A Band 6 HR Business Partner (HRBP) within the NHS plays a pivotal role in aligning human resource strategy with operational goals. Acting as a strategic advisor, the Band 6 HRBP supports workforce planning, employee relations, change management, and organizational development initiatives. This role is essential in driving a high-performing, inclusive, and compassionate NHS workforce.
Typically, a Band 6 HR Business Partner earns between £35,392 and £42,618 per annum under Agenda for Change pay scales (2024/2025 rates). In addition to salary, the role offers NHS pension benefits, flexible working opportunities, and career progression into Band 7 or strategic HR roles.
If you’re preparing for an interview for this competitive role, it’s crucial to be well-versed in policy, best HR practices, and NHS-specific values. Below are 20 essential interview questions and suggested answers tailored for the Band 6 HRBP role.
Tell us about your HR experience relevant to the NHS.
Answer: I have over five years of experience in HR, with the last two in a healthcare setting. My focus has been on employee relations, recruitment, and organizational change, closely aligned with NHS values of compassion, respect, and teamwork.
What does being an HR Business Partner mean to you?
Answer: For me, it’s about being a strategic enabler—supporting operational managers through evidence-based HR solutions while fostering a positive and inclusive culture in line with organizational goals.
How do you align HR strategy with workforce planning?
Answer: I collaborate with department leads to understand service needs, use workforce analytics to identify gaps, and create resourcing plans that are agile and future-ready.
Describe a time you managed a complex employee relations case.
Answer: I led an investigation into a grievance involving allegations of bullying. I ensured procedural fairness, liaised with unions, and guided the manager through formal and informal resolution processes, which resulted in a restored working relationship.
How do you ensure compliance with employment legislation and NHS policies?
Answer: I stay updated through CIPD and NHS Employers guidance, integrate legal checks into all HR procedures, and offer training to managers to ensure policies are correctly followed.
How would you support a service experiencing high turnover?
Answer: I’d analyze exit interview data, identify trends, and work with stakeholders to implement targeted retention strategies such as improved onboarding, flexible work policies, and career development pathways.
What role does data play in your HR decision-making?
Answer: Data informs everything from workforce planning to absence management. I regularly use ESR and NHS Digital data to generate insights that influence strategic decisions.
How do you handle resistance to change?
Answer: By listening, understanding root concerns, and involving staff in the change process early. Clear communication and demonstrating benefits are key to securing buy-in.
Tell me about a successful HR project you’ve delivered.
Answer: I led a TUPE transfer of 60 staff during a service reconfiguration. I managed consultations, updated employment terms, and ensured a smooth transition with zero grievances raised.
How do you champion diversity and inclusion?
Answer: I embed inclusive language in policies, ensure shortlisting panels are diverse, and run regular equality impact assessments. I also mentor BAME colleagues through a local NHS leadership program.
How do you support wellbeing at work?
Answer: By promoting EAPs, flexible working, mental health first aiders, and fostering open-door HR support. I also monitor sickness trends to implement proactive wellbeing interventions.
How would you deal with a manager who consistently breaches HR policies?
Answer: I’d initiate a confidential conversation, offer training and support, and if necessary, escalate the issue through formal HR channels, always maintaining a constructive, solution-focused approach.
Describe your experience with change management.
Answer: I’ve supported restructures, departmental mergers, and service redesigns. I apply change models like Kotter’s and ensure transparent communication, risk assessments, and consultation timelines.
What’s your approach to coaching line managers?
Answer: I use a supportive and collaborative style, offering toolkits, one-on-one coaching sessions, and shadowing opportunities to build their confidence in handling HR matters.
How do you stay up to date with HR trends?
Answer: Through CIPD membership, webinars, networking events, and NHS HR bulletins. Continuous learning is critical in HR to remain relevant and compliant.
How do you manage competing priorities?
Answer: I use priority matrices and digital planning tools. I communicate regularly with stakeholders to adjust timelines and ensure urgent matters are escalated appropriately.
What HR systems have you used?
Answer: I’m proficient in ESR, Trac, and HealthRoster. I’ve also used e-Learning platforms and SharePoint for policy dissemination and training.
How do you ensure confidentiality in sensitive cases?
Answer: I follow GDPR and local policies, only share information on a need-to-know basis, and always use secure communication channels.
How would you handle a team member underperforming?
Answer: I’d conduct a performance discussion, agree on SMART objectives, offer development support, and implement a performance improvement plan where necessary.
What makes you the best fit for this role?
Answer: My NHS experience, CIPD qualification, and strategic mindset position me to make an immediate impact. I’m committed to values-driven HR and fostering high-quality care through people.
Final Words: Interview Confidence Tips
Interviewing for an NHS Band 6 HR Business Partner role is your chance to showcase your strategic HR experience, emotional intelligence, and alignment with NHS values. Here are a few final tips:
Know the NHS Long Term Workforce Plan and how it relates to your role.
Use STAR (Situation, Task, Action, Result) to structure answers clearly.
Research the Trust or ICB you’re applying to—show that you understand their local challenges and goals.
Practice with mock interviews or a friend to refine your delivery.
Stay calm, listen carefully, and let your passion for people and public service shine through.
Good luck—your next big step in HR leadership is just one great interview away.
