New Education History
Starting with your most recent employer, please provide details of your employment history. In the case of your most recent role, please also provide details of your reason for leaving.
If an offer of employment is made and you have a vehicle which you intend to use for business purposes, you would need to provide us with your driving license and your business insurance for us to take a copy and keep for our records.
It is a criminal offence to employ persons whose immigration status prevents them from working in the United Kingdom. Prior to appointment, you will be required to provide evidence of a passport or other documents on the approved list to satisfy CWA that the Asylum and Immigration Act 1996 is being complied with.
The nature of the work exempts this post from the Rehabilitation of Offenders Act 1974. Please state in the box below whether you have any convictions both “spent” and “unspent”. You must include cautions, reprimands, final warnings, pending cases, and/or details of any police enquiries made against you which may have a bearing on your suitability for this post. Full details should be provided and included with your application, stating the date and details.
The working time regulations were introduced in 1998 as a health and safety measure. Average weekly working hours are limited to 48 hours (normally calculated over a 17 week period). Employers are required to take all reasonable steps to ensure that the limits to working times are not exceeded. This includes inquiring whether a person is working elsewhere. All applicants are therefor asked to declare all other employment.
Please note that if you do have other jobs, your application will still be assessed on your suitability to do the job you are applying for. At this stage, any other jobs you declare will be ignored. If you are selected for interview, the implications will be carefully discussed with you. CWA may consider it necessary to discuss the situation with your other employer(s) but only with your permission.
Depending on the overall situation and the outcome of discussion with you, CWA will have the following options: Not to offer you the appointment Offer the appointment on reduced hours Offer the appointment providing other work is relinquished (or the hours reduced)
I declare that the information contained in the application form are true and correct. I understand that any false or misleading information, and / or omissions concerning criminal convictions, may disqualify my application or may render my Contract of Employment, if I am appointed, liable to dismissal without notice.
Data Protection: Please note that all recruitment documents, including application forms, for unsuccessful applicants will be kept in secure conditions for a period of 6 months, after which they will be destroyed.
I understand that if the position I am applying for involves contact with vulnerable groups, if I am successful, a DBS Disclosure will be applied for, I consent to Cyfannol Women’s Aid to complete this on my behalf.
If I am successful I consent to CWA contacting the referee's provided in the onboarding process. If offered and I accept employment with Cyfannol Women’s Aid, I consent to my personal information being held by the organisation for the administration of my Contract of Employment.
- I confirm that my details are complete and correct
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- Job Title: People Partner
- Job Reference: PP People Services
- Location: Pontypool, Torfaen, United Kingdom
- Salary: £37271.00 to £40993.00
People Partner
Salary: £37,271-£40,993 (dependent on experience)
Location: Covering: Gwent
Contract Type: Permanent
Hours & working Pattern: 35 hours per week (full-time) working flexibly across locations to deliver the requirements of the role effectively. The post holder will be expected to work regularly across Gwent offices, with a minimum of approximately two days per week on-site, alongside wider regional travel as required
Purpose of the post:
To lead the operational delivery and continuous improvement of People Services, providing expert, risk-aware and values-led HR leadership across the organisation
The role is responsible for managing complex employee relations and safeguarding-related workforce risk, building management capability, and driving consistent, trauma-informed people practices
The post plays a key role in shifting the organisation from a reactive HR model to a proactive, insight-led and prevention-focused people function that supports organisational culture, safety and performance
Specific responsibilities:
Operational Leadership
- Lead the operational delivery of People Services across all service areas, ensuring a consistent, high-quality and values-led HR service
- Act as senior escalation point for complex employee relations, safeguarding-in-the-workforce concerns and high-risk people cases
- Ensure all HR advice and interventions are legally compliant, trauma-informed and aligned to organisational values
- Drive consistency in people management practice across geographically dispersed teams
Employee Relations & Case Management
- Provide senior oversight of complex casework including disciplinary, grievance, absence, capability and safeguarding-related workforce concerns
- Lead on high-risk or sensitive employee relations matters, ensuring appropriate escalation, documentation and risk mitigation
- Ensure safeguarding principles are embedded in workforce practice, including professional boundaries, wellbeing risk and safe practice
- Coach and challenge managers to resolve issues early, appropriately and in line with policy, legislation and organisational values
- Maintain organisational awareness of workforce risk themes and emerging issues
Workforce & Management Capability
- Develop and embed consistent, values-led and trauma-informed management practice across the organisation
- Lead on building management capability through coaching, reflective practice and structured development support
- Identify capability gaps and work with colleagues to design practical interventions to improve leadership confidence and effectiveness
- Support organisational change processes, ensuring people impacts are anticipated and managed effectively
Data, Insight and Workforce Strategy
- Analyse workforce data to identify trends in absence, turnover, engagement, safeguarding concerns and employee relations themes
- Use insight to inform proactive interventions, organisational planning and risk reduction
- Contribute to the development and delivery of the People Strategy through evidence-based recommendations
- Translate workforce data into meaningful insight for senior leadership decision-making
Compliance & Governance
- Ensure compliance with employment law, ACAS guidance and safeguarding requirements, and lead the ongoing review and development of organisational People policies to ensure they remain legally compliant, values-led and operationally effective
- Maintain audit-ready HR systems, documentation and case management standards
- Provide assurance that HR processes are applied consistently, fairly and in line with regulatory expectations
- Support internal and external audit processes where required
Strategic Contribution
- Lead the translation of the People Strategy into operational delivery across services, ensuring alignment with organisational priorities, values and risk appetite
- Interpret and analyse workforce data to identify emerging trends, risks and opportunities, providing clear insight and recommendations to inform senior decision-making
- Work in partnership with senior leaders to shape workforce planning, organisational development and culture change initiatives, ensuring people impacts are proactively identified and addressed
- Contribute to the design and continuous improvement of people management approaches that support a safe, inclusive and high-performing organisational culture
Team Leadership
- Provide operational leadership and direction to People Officer(s) and administrative support
- Allocate casework and prioritise workload across the team to ensure effective service delivery
- Develop capability within the PS team through coaching, feedback and performance support
- Act as a role model for values-led, trauma-informed and high-quality HR practice
Collaboration and Service Delivery
- Work closely with the Director of People and Culture to deliver organisational priorities
- Partner with operational leaders to embed effective people management practice
- Ensure consistent HR service delivery across all geographical areas
- Act as a trusted advisor to senior managers on people, culture and risk matters
- Contribute to cross-organisational initiatives including safeguarding, wellbeing and culture development
It may be necessary, following consultation, to amend the job description in light of experience and changing circumstances
A current valid driving licence is essential with access to a car and insurance covering business use
Closing Date: 30th September 2026
We operate a rolling recruitment process and may interview suitable candidates as applications are received. We reserve the right to close this vacancy once the position has been filled
Cyfannol is an organisation with equality, diversity and inclusion at its heart. We welcome applications from all areas of the community. However, we particularly encourage applications from members of our BAME community as well as individuals with disabilities who are currently under-represented within our workforce