The Strategic Role of a Band 9 Chief Human Resources Officer in the NHS
In the NHS, the Chief Human Resources Officer (CHRO) is a pivotal Band 9 leadership role responsible for setting the strategic direction of workforce planning, employee wellbeing, and organizational development. This role is vital in maintaining a high-performing, compassionate, and sustainable workforce aligned with NHS values and regulatory expectations.
As a Band 9 position, the CHRO carries substantial influence and responsibility, often working directly with the executive board. Salary for this level typically ranges from £107,000 to £123,000 per annum (subject to regional variation and experience). Candidates for this role are expected to demonstrate outstanding strategic leadership, deep knowledge of employment law, exceptional stakeholder management, and a clear commitment to the NHS People Plan and EDI (Equality, Diversity, and Inclusion) principles.
Below, we outline 20 essential interview questions you may encounter when interviewing for a Band 9 Chief Human Resources Officer position—complete with expert guidance on how to answer them.
Top 20 NHS Band 9 Chief HR Officer Interview Questions and Model Answers
Can you describe your HR leadership experience in large, complex organisations?
Sample Answer: “I’ve held senior HR leadership roles within both public sector healthcare and private organisations with over 5,000 employees. My responsibilities included designing workforce strategies, leading large-scale organisational restructures, and integrating change management frameworks aligned with strategic goals.”
How have you contributed to improving staff retention and morale in previous roles?
Sample Answer: “In my last role, I introduced an employee-led wellbeing initiative which reduced staff turnover by 18% in 12 months. By working closely with frontline managers and embedding a feedback culture, we improved morale significantly.”
What is your approach to organisational culture change?
Sample Answer: “Culture change starts with clear values and consistent leadership behaviour. I use diagnostic tools like staff surveys and listening events, followed by targeted development programs and policy alignment to reinforce the desired culture.”
How would you support the NHS People Plan as CHRO?
Sample Answer: “I would ensure local implementation is aligned with the national vision by embedding compassionate leadership, expanding staff development opportunities, and championing flexible working.”
Describe a time you managed resistance to change from senior stakeholders.
Sample Answer: “During a restructure, I faced resistance from clinical leads. I addressed this by involving them early, clarifying the ‘why’ behind decisions, and co-designing the new model to create shared ownership.”
What strategies do you use for workforce planning in a healthcare setting?
Sample Answer: “I use horizon-scanning tools, scenario planning, and demographic data analysis. I work closely with operational and clinical leads to ensure recruitment pipelines meet future service demand.”
How do you ensure inclusivity and equity in recruitment processes?
Sample Answer: “By embedding anonymised shortlisting, mandatory EDI training for panels, and targeted outreach to underrepresented communities. I also track diversity metrics and adjust strategies accordingly.”
Tell us about a major HR transformation you led.
Sample Answer: “I led a digital HR transformation which streamlined onboarding and performance management processes, reducing administrative burden by 30% and improving employee engagement scores.”
What do you believe are the biggest HR challenges facing the NHS today?
Sample Answer: “Workforce shortages, burnout, and inequality are key challenges. Strategic workforce planning, enhanced wellbeing services, and inclusive policies are essential for long-term resilience.”
How do you evaluate the effectiveness of HR policies?
Sample Answer: “Through KPIs such as turnover rates, staff satisfaction, policy compliance, and grievance metrics. Regular audits and pulse surveys ensure our policies are fit for purpose.”
Describe your experience with employment law and regulatory compliance.
Sample Answer: “I am CIPD-qualified and have managed multiple complex ER cases, ensuring compliance with UK employment law, CQC, and NHS resolution frameworks.”
How do you lead and motivate large HR teams?
Sample Answer: “I foster a values-driven, inclusive team culture. I use collaborative goal-setting, regular one-to-ones, and provide leadership development opportunities to nurture internal talent.”
What’s your approach to talent management at a senior level?
Sample Answer: “I support succession planning by identifying high-potential leaders and providing tailored development. I also facilitate 360-degree feedback and executive coaching.”
How do you maintain staff wellbeing in high-pressure environments?
Sample Answer: “I integrate wellbeing into business-as-usual through proactive initiatives, mental health training, and regular stress risk assessments, ensuring staff feel supported.”
Can you provide an example of how you resolved a complex employee relations issue?
Sample Answer: “I once managed a cross-departmental grievance involving multiple staff. By applying fair investigation processes, mediating, and restoring trust, the situation was resolved without escalation.”
What role does data analytics play in your HR strategy?
Sample Answer: “Data underpins all my decisions. I use workforce analytics to identify trends, such as sickness absence patterns, and tailor interventions based on insights.”
How would you support a trust through organisational merger or reconfiguration?
Sample Answer: “I would lead on due diligence, cultural integration, harmonisation of terms, and robust communications to ensure minimal disruption and maintain staff morale.”
What’s your understanding of the NHS Long Term Workforce Plan?
Sample Answer: “It’s a strategic blueprint to grow, retain, and reform the workforce. As CHRO, I’d align local HR strategy with its goals on training, productivity, and equality.”
How do you approach continuous improvement within HR services?
Sample Answer: “I embed Lean principles and encourage a feedback-driven culture. I regularly review processes, measure impact, and involve teams in co-creating better ways of working.”
Why do you want to be the Chief HR Officer at this NHS Trust?
Sample Answer: “I’m passionate about making a tangible difference to staff experience and patient care. This Trust’s commitment to inclusivity and innovation aligns with my leadership philosophy.”
Final Thoughts and Interview Preparation Tips
Securing a Band 9 CHRO role in the NHS requires more than technical HR knowledge—it demands visionary leadership, political acumen, and unwavering commitment to NHS values. Here are a few tips to help you shine:
Know the NHS People Plan and Long Term Workforce Plan inside out.
Prepare STAR (Situation, Task, Action, Result) responses to leadership challenges.
Practice articulating how your work impacts patient outcomes and system-wide goals.
Demonstrate emotional intelligence, resilience, and strategic clarity.
Remember, you’re not just applying for a job—you’re stepping into a mission-led role that shapes the future of healthcare through people. Walk in with clarity, confidence, and a collaborative spirit, and you’ll already be halfway there.
Good luck—you’ve got this!
