Head of people
The head of people and the people leadership team set the organisation's people strategy and lead its HR, recruitment, learning, organisational development, and workforce functions. They advise the board on culture, workforce, and employment risk, and make sure the organisation can attract, grow, and keep the people it needs to deliver safe digital health services.
- Family
- Human resources
- UK GDaD PCF role
- None: this reference defines the role
- ESCO occupations
- human resources manager (ISCO-08 1212)
- On GitHub
- Role document · Role data
Levels
| Band | Role level | UK GDaD PCF level | Civil Service grades | Job evaluation points |
|---|---|---|---|---|
| 8c | Head of HR | — | — | 637 |
| 8d | Deputy director of people | — | — | 681 |
| 9 | Director of people | — | — | 739 |
In a digital health care organisation
- The organisation competes with other sectors for scarce digital, data, and technology talent, so people leaders balance pay rules and job evaluation with flexible working, career pathways, and a strong purpose.
- Services that run 24/7 depend on safe staffing, sustainable rotas, and staff wellbeing, which the board expects people leaders to monitor and improve.
- Culture affects patient safety, so people leaders link staff experience, speaking up, and inclusion to the quality of care.
- Workforce plans are made with partners across the health and care system, and staff may move between organisations when services change.
- Banded pay with job evaluation means new and changing digital roles must be evaluated consistently, and pay decisions must stand up to equal pay scrutiny.
ESCO occupations and skills
ESCO lists the skills and knowledge that employers usually need (essential) or may need (optional) for each occupation. Use them as a checklist for development conversations.
human resources manager
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
Essential skills and knowledge (36)
Skills and competences
- advise on personnel management
- apply company policies
- build trust
- comply with legal regulations
- coordinate operational activities
- develop corporate training programmes
- develop employee retention programs
- develop staff
- develop training programmes
- ensure gender equality in the workplace
- evaluate training
- hire human resources
- identify necessary human resources
- identify with the company's goals
- manage budgets
- manage human resources
- manage payroll
- monitor company policy
- negotiate employment agreements
- negotiate with employment agencies
- organise staff assessment
- plan medium to long term objectives
- promote gender equality in business contexts
- recruit employees
- recruit personnel
- shape corporate culture
- support employability of people with disabilities
- track key performance indicators
Knowledge
Optional skills and knowledge (48)
Skills and competences
- adapt training to labour market
- administer appointments
- advise on conflict management
- advise on organisational culture
- advise on risk management
- advise on social security benefits
- apply conflict management
- apply technical communication skills
- coordinate educational programmes
- create a work atmosphere of continuous improvement
- develop professional network
- discharge employees
- ensure information transparency
- evaluate performance of organisational collaborators
- gather feedback from employees
- give constructive feedback
- identify policy breach
- interview people
- manage corporate training programmes
- manage government policy implementation
- manage pension funds
- manage stress in the work place
- manage sub-contract labour
- monitor legislation developments
- monitor organisation climate
- negotiate settlements
- provide advice on breaches of regulation
- set inclusion policies
- set organisational policies
- supervise staff
- teach corporate skills
- work with virtual learning environments
- write inspection reports
Knowledge
- advertising techniques
- company policies
- consultation
- corporate law
- corporate social responsibility
- government policy implementation
- government social security programmes
- leadership principles
- organisational policies
- organisational structure
- principles of insurance
- social security law
- training subject expertise
- types of insurance
- types of pensions
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.