HR People Partner - Maternity Cover Fire and Rescue Service

HR People Partner – Maternity Cover

Grade: G

Salary: £44,075 to £47,181 per annum (rising by annual increments to £47,181) More information on salaries and progression can be found on our pay and policies page.

Hours:

Full Time - 37 hours per week

Location:

The role will be based at either Poundbury, Dorchester or Salisbury with flexibility to work from home/DWFRS Stations/Support Offices. We welcome a conversation with the successful candidate on the best flexible working arrangement.

Travel:
Significant travel across the Service, particularly to Christchurch, Springbourne, Ferndown, Verwood, Poole, Hamworthy, Swanage and Wareham.

Appointment type:
Temporary – up to 18 months fixed term contract (or until return of substantive postholder) – maternity cover

Contact:
For a chat about this post, please contact Adele Smyth, Senior HR People Partner on 07585 985503 or

Closing date for applications:
Sunday 11 January 2026 (midnight). Interviews will take place on Thursday 22 January 2026. Further interview details will be provided before the interview date.

This is a fantastic opportunity to join Dorset & Wiltshire Fire and Rescue Service, an organisation passionate about changing and saving lives. Our corporate staff are vital in making our communities safer and healthier.

We offer a wide range of employee benefits including a flexi time scheme, Local Government Pension Scheme, generous annual leave, family‑friendly schemes such as 39 weeks’ full pay during maternity leave (subject to qualifying criteria) and health & well‑being services.

• Develop relationships with, and provide support to, managers within the Service ensuring best practice is implemented, working closely with them to deliver their objectives and enable delivery of the business plan
• Provide advice, support and guidance on employee relations issues such as conflict resolution, mediation, investigation, disciplinary, grievance, capability and attendance/sickness issues together with flexible working requests, maternity/paternity related matters, redundancy, job design and re‑structures to ensure a consistent and fair approach in each case
• Ensure line managers can effectively apply HR policies and procedures, ensuring they are up to date, consistently applied and have an understanding of their importance
• Support key stakeholders in all areas of leadership development, coaching, performance management and succession planning

• Qualified Member level of the Chartered Institute of Personnel & Development (MCIPD) or demonstrate a significant level of graduate calibre experience at this level
• Previous experience of working in a business partner role and providing HR support and advice on a wide range of employee relations and other HR matters to add value in meeting business objectives
• Up‑to‑date knowledge of employment legislation and experience of applying it and advising on best practice HR to minimise organisational risk
• Ability to build and maintain strong, professional and credible working relationships at all levels within the organisation

• You must have a full current driving licence and be able to fulfil the significant travel requirements of the role. Use of your own vehicle will be required; however, a Service vehicle may be available (manual transmission only). If you are unable to drive due to a disability, we welcome your application and will explore reasonable adjustments.
• The role involves some evening working to support operational staff at drill nights.
• If you are applying for a secondment opportunity you will need to notify your substantive line manager of your intention to do so at the earliest opportunity.
• A Standard Disclosure & Barring Service Check (DBS) clearance will be undertaken on the successful individual prior to offer of employment.
• Any offer will be subject to full pre‑employment checks including identity, right to work in the UK, medical, negative drug test, satisfactory references, verification of employment history and explanation of gaps in employment in the last three years.
• Should a permanent position arise during the period of your fixed‑term contract, that is substantially…