Future People Leaders Programme 2026

This programme is designed to support the development of senior people professionals who are aspiring to step into deputy director roles within the next 12 to 18 months. NHS England has commissioned NHS Employers to deliver this programme.

Participants will receive targeted development through a combination of five in-person modules, action learning sets, coaching, a virtual masterclass and a development centre.  

There will be 50 places available, across two cohorts in England: The North (North East and Yorkshire, North West and Midlands) and the South (South East, South West, East of England and London).

The programme will be aligned with NHS England’s Transforming People Services (TPS) programme and support the delivery of a Target Operating Model (TOM) for people services which will realise the vision of a high-performing, digitally enabled and strategically aligned people function that enhances outcomes for both our people and patients. 

Contact us for more information. 

NHS England has commissioned NHS Employers to deliver this programme and are match funding participant programme fees, along with other development costs.

The programme fee is £2,000 per participant. Sponsoring organisations are required to cover this fee, as well as the cost of participant travel and accommodation.

The programme will consist of five key in-person modules, action learning sets, a virtual masterclass and a development centre. Delegates must attend all components of the programme, please check your availability for all dates prior to completing the application form.

To be eligible for this programme, you must: 

• be a senior people professional working within the NHS in England 
• be able to demonstrate your potential and ambition to move into a deputy director role in the next 12 to 18 months 
• have a sponsor and organisational support to participate fully and complete the transformation project 
• be available to attend all programme dates. 

We strongly encourage applications from people of all backgrounds and demographics, including underrepresented groups. At the shortlisting stage, equality monitoring information will be used to support intentional decision making where candidates with protected characteristics receive the same scores as those without. 

If you match the eligibility criteria, you can apply for the programme by using our online application form and following the instructions. However, you must also have a sponsor who will be required to fill out the accompanying sponsorship form. This could be a line manager, chief people officer, HR director or equivalent. Once completed by your sponsor and returned to you, you must then upload the completed form in order to submit your application. 

Your application will include a transformation project which, with the support of your sponsor, will allow you to demonstrate your aptitude as a deputy director. (See supporting guidance for the project).  

CPOs, HRDs or line managers may sponsor an individual by directing them to complete our application form. Sponsors will also need to complete the attached sponsorship form and then return to the applicant to be uploaded through their application form. 

Sponsors will be expected to support the individuals throughout the programme, confirm funding (£2,000 per delegate) and hold discussions to assist them in their transformation project. 

They may also continue to champion the applicant beyond graduation of the scheme, as they move forward into their future career, by offering advice and connecting them to senior leaders and career opportunities. 

CPO/HRDs can support the scheme by volunteering to assist with any of the following:  

• Participating in online interviews to select successful applicants.   
• Undertaking initial shortlisting of applications to progress to interviews.  
• Participating in development centres.  

This is a time-limited commitment, with clear guidance and support provided by NHS Employers. 

For more information on supporting the scheme please contact us, or alternatively please share with other CPO/HRDs who may be interested. 

• Applications open: 13 May 2026. 
• Applications close: 15 June 2026. 
• Shortlisting of applicants based on the scoring from the application forms to be conducted by NHS Employers and chief people officers: 10-21 June 2026
• Applicants to be informed of shortlisting outcome and invited to interview: 24 June 2026.
• Interviews conducted: 2 July 2026 (north), 3 July 2026 (south). 
• Successful applicants notified: 10 July 2026. 

The FPLP competency framework has been developed to provide programme participants with a clear idea of the key skills, knowledge and behaviours they will develop throughout their time on the programme. This will enable participants to evaluate their development and progress throughout their time on the programme.

The competencies have been developed with key partners involved in the design and commissioning of the programme, including the HPMA and the national people professional development board in consultation with current deputy people directors.  

As part of the application process, applicants are required to discuss initial ideas for leading a project that will support the transformation of people services within their trust. This will not be scored as part of the selection process but will ensure early support from the applicant's sponsor and create the foundations of a project that will be taken forward as part of the programme.

A guidance document has been created to help with the project.    

What are the eligibility criteria for the programme? 

The programme is designed for aspiring senior People leaders, typically operating at Band 8C and above, or those with equivalent senior-level responsibility within the People and Culture function. You should be able to demonstrate that you will be ready to take on a Deputy Director role (or equivalent) within the people profession in the next 12-18 months. 

Is there a minimum banding? 

There is no strict minimum band, but applicants must demonstrate: 

• significant leadership responsibility within the people profession 
• clear progression potential toward deputy director roles (or equivalent) 
• consideration of a people services transformation project they can explore during the programme. 

I’m already a deputy director – is the programme suitable for me? 

Yes. Deputy directors may apply if they are seeking further development aligned to the people profession leadership pathway and believe that the programme meets their development needs. 

