The Critical Role of a Band 6 IT HR Business Partner in the NHS
An NHS Band 6 IT HR Business Partner plays a pivotal role in aligning human resources strategies with digital transformation goals. Positioned at the intersection of people management and IT system implementation, this role ensures workforce planning, talent management, and employee engagement practices are data-driven and tech-enhanced. These professionals collaborate with clinical and non-clinical teams, support change management initiatives, and oversee digital workforce systems such as ESR (Electronic Staff Record), e-learning platforms, and workforce analytics dashboards.
Typically earning between £35,392 and £42,618 per annum, a Band 6 IT HR Business Partner must demonstrate both HR expertise and technological fluency, along with excellent communication, analytical, and leadership skills.
20 Interview Questions and Sample Answers for a Band 6 IT HR Business Partner
Tell us about your experience with HR systems, particularly ESR.
Sample Answer: “I’ve worked extensively with ESR, managing data uploads, interpreting workforce analytics, and configuring access rights. My experience includes leading ESR updates and training end-users across departments.”
How do you ensure HR digital solutions meet the needs of both IT and HR stakeholders?
Sample Answer: “I adopt a collaborative approach, involving both HR and IT teams during requirements gathering. I ensure that proposed solutions support strategic HR goals while aligning with IT infrastructure standards.”
Describe a time when you supported a digital transformation project in HR.
Sample Answer: “At my previous Trust, I helped implement an e-learning management system. I coordinated cross-functional teams, managed project timelines, and ensured data migration was secure and compliant.”
How do you use workforce data to influence HR decisions?
Sample Answer: “I regularly analyze data on staff turnover, absence, and training. For instance, I identified a pattern of high turnover in a department, which led to revising onboarding processes and improving retention.”
What is your approach to stakeholder engagement in a technical HR project?
Sample Answer: “I map stakeholders early, identify their influence and interest, and communicate regularly through meetings, dashboards, and updates. Building trust and ensuring visibility is key.”
Can you describe your experience with NHS workforce policies?
Sample Answer: “I’ve worked with policies around recruitment, diversity and inclusion, and flexible working. I ensure digital systems support policy compliance, such as flagging right-to-work expiries automatically.”
How do you manage competing priorities in a dual HR/IT role?
Sample Answer: “I use tools like Trello and MS Planner to prioritize based on urgency, impact, and strategic alignment. I negotiate timelines with stakeholders and communicate transparently when trade-offs are needed.”
How do you stay updated with changes in NHS HR and IT systems?
Sample Answer: “I subscribe to NHS Digital updates, attend webinars, and participate in CIPD and NHS HR forums. Continuous learning is essential in this rapidly evolving field.”
Describe a time you had to troubleshoot a digital HR issue under pressure.
Sample Answer: “When ESR access failed Trust-wide, I worked with IT to quickly identify a configuration error, communicated interim measures to staff, and coordinated a fix within hours.”
What HR metrics do you consider essential for workforce planning?
Sample Answer: “Key metrics include vacancy rates, time to hire, absence rates, skill gaps, and training compliance. I use these to produce dashboards and inform strategic workforce initiatives.”
How do you support EDI (Equality, Diversity, and Inclusion) through technology?
Sample Answer: “I ensure EDI metrics are embedded in reporting and that systems can flag disparities. I also advocate for accessible design and inclusive language in digital platforms.”
Explain your familiarity with GDPR and data privacy in HR systems.
Sample Answer: “I ensure systems comply with GDPR by setting strict access controls, anonymizing data for reports, and auditing usage. I also train users on data handling policies.”
Tell me about a time you introduced innovation in your role.
Sample Answer: “I piloted a chatbot to answer common HR queries. This reduced email traffic by 35% and improved user satisfaction with response times.”
How do you train non-technical HR staff to use new systems?
Sample Answer: “I develop user-friendly guides, conduct hands-on training, and create video tutorials. I also provide ongoing support and collect feedback for improvements.”
What project management tools or methodologies do you use?
Sample Answer: “I use Agile principles for flexibility and tools like MS Project and JIRA to track milestones. I hold daily standups and retrospective meetings to improve efficiency.”
How would you handle resistance to change from employees?
Sample Answer: “I listen to concerns, provide clarity on the benefits, and involve change champions early. Communication, empathy, and phased rollouts help increase adoption.”
What experience do you have with e-rostering or other workforce software?
Sample Answer: “I’ve supported implementation and maintenance of e-rostering systems like Allocate, ensuring accurate scheduling, compliance with working time regulations, and integration with payroll.”
How do you evaluate the success of an HR tech initiative?
Sample Answer: “I measure KPIs like system uptime, user satisfaction, completion rates, and cost savings. I also gather qualitative feedback through surveys and focus groups.”
What would you do in your first 90 days in this role?
Sample Answer: “I’d conduct stakeholder interviews, audit current systems, assess data quality, and identify quick wins while mapping long-term digital HR strategies aligned with Trust goals.”
Why do you want this specific NHS Trust role?
Sample Answer: “This Trust is known for its innovation and inclusive culture. I’m excited to contribute to digital HR transformation while supporting staff experience and operational efficiency.”
Final Interview Coaching Tips for Success
Preparing for a Band 6 IT HR Business Partner interview means being fluent in both people strategy and technology implementation. Here are final tips to help you shine:
Research the Trust thoroughly – understand their values, digital roadmap, and current HR initiatives.
Practice STAR (Situation, Task, Action, Result) responses to competency-based questions.
Emphasize your ability to balance technical understanding with interpersonal skills.
Bring examples that demonstrate innovation, collaboration, and adaptability.
Prepare intelligent questions for the panel to show curiosity and strategic thinking.
Good luck—you’ve got this! With thoughtful preparation and confidence in your skills, you’ll be well on your way to becoming a valued IT HR Business Partner in the NHS.
