Entries open for 2021


Final entry deadline: Thursday 29 April
The CIPD People Management Awards 2021 will recognise and reward the outstanding people and initiatives that are transforming businesses. 

It’s been a difficult year and many in HR, L&D and OD have worked tirelessly to put their people first. It's now your time to shine by showcasing this amazing work and entering this year's awards!

There are 21 fantastic categories to choose from including 4 new ones: Best flexible working initiative, Best organisational development initiative, Best community initiative and Best people analytics initiative. 

The Awards are open to all organisations, regardless of sector or size and we welcome entries from international organisations. You don’t need to have a CIPD membership to enter the Awards. 

Enter to get your team recognised, raise your organisation’s profile and showcase your work to the profession. 

Note from the acting editor of People Management
'2020 was a year the People Profession won't forget in a hurry. With many organisations forced to create and implement entire remote working strategies in a matter of days back in March when the coronavirus pandemic first began to bite in the UK, the following few months thrust the people profession well and truly into the spotlight and turned it from one that's "often unfairly dismissed", in the words of The Economist, to one that's cemented its value and importance at the heart of the businesses it serves.

If any positive has come from such difficult times, it's HR proving beyond all doubt its organisational worth. It's had to get to grips with new transactional elements like implementing a constantly changing furlough scheme, as well as more strategic, longer-term considerations around flexibility and new ways of working – all while ensuring its workforces' wellbeing, engagement and productivity.

We're really looking forward to recognising all the people teams that went above and beyond – and continue to do so – at the CIPD People Management Awards 2021.'

Eleanor Whitehouse
Acting Editor
People Management 

Categories


In addition to the category criteria, the judges will give extra credit to entries which embody one or more of the CIPD professional principles (Work Matters, People Matter, Professionalism Matters). You can view the CIPD Profession Map here
Best apprenticeship scheme
In this category, we will be looking to recognise higher level (Level 3 and above) quality
apprenticeship programmes that provide great opportunities for learners to progress, support
efforts to increase diversity and inclusion, and are integrated into organisations' wider workforce planning.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• evidence of good-quality mentoring, line management or on-the-job learning are crucial
• evidence of impact on individual outcomes – such as learner satisfaction, engagement, and
progression
• if you are an apprenticeship levy payer, can you demonstrate evidence of how you maximised
your return on these funds – and, in particular, any new standards you were involved in
sponsoring?

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises initiatives by employers that went above and beyond to support their
community and/or wider society during 2020.  This could involve efforts to mitigate the effects on
Covid-19 within your local community, or to support charities or other organisations affected by the pandemic.

The judges will be looking for:
• The range of evidence and information you used to inform the decisions made. What
was the driver for the initiative? Does the initiative align to the organisation’s strategic
objectives?
• How the work positively impacted the organisation and its people. This may include
financial metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction
levels, people-related indicators (eg, absence levels, staff turnover, engagement), as well
as less tangible outcomes such as the impact on the credibility and integrity of the
function/profession within the organisation
• How well the initiative demonstrates innovation and impact for both the employer and
the community/wider society
• How the initiative is sustainable beyond 2020/the initial impact
• How the initiative was developed and supported by the organisations’ People team
• How the initiative made use of employees’ skills to add value to the community/wider
society

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises employers that have successfully delivered a major organisational change
programme. As well as making demonstrable contributions to organisational performance, effective change programmes bring positive impacts to employees and/or clearly minimise the potential negative impacts.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• how you ensured employees were properly informed and consulted, and their interests were
taken on board in both delivery and design
• how you applied principles from psychology and other research on effective change
management practice to support employees through the process
• how you balanced continuing day-to-day operations with the delivery of change
• how you ensured adoption of systems, processes, behaviours, attitudes
• HR’s contribution through all stages of the programme, from informing the business case to
measuring the impact.
• how you reflect the ongoing nature of change, and ensure future change management
programmes (if required) are even more effective

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

Technology has become a huge driving force and enabler of successful HR and L&D practice. In this category, we’re looking for submissions from organisations that have understood their end users and their needs to build solutions that have delivered business benefits, met user needs and achieved strategic objectives through the innovative use of technology or digital solutions.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation's (or client’s organisation’s) strategic objectives?
• how the work positively impacted the organisation (or client organisation) and its people. This
may include financial metrics (revenue, profits, ROI, productivity), customer
engagement/satisfaction levels, people-related indicators (eg, absence levels, staff turnover,
engagement), as well as less tangible outcomes such as the impact on the credibility and
integrity of the function/profession within the organisation
• what makes your initiative stand out, including what you’ve done that’s innovative?
• evidence of engagement and collaboration with stakeholders and intended users.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

