Senior HR Business Partner | Ref: PSR0039849

What if you could work on something that you can't test… but cannot afford to fail? Something that could have spent years on a submarine, is launched into outer space (where the temperature is below -250c), comes hurtling through the atmosphere, being heated up and shaken and then must work? Some challenge.
That's exactly what the team of over 6,500 people at AWE do every day: delivering important work, in support of the most important mission - keeping the nation safe.
AWE plays a crucial role in national nuclear security. Their role in nuclear deterrence and their specialist technical assistance to nuclear threat reduction is vital in the defence against the most serious threats faced by the UK. Working to support the defence of our country, AWE has a clear mission: to keep everyone, the environment, their products and information, sites, and everything around them, safe and secure.
As a Senior HR Business Partner, your main responsibilities will be:
To act as a business partner to one or more functions on people and organisational matters, collaborating with HR Services and Centres of Expertise and driving forward the people aspects of the business plan to support functional excellence.
With guidance from the HOHR, support the development and implementation of People Strategy and Plans for functional area of the business, working with the Heads of HR and directing the HR partners and COE's as required.
Identify internal and external trends and commission strategic analysis and recommendations from the wider HR team, including external benchmarking to facilitate key people recommendations and decisions that deliver the people aspects of the business plan.
Identify, sponsor and direct HR project delivery, managing change for specific projects and initiatives.
Provide direction support, coaching and training to Executive and Business leaders to deliver the people strategy & plan.
Manage succession planning to ensure resilience for all key/senior roles. ensuring linkage across all functional areas.
Ensure a performance management culture is in place and an accurate, robust, and credible talent plan is in place and actively utilise to support and inform development activity.
Oversee complex ER cases in conjunction with ER and the legal team, making sound decisions to ensure business risk is mitigated and performance and behavioural standards are maintained.
Act as an interface between the AWE business and HR function to ensure alignment and delivery of strategic initiatives and service delivery to meet demands.
Implement and contribute to continual improvement and innovation ensuring the business is recognised for developing and delivering excellent people practises.
Ensure a positive and proactive relationship with trade union partners.
Maintain and promote high personal standards in environment, safety, health, security, and quality and be a great team player., For the business areas the job holder will, with support from the HOHR.
Drive the development and implementation of the functional People Plan to include:
Reward & Recognition
Talent & Succession planning
Organisation shape, size, skills, quality, deployment
Development
Engagement
Resourcing
Awareness of business commercial, financial, and other levers of influence over people strategy.
Use the HR service delivery model to ensure business and HR objectives are fully achieved within budgets and targets.
Deliver the application of consistent standards, best practice approaches and great performance into the business.
Support the key decision maker in senior level appointments.
Role model behaviours, driving high performance through the functional area.
Lead People Development Groups (PDGs) and Talent sessions, with support from the HOHR.
Partner senior leaders to understand culture and engagement goals within relevant business area.
Use MI & analytics to feedback progress on plans and take corrective actions.
Deliver and assure organisational development (org structure governance).
Drive people efficiencies and support a continuous improvement culture.
Due to the urgent need to fulfil this role, the successful candidate must have active DV/SC Clearance at the point of application

+ Generalist HR experience
+ Stakeholder management
+ Industrial Relations experience
+ Employee Relations experience
+ Experience of Trade Unions
+ Caseload experience
+ Experience of Organisational Design
+ Rewards experience, AWE's ambition is to create workplaces that recognise and celebrate differences, encourage diverse contributions and where people feel able to be themselves at work. They strive to create a genuine culture of openness and inclusion and encourage diverse applicants.
Disability confident
As a member of the disability confident scheme, AWE guarantees to interview all candidates who have a disability and who meet all the essential criteria for the vacancy. In cases where we have a high volume of candidates who have a disability who meet all the essential criteria, we will interview the best candidates from within that group.
Armed Forces Covenant???
AWE is proud to support the Armed Forces Covenant and as such, we guarantee to interview all veterans or spouses / partners of military personnel who meet all the essential criteria for the vacancy. In cases where we have a high volume of ex-military candidates / military spouses or partners, who meet all the essential criteria, we will interview the best candidates from within that group.