Head of HR

At Primary Care Sheffield, we are seeking an experienced Head of HR. This senior leadership role is critical to ensuring we attract, develop, and retain a skilled, compassionate workforce while supporting safe, compliant, and high-quality patient care.

Interviews will be held at head office, week commencing 16th Feb 2026.

If you would like more information or an informal chat about the role, please reach out to Dawn Horanszky, Interim HR Manager, at

You will provide HR support to PCS Executive Team in all aspects of strategic and operational HR. You willbe responsible for the provision of HR information submitted to the Board and Executive. You will be responsible for ensuring that the HR service is fit for purpose and develops in line with the organisation. You will lead the HR Team supporting services within the organisation in delivering day to day HR adviceand information on all aspects of the employee lifecycle.

Providing expertise on all employee relations and policy matters including grievance, disciplinary,sickness absence, recruitment and terms and conditions advice to Managers andall staff groups, including GPs, within PCS and any PCNs we work alongside.

You will be a member of the Management Team for services delivered byPCS. You will ensure the development and implementation of a high-quality HR service providing consistent and timely best practice advice.

Primary Care Sheffield (PCS) is a GP-led organisation. Our shareholders are 79 GP practices in Sheffield covering over half a million patients. As well as providing a unified voice for general practice in the city, we play an active role both within our Accountable Care Partnership (ACP) and the wider South Yorkshire and Bassetlaw Integrated Care System (ICS).

• Responsible for developing a comprehensive HR service across PCS which is reviewed on a regular basis to ensure fitness for purpose.
• To lead on the People Strategy in conjunction with the Finance Director and ensure PCS policies and procedures link into the strategic aims and values of the organisation.
• Work with the leadership team to develop a comprehensive workforce plan
• Design a management competency framework and supporting information to link with the People Strategy and the development plan which links into this.
• Analyse and interpret complex HR data to inform workforce plans and skills review and provide relevant information to teams across the business.
• Provide leadership, both professional and operational, in support to the senior managers and their teams to deliver expert employee relations advice across the entire organization for both medical and non-medical staff.
• To lead on the development and review of HR policies, procedures and practice to ensure they are compliant with all relevant legislation, best practice and the Company values, for all staff groups
• To interpret HR policy and legislation, providing guidance to managers and the operational HR Team on cases with unique characteristics, or where precedent has not yet been set.
• Lead the HR Team focussing on developing a positive employee relations climate, delivering consistent support and advice to management and employees on the interpretation and application of the full range of policies and procedures relating to general HR issues;
• Ensure the provision of management information reports to support managers in the application of the Attendance Management Policy.
• Ensure the team proactively monitors attendance data and in order to support and interventions are focussed to support improved levels of attendance.
• Set the objectives and the performance management framework for the team and, through regular monitoring, ensure objectives continue to deliver in line with the strategy of the Trust. To regularly prepare reports, analyses and position papers as required,
• Provide long-term strategic planning for the HR Team to incorporate links to the People Plan
• Responsible for providing expert employee relations advice of highly complex and contentious cases to senior managers, executives and board members.
• Act as an expert resource on issues relating to employment legislation, employee relations, organisational change and complex case management including highly sensitive redeployment, redundancy, transfer, disciplinary and grievance issues.
• Set the objectives and the performance management framework for the team and, through regular monitoring, ensure objectives continue to deliver in line with the strategy of PCS
• To delegate pieces of work in support of various projects ;
• Commission and conduct research into specific areas of HR activity, including employment legislation, case law, benchmarking and good practice.
• To communicate highly complex information in a hostile, antagonistic or highly emotive atmosphere for example communicating service/staff issues at appeals and employment tribunals.
• To support and participate in the development and delivery of training to all staff groups in all areas of HR…