Employee experience is about creating a holistic approach around employee engagement and well-being that enables workers to have a voice and be their best. It involves understanding the role that trust plays in the employment relationship and making sure people are listened to. This category looks for entries where initiatives are having a clear and positive impact on employee experience and organisational performance.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• evidence of strong working relationships and opportunities for voice and dialogue
• evidence of improved employee experience throughout the employee lifecycle
• a culture of trust across the organisation.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

(NEW) Best flexible working initiative
The COVID-19 pandemic has led to the biggest home working experiment we have seen. It has
opened-up mindsets about the possibility of remote working and will hopefully spur organisations on to promote wider flexibility to all. This award recognises employers who have created a work design to suit the needs of their organisation, employees and customers/ clients.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made.  What was
the driver for the initiative?  Does the initiative align to the organisation’s strategic
objectives?
• how the work positively impacted the organisation and its people.  This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels,
people-related indicators (eg, absence levels, staff turnover, engagement), as well as less
tangible outcomes such as the impact on the credibility and integrity of the
function/profession within the organisation
• the extent to which you have innovated when introducing new ways of working and creating
a future-fit workplace design
• evidence of strong collaboration with other functions such as Facilities, Inclusion & Diversity, Finance etc..
• the extent to which you consulted with employees about new ways of working and your
workplace design and took on board their interests
• the attention you paid to inclusion and diversity throughout the process

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises employers which place employee wellbeing centre stage within the
organisation and have embedded a strong culture of workplace wellbeing. Investing in people’s
health and well-being is good for business but it’s also the right thing to do. Successful programmes will be preventative and proactive in promoting people’s well-being, as well as demonstrating effective rehabilitation and return to work.

The judges will be looking for:
• The range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• How the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible outcomes such as the impact on the credibility and integrity of the function/profession within the organisation
• how your programme is rooted in effective leadership, culture and people management capability
• how health and well-being activities are integrated across the organisation’s day-to-day
operations.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

In this category we’ll be looking for entries from an individual consultant/consultancy who has
worked with a client on a specific people-related project to address a strategic issue. The
consultancy must include written permission from the client on the entry form and we strongly
recommend the client attends the presentation to the panel of judges if you get through to the
second stage.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the client’s organisation’s strategic
objectives?
• how the work positively impacted the client organisation and its people. This may include
financial metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels,
people-related indicators (eg, absence levels, staff turnover, engagement), as well as less
tangible outcomes such as the impact on the credibility and integrity of the function/profession
within the organisation
• how you worked collaboratively with the HR/L&D team and wider organisation to undertake a specific people-related project
• the cost effectiveness of the project
• evidence that the project has led to long-lasting and sustainable improvement in the
organisation.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

In this category we’ll be looking for entries from a supplier who has worked with a client on a
specific people-related project to address a strategic issue. The consultancy must include written
permission from the client on the entry form and we strongly recommend the client attends the
presentation to the panel of judges if you get through to the second stage.

The judges will be looking for:
• The range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the client’s organisation’s strategic
objectives?
• How the work positively impacted the client organisation and its people. This may include
financial metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels,
people-related indicators (eg, absence levels, staff turnover, engagement), as well as less
tangible outcomes such as the impact on the credibility and integrity of the function/profession
within the organisation
• How you worked collaboratively with the HR/L&D team and wider organisation to undertake a specific people-related project

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises employers who are genuinely dedicated to creating an inclusive and diverse workplace. Employers that are serious about inclusion and diversity ensure that all policies, practices and procedures are based on the principles of fairness and inclusion, and are regularly checked to identify and remove unfair bias. Becoming a truly inclusive workplace requires openness, transparency and authentic behaviour, driven by a core belief in equality of opportunity. Inclusive organisations ensure that all individuals are supported to work at their best.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• details of the initiative your organisation has undertaken to create a diverse and inclusive
workplace
• evidence of how you are breaking ground and overcoming challenges and resistance to drive
sustainable change
• evidence of active support and positive practice from senior leadership, as well as widespread
involvement of employees from as many parts of the organisation as possible.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises how a creative and effective L&D initiative has contributed to the success of the organisation and its people. Effective organisational learning embraces a range of approaches such as face to face, mobile, socially collaborative, in-the-flow of work, and through communities of practice and peer support. We welcome entries that embrace creative approaches to people development and learning.

The judges will be looking for:
• The range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• How the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation.)
• A clear link between the L&D initiative and business goals and development needs. You should also indicate the context for your activities, such as a change management programme.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises how a creative and effective L&D initiative has contributed to the success of the organisation and its people. Effective organisational learning embraces a range of approaches such as face to face, mobile, socially collaborative, in-the-flow of work, and through communities of practice and peer support. We welcome entries that embrace creative approaches to people development and learning.

