Sellafield has been almost 80 years in the making. A pioneer for the UK’s nuclear industry, it has supported national defence, generated electricity for nearly half a century and developed the ability to safely manage nuclear waste. Each chapter of Sellafield’s history has delivered great benefit for the country while creating a complex nuclear clean-up challenge for which there are no blueprints. Today, a ground-breaking series of projects are underway to help decommission the site, a process that will ultimately take more than 100 years. Every day Sellafield is building greater certainty.
A public body accountable to the UK Government Department for Energy, Security and Net Zero, Sellafield is an important part of the Nuclear Decommissioning Authority (NDA), working collaboratively with others in the group to deliver part of the NDA mission. Sellafield operates with the express intent to increase effectiveness and efficiency in line with Government expectations and has a clear picture of the organisation it will become. By the mid-2020s, the business will have developed the characteristics of a high-performance culture and will be working as a single extended enterprise.
The Sellafield Board sets the strategic framework and direction for Sellafield’s operations, in alignment with the NDA’s strategy for the Sellafield site. The role of the board is to promote the long-term sustainable success of Sellafield, generating value for money and contributing to wider society. All non-executive directors are responsible for providing a creative contribution to the board by giving independent oversight and constructive challenge to the executive directors.
Sellafield are now looking to bring on a new non-executive director to this board who will also chair the remuneration committee. Sellafield’s Remuneration Committee provides the means by which the voice of employees is heard by the board and ensures that the board takes into account the interests of employees when making its decisions.
The Board seeks candidates who can demonstrate knowledge and expertise in the application of sound people and HR leadership and knowledge and experience in dealing with workforce issues in a transformational environment such as change management, organisational development, culture, diversity and inclusion, and reward. Ideally the candidate will bring experience of implementing these in a highly unionised and regulated environment relevant to the Sellafield business.
The successful candidate will be able to evidence experience of connecting boards and executives to people and organisational priorities as a senior leader and will have experience as a member of a remuneration committee, ideally as Chair.
The personal and boardroom style of the individual will be an important consideration in this appointment. Sellafield is looking for a well-rounded individual, who will be informed about the company and the external environment in which it operates. A strong profile and reputation, and a commitment to upholding the highest standards whilst inspiring confidence, trust and respect are essential.
Subject to careful consideration of potential conflicts of interest, the board will consider either serving executives or those who have embarked on a portfolio. Availability, flexibility, and capacity to engage is essential.
In promoting equal opportunities, Sellafield Ltd welcomes applications from all sections of the community.
With Sellafield Ltd you’re embarking on a mission. Joining 11,000 men and women on a 100-year project transforming the Sellafield site for all the generations that follow.
To apply for this post, you will need to complete the online application process. This should be completed no later than 11.55pm Friday 1st December 2023.
You will be asked to submit the following:
1. A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years;
2. A Statement of Suitability (no longer than three pages) explaining:
a. Your motivation for applying for this role
b. How you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification;
3. A completed Conflict of Interests Form; please add this as part of your supporting documents.
Failure to submit these documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification.
As part of the online application process, you will be asked a number of diversity-related questions. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select 'prefer not to say'.
Should you have any questions regarding the process, please contact email@example.com
For more information or for an informal discussion about the role please contact our advising consultants at GatenbySanderson