Senior People & Culture Partner

Position: Senior People & Culture Partner (Permanent)
AWE is recruiting a Senior People & Culture Partner to play a crucial role in driving a high performance culture, leading organisational change, and enabling impactful leadership and talent management.

To be successful in this role it requires evidence of excellent stakeholder engagement at all levels of the business, the ability to build credible and trusted relationships quickly, strong organisational change knowledge, commercial thinking and the ability to work in a highly collaborative way.

Location:

Green Park, Reading with free onsite parking.

Package:
From £61,040 - £85,000 (depending on your suitability, qualifications, and level of experience)

Working pattern: AWE operates a 9-day working fortnight. This role requires close working with the business stakeholders it is aligned to, whilst there is flexibility around working arrangements including hybrid working, this is agreed on an informal, non-contractual basis (typically 3 days onsite per week.) and must meet the needs of your stakeholders.

Ready to play your part?

At AWE, it's not just a job, it's far more than that. Our shared purpose is to help keep the nation safe. Could this role be the opportunity for you to play your part?

As a Senior People & Culture Partner, this highly visible role is aligned to Function Executive Directors and Business Unit General Managers and/or Delivery Directors who form the Senior Leadership across the enterprise. Building trusted and credible partnerships, Partners will drive and deliver impactful people strategies aligned with business milestones and objectives, our Cultural Deal, and will ensure the effectiveness of People Experience, Change, Talent, Leadership, Performance and Strategic Workforce planning.

As a key strategic role within the People Function, this is also a highly collaborative role, influencing engagement from the business with the People Service Operating Model and championing the customer voice to influence People Strategies and service improvements.

As part of your role, you will:

Build trusted relationships with senior leaders to align people plans with business strategy.
Develop and deliver integrated people roadmaps.
Ensure organisational design and health support strategic goals through effective change initiatives.
Champion business needs within the People function to shape strategy and service delivery.
Drive engagement with People programmes, operating models, and cultural initiatives.
Lead end-to-end talent strategy, including succession planning, capability building, and skills analysis.
Maximise talent brokerage and succession tools to build workforce resilience.
Own performance frameworks and embed a performance-driven culture.
Ensure customer voice informs People Function priorities and delivery.

Who are we looking for?

We're seeking someone with Business Partnering expertise, with proven experience leading organisational change and working with senior leaders in an engaging, credible and influential way to achieve the best business outcome.

You'll bring expertise in coaching senior leaders to enhance performance, leading people change initiatives with a clear understanding of associated risks, and developing actionable people plans to address strategic workforce challenges. Strong understanding of reward and talent/succession planning methodologies is advantageous.

We do need you to have the following:

We are looking for someone who is CIPD qualified, ideally to Level 7, or equivalent in experience and knowledge covering the full spectrum of the HR field.

The ability to obtain security clearance.

Whilst not to be considered a tick list, we'd like you to have experience in some of the following:

Strong technical knowledge in restructure, redundancy and TUPE.
Experience driving effective talent management and succession activity.
Experience working with Trade Unions.
Able to present with confidence when information is ambiguous.
Ability to work effectively as part of a team.
Highly resilient and able to adapt to changing stakeholder needs.

You'll need to have the ability to work calmly and constructively in a priority changing environment, be able to manage your own workload using initiative,…