Is the programme suitable for clinical leaders? 

This national leadership programme has been developed to prepare NHS people professionals to lead the system-wide transformation of NHS people Services. Clinical leaders without responsibilities within the people profession would not find the programme aligned to their development needs. Please review the FPLP Competency framework which outlines the skills, behaviours, and expectations that the Future People Leaders Programme is built around.  

For information, the CIPD define the people profession as those working in the following areas:

• Generalist HR/People roles.
• Learning & Development.
• Organisational Design & Development.
• Equality, Diversity & Inclusion.
• Employee Experience.
• Employee Relations.
• Talent Management.
• Resourcing.
• Reward.
• Business Partnering.
• People analytics.
• Workplace Health & Wellbeing.   

If you are unsure if this programme is appropriate for you, please contact fplp@nhsemployers.org.

When will I be notified about shortlisting and interviews? 

All applicants will be informed by Wednesday 24 June via email about whether they have been successful or unsuccessful at the shortlisting stage. 

What if I am unavailable on the scheduled interview date? 

Please contact us at FPLP@nhsemployers.org if you are unable to attend your interview date.   

What if I am unavailable to attend one of the modules? 

Attendance at all in-person modules is compulsory and is a condition of application.     

If you are unable to attend a specific module date in your allocated cohort, you may be able to join the equivalent module in the other cohort (North or South), subject to availability and capacity. This cannot be guaranteed, but the team will try to accommodate where possible. If you cannot attend the north or south date for a specific cohort you will not be accepted on to the programme.  

How many places are available? 

There are two cohorts — with 25 places in each. 

The North (North East and Yorkshire, North West and Midlands) and the South (South East, South West, East of England and London). 

Where are the in‑person modules held? 

• North: Manchester 

• South: Central London  

All venues are accessible by public transport. 

Will there be another cohort for the FPLP in the future? 

We are unable to confirm at this stage whether there will be a further cohort of the programme as we have to plan programmes annually as part of the business planning process which takes place in the autumn each year. If you meet the programme criteria and are interested in taking part, we would encourage you to apply for this cohort.   

Does my project need to be fully defined at the application stage? 

No, your project does not to be defined or agreed. 

At interview, you will be required to demonstrate that: 

• you have discussed potential project areas with your sponsor 

• you have considered two or three possible themes 

• you understand the purpose and scope of the project. 

The project can evolve during the programme. Changes in role, organisation, or portfolio are expected and acceptable. Further guidance is available here: Future People Leaders Programme 2026 - Transformation project guidance.pdf 

What happens if my project changes mid‑programme? 

This is common. You may refine or change your project as circumstances shift. However, at the development centre, you will need to demonstrate: 

• impact 

• delivery 

• reflection on your leadership contribution. 

How does this differ from NHS Leadership Academy programmes? 

While Leadership Academy programmes (e.g. Nye Bevan) are excellent for operational and clinical leaders, the Future People Leaders Programme is: 

• specifically tailored to people professionals  

• mapped to the CIPD profession map 

• focused on the leadership capability of senior people leaders 

• designed to support progression toward deputy director roles (or equivalent). 

Why are organisations being asked to contribute financially? 

Whilst NHS England has made a significant investment in the Future People Leaders Programme, we are asking organisations to part-fund it for their employees as this enables us to maximise the number of places we are able to offer. 

Are there alternative funding options? 

Funding is intended to be provided by the applicant’s organisation; this will include the cost for travel and accommodation. If you have any concerns, please contact fplp@nhsemployers.org.  

Please note that if you explore funding options other than your employer, you must still gain their support, complete the sponsorship form and be able to commit to the time away from work to attend the programme.   

If I live between the North and South regions, can I choose which cohort to join? 

You will be allocated to a cohort based on the location of your organisation.   

The North (North East and Yorkshire, North West and Midlands) and the South (South East, South West, East of England and London).  

Please contact fplp@nhsemployers.org if you feel a different cohort is more suitable. Depending on applicant numbers, those based in the middle of the country may be asked if they are able to move into a different cohort.   

Both cohorts follow the same curriculum, and locations (Manchester for the North and Central London for the South) are accessible by public transport.  

How successful were participants in the pilot cohort? 

From the 45 participants in the 2023–2024 pilot: 

• 28 were promoted by June 2025. 

• 7 received two promotions. 

• 2 progressed into CPO roles. 

While not all promotions can be attributed solely to the programme, participants reported significant development, confidence, and readiness for senior roles. 

Is progression realistic given long tenure in NHS roles? 

While some organisations have low turnover in senior people roles, progression can occur through: 

• internal promotion 

• cross‑organisational moves 

• portfolio expansion 

• creative career pathways. 

This programme will focus on your personal and professional development and has been developed to ensure you are ready and able to progress when opportunities arise.