, inclusive organisational culture, with experience of embedding values and behaviours into practice.
• Change Management: Experience leading or supporting significant change initiatives and organisational development programmes.
• Problem-Solving: Strong analytical and problem-solving skills, with the ability to make sound decisions in a fast-paced and sometimes emotionally challenging environment.

Qualifications:

• CIPD Level 7 (current membership) in Strategic People Management.
• Additional qualifications or training in leadership and coaching are desirable.

Personal Attributes:

• Values-driven, supporting the Hospice values of caring, aspiring and professional.
• Compassionate and empathetic, with a genuine passion for supporting the wellbeing of employees and volunteers in a hospice environment.
• Strong interpersonal skills with a collaborative and team-oriented mindset.
• Resilient and adaptable, able to navigate challenging situations with sensitivity and professionalism.
• Proactive, with a clear focus on continuous improvement and a drive for excellence.

Job Offer

This is a challenging and rewarding opportunity for an experienced HR leader who is passionate about making a difference in the lives of employees and volunteers within a hospice setting. If you are committed to creating a positive and supportive environment for our team, we would love to hear from you.

• Salary: 85,000 - 95,000 (commensurate with experience)
• Contract Type: Fixed term contract, 3 years. While full-time hours are preferable, part-time hours would be considered for the right candidate.
• Benefits: Generous annual leave, pension scheme, wellbeing support, professional development opportunities.

The role requires a high level of daily visible leadership within the Hospice.