The judges will be looking for:
• The range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• How the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation.
• A clear link between the L&D initiative and business goals and development needs. You should also indicate the context for your activities, such as a change management programme.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises employers that have successfully delivered major OD programmes of work to make a demonstrable contribution to an organisation’s performance and people. Effective OD programmes will enable strategy by bringing together multiple elements which could include culture, capability, organisation design or architecture, processes and systems.

The judges will be looking for:
• How the programme positively impacted the organisation and its people. This may include
financial metrics (revenue, profits, ROI, productivity), customer engagement / satisfaction levels,
people-related indicators (eg, absence levels, staff turnover, engagement), as well as less
tangible outcomes such as the impact on the credibility and integrity of the function / profession
within the organisation.
• The range of OD diagnostics, evidence and information you used to inform the decisions made.
What was the driver for the programme?
• The extent to which the programme took a systemic perspective of the organisation and brought multiple elements into alignment.
• The range of people and business practices more effectively contributing to organisation
performance as a result of the programme.
• How you ensured stakeholders were meaningfully consulted and their interests taken on board.
• How you involved and mobilised a network of stakeholders to enable change.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises the use of employee data as part of an evidence-based approach to overcome an organisational challenge. We are looking for organisations that have raised their people analytics capability to support the needs of their organisation and in doing so have demonstrated exemplary good practice.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was
the driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible outcomes
such as the impact on the credibility and integrity of the function/profession within the organisation
• strong stakeholder engagement throughout the initiative
• rigorous selection and analysis of employee data and other evidence to answer a question
• evidence of data governance and ethical considerations.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises HR/L&D teams that have demonstrated excellence across the organisation to meet both the needs of the business and its people.

The judges will be looking for:
• a HR/L&D team that can demonstrate innovative and unique approaches to addressing
either one key business issue across the year or multiple projects
• evidence of why this particular approach was suited to the needs of the organisation
• a strategic approach to all aspects of HR/L&D management
• exceptional teamwork and leadership including working in a timely and effective way
• a quantifiable contribution to commercial or organisational achievements because of
exceptional team working
• reciprocal contribution and collaboration across the organisation to achieve common goals
• operational excellence in execution
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels,
people-related indicators (eg, absence levels, staff turnover, engagement), as well as less
tangible outcomes such as the impact on the credibility and integrity of the
function/profession within the organisation.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

While the tough economic climate has clearly impacted on recruitment activity, organisations
continue to face skills shortages. Having an effective recruitment strategy, that promotes a strong
employer brand, a positive candidate experience and that reaches a wide pool of talent, is crucial.
This award recognises employers who have designed and implemented a creative and effective
external resourcing strategy to address the current and future needs of the organisation.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• innovative improvements to recruitment and resourcing strategies, from employer branding to
the candidate experience
• the use, where appropriate, of workforce planning and organisation development skills to
inform the initiative
• the extent to which you have tailored your approach to reflect your organisational context;
addressing business need with an understanding of the resourcing market in which it operates
• evidence of inclusive recruitment practices that value diversity and tap into underrepresented
pools of talent.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

Reward and recognition are central to good people management. They can act as a major lever in supporting business objectives, improving employee performance, attracting talent, and supporting constructive employment relations. Examples of initiatives could include: the creation of an employee financial well-being strategy; a new pay structure; or a plan to reduce the gender pay gap.

In this category, the judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the initiative helped the organisation and its people. This may include financial metrics
(such as revenue, profits, ROI, productivity, etc), customer engagement/satisfaction levels,
employee-related indicators (such as absence levels, staff turnover, engagement, etc), as well as
less tangible outcomes such as the impact on the credibility and integrity of the
function/profession within the organisation
• how you tried to make the processes and outcomes fair and transparent
• evidence of how the approach to reward or recognition was appropriate to the organisational
context, including budgets, growth strategy or economic considerations.

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award recognises small or medium-sized businesses (fewer than 250 employees) that have
transformed the way they manage and develop their people in support of the workforce and wider business objectives

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• how your people management approach has changed, including details of your activity
• evidence of intelligent use of resources in order to maximise effectiveness
• how any barriers or challenges were overcome
• what makes your initiative stand out?

In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

As we face up to another recession and the impact of Brexit, many organisations will need to
manage or reduce workforce costs while ensuring they nurture and retain their talent. This award
recognises employers who have designed and implemented a forward-thinking talent
management/workforce planning strategy to address the current and future needs of the
organisation.

