People Partner

The purpose of the People Team in delivering the organisations goals is to empower our colleagues to thrive by shaping exceptional experiences and culture that unlocks their potential — so ARUK can realise it's vision of a world free from the fear, harm and heartbreak of dementia. The People Partner (PP) will play some key roles within the organisation. As a strategic talent leader, the PBP will focus on the people functions strategic priorities. They will identify the most pressing talent opportunities and challenges throughout the organisation and lead the talent management strategy for their Division.

They will act as consultants to diagnose the biggest talent challenges and opportunities to drive their divisional strategy and use data and intelligence to better enable their People Team colleagues and partners to design solutions. This role is a key enabler of ARUK’s people strategy and will contribute to its creation and delivery supporting with embedding key people and talent frameworks in their Divisions.

The post holder is part of a small team at ARUK and from time to time may need to support other colleagues to ensure smooth critical service delivery to the organisation.

Key Accountabilities

• Use strategic workforce insights that shape decisions and deliver data‑informed insights that diagnose organisational and people challenges, analyse trends, interpret financials, and influence leaders to make evidence‑based decisions.
• Act as People consultants and partner with leaders to build deep understanding of their strategic priorities, their people and culture and shape workforce strategy, design tailored fit‑for‑purpose people solutions, and ensure initiatives are aligned with measurable business outcomes.
• Effectively coach and challenge leaders by p roviding constructive challenge, building leadership capability, and supporting senior leaders in navigating people issues and organisational priorities.
• Ensure high‑quality, timely and evidence‑based HR delivery by executing people processes end‑to‑end, using context and evidence for decision‑making, solving complex problems, and delivering work on time and on budget.
• Lead on organisational design and workforce planning interventions that drive performance in business units, by c ollaborating with stakeholders to determine workforce requirements, solving business problems with data, and designing improvements that enhance organisational effectiveness.
• Effectively lead change initiatives and the people elements of change portfolios, by implementing outcome‑focused change management programmes, and helping teams adopt digital and agile ways of working.
• Build strong cross‑functional relationships, influence and stakeholder alignment, with the divisions’ leadership team and other key stakeholders throughout the organisation to ensure that there is opportunity to influence key business decisions and shape the future direction of ARUK. Influence and collaborate to align stakeholders on People priorities and navigate challenges and tensions, ensuring decisions are well‑informed and aligned.
• Promote a positive, values‑led culture by role‑modelling behaviours , gathering feedback, and championing wellbeing. Ensure ethical people practices are upheld and develop inclusion strategies that improve engagement and retention of under‑represented groups.
• Effectively manage complex employee relations issues and change programmes – including restructuring and TUPE transfers, by providing expert advice, guidance and support while managing employment and organisational risk.

Knowledge, skills and experience needed

• Thinking at a strategic level and evidence of creating strategically aligned, data and insight led people and talent strategies to enable organisational goals and outcomes.
• Strong relationship building and communication skills
• Evidence of coaching, influencing and developing leaders, managers and stakeholders
• High proficiency in data judgment, interpretation and communication to influence business decisions and drive outcomes.
• Strong strategic consulting and relationship building and management skills that enable collaboration and networking both within the People function and throughout the organisation and with key stakeholders
• Significant experience in a HR Business Partner role with strong evidence of leading large‑scale change and restructures in a complex organisation including TUPE
• Strong evidence of technical expertise in complex ER case management including multiple, layered grievances and an in‑depth understanding of legal issues and best practice.
• Knowledge, understanding and application of UK employment law
• Evidence of role modelling and encouraging adult‑adult behaviours to influence cultural change
• Demonstrable experience and evidence of creating experience led, human centric people initiatives and strategies.
• Evidence of working within, and being able to navigate ambiguity and being able to adapt to changes and challenges by being flexible and innovative
• A willingness to be disruptive in your approach and challenge mindsets and ways of working

Additional Information

Ways of working

As part of our Agile ways of working you will be required to work approximately 2 days a week from the office, which is subject to the requirements of the role and the business needs. Flexibility on where you work can be split between working from home and our office.

Roles that are classed as part of the Agile ways of working are not able to claim any costs for Mileage/Travel on Public Transport, Accommodation and/or Meals. This includes when attending the office for various meetings/events.

Our Office

Our office is at 3 Riverside, Granta Park, Great Abington, Cambridge, CB21 6AD.

Please download the Vacancy Pack on our website for more information.

The closing date for applications is the 22nd February 2026 , with interviews likely to be held week commencing 2nd March 2026 once shortlisting has been completed. Please indicate in your covering letter if you are unable to attend an interview on a certain date. We would encourage you to submit your application at the earliest opportunity, as on occasion we may have to bring forward the interview date and/or the closing date based on the needs of the business. Although a possibility, this will only happen in exceptional circumstances. Please indicate in your covering letter if you are unable to attend an interview on a certain date.

We value diversity and are committed to creating an inclusive culture where everyone can be themselves and reach their full potential. We actively encourage applications from people of all backgrounds and cultures, particularly from those in the global majority, those with disabilities, men and those from the LGBTQIA+ community. Any offer of employment is however subject to you having the right to work in the UK.

As part of our commitment to being an inclusive employer and ensuring fairness and consistency in our selection process, we will handle your CV and application with the utmost confidentiality. Should you require any adjustments at either the application or interview stage, please contact us at

How to apply

Please create an online account using our Online Recruitment Platform which can be accessed through our Job Vacancies page. You will be able to attach your CV to your application and track the status of your application.

ARUK really does look after its people, where you will be able to add value and make a difference.

To view further details about working for us and the benefits we offer, please visit Alzheimer’s Research UK

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