People Partner - Engineering

Overview

In this People Partner role at Wayve, you’ll shape the employee experience within a fast-paced, technically minded environment. You partner with the Senior People Partner for Engineering to support performance, engagement, L&D, and day-to-day advisory work. You’ll own ER processes, help develop people resources, and guide policy-aligned decisions. You’ll also contribute to broader People initiatives to foster inclusion and continuous improvement. This is a chance to influence engineering teams at scale and help Wayve advance its autonomy mission.

Responsibilities

• Independently manage employee relations cases, including documentation, meetings, and action follow-ups; support investigations and performance management
• Maintain ER tracker and employee records; report insights to inform improvements
• Provide first-level coaching and advisory support to managers and employees
• Serve as a first contact for policies, benefits, and system navigation; triage complex issues
• Collaborate on People initiatives (engagement, retention, performance management)
• Assist with data collection, analysis, and reporting from People systems
• Draft and update resources for handbooks and intranet; support policy development
• Contribute to offboarding processes (exit interviews, documentation)
• Prepare engagement reports and surface themes; partner with leadership on actions
• Liaise with Talent Acquisition and local stakeholders to support hiring efforts

Key requirements

• Experience as a People Partner or advisory role in a fast-paced, scaling organization
• Experience partnering with Engineering or technically-minded teams
• Strong employee relations and knowledge of UK employment law; ability to manage performance, grievances, investigations end-to-end
• Proven coaching and influencing skills; ability to navigate complex or sensitive situations
• Experience delivering initiatives across engagement, performance, change, L&D, reward, wellbeing or policy development
• Independent judgment, problem-solving, and ability to manage ambiguity and priorities
• Comfort with using HR data and systems to identify trends and inform decisions
• Strong written and verbal communication; ability to tailor advice for varied stakeholders

• collaboration
• stakeholder management
• adaptability
• HR systems proficiency
• data analysis and reporting from HR systems
• ability to work with technically minded stakeholders

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