Job Description

Date:

26 Sept 2025

Location:

Gatwick, GB

Company:

Civil Aviation Authority

Salary:

92,319 to 123,093 dependent upon experience

Contract Type:

Permanent - Full Time

Security Level:

BPSS

Visa Restrictions:

This position does not offer visa sponsorship.



We are the UK's aviation and aerospace regulator and recognised as a world leader in our field. Our activities are diverse, enabling the aviation industry to meet the highest safety standards, and we pride ourselves on our ability to adapt to the constantly evolving aviation environment.

Please note that both a CV and a cover letter are required for any application detailing how you meet the requirements for the role set out in the "About You" section below.

The Role

The post holder will be a member of the CAA Leadership 50 community and People and Culture leadership team, accountable for leading the Strategic People Partnering team and services to ensure:



a. The People Strategy is implemented in the CAA in a collaborative, consistent and timely manner and that the CAA values are lived and integrated into the CAA's culture.
b. CAA Group Directors and leaders feel confident in the advice and guidance they receive from their Strategic People Partners.



The post holder will be the formal Deputy Director of People and Culture.

Core Accountabilities

Strategic Leadership


Develop and implement the People and Culture Strategic People Partnering strategy to ensure people partnering services deliver the CAA Strategy and People Strategy. Act as trusted advisor to Executive Committee members and senior leaders providing expert advice in relation to culture, employee engagement, workforce planning, leadership, talent management, organisation design and restructure and change management. Attendee at the People Committee providing Board members with strategic advice and relevant progress reports to illustrate delivery of the CAA's strategic people commitments. As Deputy Director of People and Culture, collaborate, influence and communicate right across and CAA and externally to ensure delivery of the People Strategy.


People Partnering


Equip and enable the strategic people partners to build strong working relationships with business leaders to understand their challenges and ensuring the provision of tailored strategic and operational people and culture solutions based on evidence and data insights. Equip and enable the strategic people partners and leaders to manage complex employee relations, performance management, wellbeing and succession planning issues, drawing in the People Services Casework Manager and their team as required. Equip and enable the strategic people partners and leaders to ensure the delivery and execution of both the CAA's 3-year wellbeing plan and 3-year diversity and inclusion plan at local levels, seeking to ensure diverse colleague representation at all grades in the CAA.


Culture and Change

Equip and enable the strategic people partners and their senior clients to continue improving how the CAA communicates and implements change, against a backdrop of increasing performance ambition. To lead and drive People and Culture services to deliver organisational change initiatives, including operating model reviews, restructures and TUPE transfers. Personally be, and ensure the strategic people partners are, change agents and champions working to make the CAA culture the best it can be. Ensure each client group has its own local people plan to drive employee engagement and cultural improvement, responding to colleague feedback.


Workforce Planning, Evidence Based Practice and Data Insights


Support the Head of Strategic Resourcing in ensuring the strategic people partnering team capture and monitor the resource forecast on a monthly basis. Partner with leaders, other parts of People and Culture and Corporate Enabling Services to create, amend and deliver the CAA's operational and strategic workforce plans. Ensure client groups receive, discuss and action evidence and data insights to enable them to improve their local cultures, people performance and employee engagement levels. Lead the co-ordination and oversight of all operating model and people change activity at the CAA providing regular insights and updates on progress against targets.




People Strategy


Partner with the Director of People and Culture and the People and Culture leadership team to ensure delivery of the overall People Strategy, including the implementation planning of deliverables into the business.


Leadership


Lead, coach and develop a high performing team of between four and five Strategic People Partners ensuring the professional development of colleagues and that performance and contribution is managed. Ensure the right capability building initiatives are in place, monitored and evaluated. Foster a culture of collaboration, innovation and continuous improvement within the Strategic People Partnering team and role model matrix and team working right across People and Culture, actively working to remove silos. As a member of the People and Culture Leadership Team, actively participate in the leadership of the wider People and Culture team. Ensure appropriate governance and risk management practices are in place. Partner the Head of People Services in professionally developing the People Consultants to enable their progression into the Strategic People Partner role, securing succession for the function.

About You

To be considered for the role you must:

Be an experienced Head of Business Partnering, with significant experience of organisational change - both structural and cultural. Have a deep understanding of a wide range of HR disciplines including talent management, employee relations, organisation development, diversity and inclusion, wellbeing, change management and culture and behaviours. Possess strong and proven business acumen and commercial drive, founded in ethical practice. Be able to demonstrate strong and proven leadership and people management skills with specific experience relating to high performing people and culture professionals Possess professional courage and excellent communication, influencing and stakeholder management skills, with an ability to adapt approaches to different stakeholders. Have the ability to use data and analytics to drive decisions and measure outcomes.

Desirable

Membership of CIPD.

Additional Information

For many appointments within the CAA, these roles require access to operationally sensitive infrastructure and/or Nationally Protected information. For these roles the post holders must undergo National Security Vetting and achieve the appropriate level of clearance.



To be vetted you must have the right to work in the UK so that meaningful checks can be undertaken.

If you do not meet these requirements, we may not be able to accept your application.

This role only requires BPPS level clearance.

For more information on BPSS clearance please visit - BPSS clearance


The CAA values high ethical standards and personal integrity among employees. If invited for interview you will be asked to complete a declaration of interest.

Relocation & Property

The CAA will be relocating from Aviation House (Our Gatwick Office) to new premises in a few years' time. Our move is driven by strategic, operational and environmental considerations.


We will be moving to a new local home, up to a 15-mile radius of Aviation House, to minimise disruption for our valued colleagues and customers.


We are now working with colleagues and visitors to understand what we need in our new office, before we start our property search. We will sell Aviation House and land, vacate the site and move to new premises, but we do not expect to move before 2028

Inclusive Recruitment

We are passionate about diversity and ensuring all are included at the CAA. We are an equal opportunity employer and actively encourage applications from candidates of all backgrounds.



As a member of the Disability Confident scheme, applicants who meet the minimum criteria for a role with us will be guaranteed an interview. We use fair and inclusive selection approaches to hire the best person for the job based on merit alone. If you require an adjustment for any reason, please let us know.

Working With Us

We are on a journey towards being increasingly adaptable, where our colleagues collaborate as part of cross-functional teams. This approach ensures we never stop learning together. It also means that you may become involved in activities that take you out of your day-to-day role, providing you with opportunities to develop and grow your career with us.





We have embraced hybrid working and offer flexible working patterns, being open to having a conversation about what works for you. We know where and when we work is important in achieving a work-life balance.


We offer a range of excellent benefits such as flexible working arrangements, free onsite gym at Gatwick, discounted gym membership for London, 28 days annual leave, additional 5 days leave purchase scheme, a generous pension scheme and much more!

Our Values

Do The Right Thing, Never Stop Learning, Build Collaborative Relationships, Respect Everyone -

Closing Date:

Sunday 12th October 2025

CV Sift:

W/C Monday 13th October 2025

Interview Date:

W/C Monday 27th October 2025

We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible.

No recruitment agencies please.

Job Segment:

Change Management, Employee Relations, Performance Management, Risk Management, Human Resources, Management, Finance, Aviation