Contribution Manager

In the Partnership, we don’t just "manage performance” - we enable and celebrate Contribution. Our Contribution mechanism is the vital thread that connects our unique Purpose to the daily work of every Partner.
As our Contribution Manager, you will be the driving force behind this evolution. You will move beyond traditional HR frameworks to embed a culture of continuous development, coaching, and empowerment across our retail brands and central functions. This is a role for an agile, data-savvy, and highly influential People professional who understands that the right tools and conversations can unlock a "happier world" of work. You will turn strategy into practice, ensuring our frameworks are not just systems, but part of our cultural DNA.

Contract type: FTC /Secondment (13months)

Working pattern: We support a blended working approach. Partners can work from home or the office, with a requirement for regular collaborative attendance at our head office locations in London (Pimlico) or Bracknell.

Location: London or Bracknell

Key Responsibilities

• Embedding Frameworks: You will operationalise and refine our Partnership-wide Contribution approach, ensuring it remains consistent, inclusive, and effective across diverse business areas.

• Strategic Stakeholder Partnership: Acting as a high-calibre coach and partner to HR Business Partners and senior leaders, you will align Contribution practices with the broader People Strategy.

• Cycle Leadership: You will take the lead on the delivery of annual and mid-year Contribution cycles—managing everything from system readiness (Workday) and communications to training and reviews.

• Capability Building: Designing and delivering the bespoke training, tools, and guidance that empower our leaders to have high-quality, frequent, and meaningful performance conversations.

• Data Storytelling & Insight: You will analyse complex qualitative and quantitative data to provide actionable insights for HR and business leaders, tracking progress and identifying development trends.

• Continuous Improvement: Using an agile mindset, you will identify opportunities to enhance our tools and processes based on user feedback, industry trends, and evolving business needs.
   

Essential Skills/Experience You’ll Need

• HR/OD Expertise: Proven experience in HR or Organisational Development with a sharp focus on performance management, ideally within a complex or matrixed environment.

• Process Leadership: A track record of successfully leading large-scale people processes, frameworks, or culture-change initiatives.

• Stakeholder Influence: The ability to navigate varied business units and influence senior leadership through clear, professional, and culturally sensitive communication.

• Systems Fluency: Practical experience with HR systems (specifically Workday) for managing performance cycles and reporting.

• Analytical Reasoning: The ability to distil complex data into a compelling narrative that informs decision-making.

• Agility: A natural comfort with ambiguity and the ability to adapt quickly to changing business priorities.

Desirable Skills/Experience You May Have

• Purpose-Led Experience: Prior experience within an employee-owned or purpose-driven organisation.

• L&D/OD Background: A foundation in learning and development or organisational design.

• Design Thinking: Familiarity with agile or design-thinking methodologies to improve user experience (UX) within people processes.

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We’re the largest employee owned business in the UK and home of our cherished brands, John Lewis and Waitrose. We’re not just employees, we’re Partners, driven by our purpose to build a happier world. As we look to our future, there’s never been a more exciting time to join us.  

We’re ruthlessly focused on being brilliant at retail. We continue to innovate, adapt and diversify. Never Knowingly Undersold on price, quality and service in John Lewis and passionately serving food-lovers in Waitrose.   

As Partners we all share the responsibility of ownership and in its rewards. We use our voices to contribute to our success, working together through the good and challenging times, holding true to our behaviours and treating everyone with kindness and respect. 

We all own making the Partnership somewhere we belong. Embracing our differences and creating an environment where we’re free to be ourselves and can THRIVE. Growing ourselves individually, and as a collective. 

As Partners, we make all the difference. And, we all own it.  

Important points to note:  

It’s important to note that some of our roles are subject to pre-employment vetting (which may include DBS checks for successful candidates). If required, you’ll be informed and provided with information about vetting during the recruitment process and we encourage you to complete any vetting documents quickly to avoid delays. Any DBS checks required will be carried out by a third-party registered body and financial probity checks may also be required for some of our roles.  

We occasionally close vacancies early in the event we receive a high volume of applications, and therefore, we recommend you apply early. If you require a reasonable adjustment due to a disability which means you may need longer to complete your application please contact us as soon as possible.

We want all of our Partners to have a good work-life balance and we support flexible working. This might mean flexible or compressed hours, job sharing or shorter hour contracts, where possible. Please discuss this further with the hiring manager during your interview.