Senior People & Culture Manager

At St Ewe, we’re not just about packing eggs — we’re laser focused on nurturing our people, championing bold ideas, and staying true to our family roots. We’ve experienced rapid growth in recent years, and our culture remains our cornerstone. With values rooted in being bold, open and transparent, nurturing, and positive, we’re now looking for a Senior People & Culture Manager to help us shape the future—ensuring our people grow with us, feel deeply connected to our vision, and thrive through change. Your Role To manage and evolve our people proposition — delivering exceptional team experiences across the full people lifecycle while supporting a strong, values-led culture. This role is a key member of our Senior Leadership Team (SLT), acting as a strategic partner to the business through periods of fast growth and transformation. You will champion learning and development, establish career pathways, drive people data insights, and embed inclusive, forward-thinking people practices that support our team and our future. What does success look like? Supporting with the development of our people & culture strategy, and responsible for its delivery, you will ensure this is aligned to business growth and cultural integrity Championing our values and ensuring they are embedded in our policies, behaviours , and day-to-day practice Supporting and influencing senior leaders in fostering a consistent, people-first culture across all teams Learning, growth and development Designing and implementing career frameworks, learning pathways, and early careers programmes ( e.g. apprenticeships, internships) Creating content and delivering training which builds behavioural , management and leadership capability Identifying and closing skill gaps to support future needs Recruitment, induction and onboarding Leading a values-led recruitment process that attracts high-quality applicants who align with our culture and vision Overseeing and continuously improving our onboarding and induction experience Partnering with the SLT to build capability in inclusive hiring practices Engagement Developing and implementing initiatives that enhance team engagement and satisfaction Monitoring engagement levels through surveys, listening groups, and one-to-ones—using data to drive action Leading internal communication strategies to ensure our people feel informed, valued, and connected. Celebrating milestones and recognising contributions Performance management Designing and embedding a performance management framework that is clear, fair, and aligned to our values Equipping managers to deliver effective, ongoing feedback and coaching conversations Promoting a high-performance culture while maintaining a people-first approach Leading people aspects of change management initiatives—ensuring effective communication, alignment, and adoption Shaping organisational design and structures to meet evolving business needs Health, wellbeing and safety Leading wellbeing initiatives that support mental, physical, and emotional health Ensuring policies and practices prioritise the safety and wellbeing of our team. Collaborating with internal and external partners to deliver meaningful support and benefits Fostering a psychologically safe environment where people can raise concerns and seek support Talent development and succession planning Developing and maintaining a clear talent management and succession plan across key roles and functions Facilitating regular talent reviews, supporting managers/ leaders in identifying, developing, and retaining future leaders Building internal pathways for growth and mobility through learning and structured development Pay & reward Reviewing and maintaining competitive and equitable reward structures Supporting annual pay reviews, bonus planning, and recognition initiatives Overseeing the payroll function, ensuring accurate and timely processing Diversity, equity and inclusion Driving our DE&I strategy — ensuring equity and belonging are reflected in every stage of our team journey Delivering inclusive practices across recruitment, development, and policy design Building awareness and understanding through training, education, and open dialogue Reporting on DE&I progress and championing underrepresented voices in the workplace Skills Required Strong generalist background across the full employee lifecycle Expertise in learning and development, career development frameworks, and early careers initiatives Confidence navigating and supporting organisational change A collaborative, transparent, and pragmatic approach to leadership A values-led mindset with a passion for people, wellbeing, and culture Excellent understanding of employment law and best practice Proven experience in a senior HR / People & Culture role—ideally in a fast-paced, operational, or food manufacturing environment Experience working at senior leadership level—able to influence, challenge, and build trust Previous experience of developing content and delivering training sessions to a wide range of audiences Experience of managing and leading teams through periods of high growth, whilst maintaining resilience 33 Days annual leave Private Medical Insurance- Partner Cover Life Assurance 5% Employer & 5% Employee Contribution 10% Bonus (Paid annually should targets be met) Level 3 Simply Health cashback plan (On completion of probation)

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