People Partner, Waitrose Distribution

As a People Partner in Waitrose Distribution, you will act as trusted advisor to site General Managers and the Head of Distribution. You will provide on the ground coaching and support to maximise individual and team performance, drive inclusive behaviour, build a more diverse workforce in service of improving the experiences of everyone who works across the Distribution site teams today, tomorrow and in the future.

You will ensure that all site level people activity is aligned to the Waitrose Supply Chain business plan and objectives and supports the effective execution of the Partnership People Plan, by fostering an inclusive, empowering and collaborative culture.

Working in collaboration with the relevant Senior People Partner, People Team Centres of Expertise (CoE) and People Operations teams you will be integral to ensuring that the business has the right talent, in the right place and at the right time enabling a high-performing culture.

• Salary - £55,500 - £86,700. 

• Contract type - This position is a Permanent contract.

• Working pattern/flexible working - There will be some adhoc evening and weekend work to be determined locally. 

• Location -  This role is based at our Bracknell Distribution sites. There will also be the need to be in our Bracknell or London offices on occasion for team meetings. 

Key responsibilities

Business Partnering

• Be a trusted advisor to leadership and their teams, coaching and supporting them to optimise individual and team performance.

• Ensure alignment between the business strategy and people-related initiatives, focusing on the delivery of the People Plan and broader organisational goals.

• Co-own the change agenda, working closely with leadership to ensure smooth transitions and the effective implementation of people-related changes.

People Plan Execution

• Partner with General Managers to ensure effective delivery of strategic people outcomes, helping to identify key priorities and interventions that align with business goals.

• Champion the People Plan across the business, ensuring key initiatives (e.g., talent management, D&I, leadership development) are effectively executed,  (including appropriate pan-partnership initiatives).

Workforce Planning & Talent

• Support and facilitate talent management processes, including talent identification, performance management, and succession planning.

• Support leadership development programs and initiatives that drive growth, enhance leadership capabilities, and improve employee engagement.

• Diagnose and scope people change initiatives, identifying areas for development and recommending solutions that support business transformation and growth.

• Support the business in fostering a diverse, equitable, and inclusive culture through programs, policy development, and awareness-building activities.

Operational HR support

• Provide first-line signposting to People advice and guidance to Managers on policies, procedures and employment legislation working with the ER Team

• Support and signpost on absence management, performance management, disciplinaries and grievances.

• Build management team confidence in their role in  formal meetings and that Managers ensure accurate note-taking and follow-up actions 

• Ensure investigations, formal meetings and disciplinary process are in line with Partnership policy and ACAS guidelines signposting support and drawing in ER advice where needed

• Act as a visible day to day People team presence in the Distribution Centre.

Collaboration & Capability

• Collaborate with the Demand & Capacity Planning team to assess and determine resource allocation, ensuring that the business has the right people capabilities to deliver on business objectives.

• Ensure the business area has the right people capabilities, structured in the most effective way to deliver strategic outcomes.

Personal Development

• Role model the Partnership Behaviours and proactively invest in your own continuous professional development, both technically and personally. Drive your own contribution conversations and set and review your development goals regularly.

• Participate in the Partnership’s democratic channels and encourage others to do so.

Essential skills/experience you’ll need

• Key will be proven experience in an HR Business Partner role, with a track record of supporting operational Supply Chain teams and driving people initiatives in a complex, fast-paced FMCG distribution environment.

• Strong knowledge of talent and performance management, discipline and grievance, leadership development, and change management.

• Experience collaborating with People CoEs, especially in recruitment, Employee Relations, and learning & development.

• Strong understanding of Diversity & Inclusion principles and experience implementing D&I strategies in a business context.

• Expertise in change management and driving People related change

Desirable skills/experience you may have

• Relevant HR qualifications (CIPD or equivalent) preferred.

#LI-HEADOFFICE

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#LI-REMOTE

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.