The judges will be looking for:
• the range of evidence and information you used to inform the decisions made. What was the
driver for the initiative? Does the initiative align to the organisation’s strategic objectives?
• how the work positively impacted the organisation and its people. This may include financial
metrics (revenue, profits, ROI, productivity), customer engagement/satisfaction levels, people-
related indicators (eg, absence levels, staff turnover, engagement), as well as less tangible
outcomes such as the impact on the credibility and integrity of the function/profession within
the organisation
• the use of talent management initiatives to develop and upskill employees, including identifying
and supporting high potential talent
• evidence of inclusive talent management practices that value diversity.
In addition, the judges will give extra credit to entries which embody one or more of the CIPD
professional principles (Work Matters, People Matter, Professionalism Matters).

 

This award will recognise an exceptional student who’s applied what they have learned from their
studies to bring about real benefits to their organisation and its people.

What are we looking for?
• an outstanding individual who is currently studying or has recently (since 1 January 2020)
completed a recognised CIPD qualification at postgraduate level
• a clear demonstration of the application of CIPD studies, and the student’s individual
contribution, to the initiation, implementation and evaluation of a bounded HRM/D related
business improvement initiative/ project which is significantly important to the organisation
concerned
• the drivers of the initiative/project and its alignment to the organisation’s strategic
objectives
• the range of information and evidence used to identify organisational risk and opportunities
and to drive business performance e.g. relevant theory, research and practice, and people
data/analytics
• how the initiative/project was implemented and embedded into the organisation, including
any challenges that were overcome
• evaluation of how the initiative/project added value to the organisation and the impact on
performance, people and other stakeholders as demonstrated by financial metrics, customer
feedback and people data as appropriate
• evaluation of the impact on personal and professional development, integrity and credibility
within the organisation and how the entry embodies one or more of the CIPD professional
principles (Work Matters, People Matter, Professionalism Matters).

 

This award will recognise an exceptional student who’s applied what they have learned from their
studies to bring about real benefits to their organisation and its people.

What are we looking for?
• an outstanding individual who is currently studying or has recently (since 1 January 2020)
completed a recognised CIPD qualification at intermediate/foundation level
• a clear demonstration of the application of CIPD studies, and the student’s individual
contribution, to the initiation, implementation and evaluation of a bounded HRM/D related
business improvement initiative/ project which is significantly important to the organisation
concerned
• the drivers of the initiative/project and its alignment to the organisation’s strategic
objectives
• the range of information and evidence used to identify organisational risk and opportunities
and to drive business performance e.g. relevant theory, research and practice, and people
data/analytics
• how the initiative/project was implemented and embedded into the organisation, including
any challenges that were overcome
• evaluation of how the initiative/project added value to the organisation and the impact on
performance, people and other stakeholders as demonstrated by financial metrics, customer
feedback and people data as appropriate
• evaluation of the impact on personal and professional development, integrity and credibility
within the organisation and how the entry embodies one or more of the CIPD professional
principles (Work Matters, People Matter, Professionalism Matters).

 

Entry Information

Key dates

Early bird entry deadline: Thursday 25 March

Final entry deadline: Thursday 29 April

Panel judging days: Tuesday 13-Wednesday 14 July
(please note these dates are category dependent and cannot be changed)

Awards Ceremony: Tuesday 28 September

Entry fees

Until 25 March
Member rate: £320 + VAT 
Non–member rate: £385 + VAT
SME rate (companies of 250 employees or less): £195 + VAT 

From 26 March-29 April
Member rate: £445 + VAT
Non–member rate: £510 + VAT
SME rate (companies of 250 employees or less): £320 + VAT 

Students are eligible to enter free of charge until 25 March, after which a £100 late fee will be charged.

Eligibility

The eligibility period for submissions should relate to the period January 2019–April 2021. If your project ran outside these dates, please only discuss the activity that took place between them.

The Michael Kelly outstanding student awards are open to students that are currently studying or have successfully completed (since 1 January 2020) a recognised CIPD qualification at advanced, intermediate or foundation-level. All entrants need to have a current level of membership to enter.

Sponsors 2021

Sponsorship


Align yourself with excellence
The CIPD People Management Awards offers you the chance to align your business with the people, teams and companies that are leading the way in the people profession.

As a marketing and business development opportunity, the CIPD People Management Awards offers you the chance to promote your products and services to our audience. Build your brand at our premier events, whether in person or digitally, in our marketing campaigns as well as the awards website.

Please get in contact and we can build a bespoke package to deliver any business objective, please contact Jade Scaffardi on jade.scaffardi@haymarket.com or 0208 267 8010.

We look forward to hearing from you!


Sponsorship Testimonial
             

Investors in People

'Investors in People have been sponsoring the CIPD People Management Awards since 2017. We pride ourselves on working with some of the best organisations in the world, and the CIPD are no exception. We both share a common vision around supporting people and ensuring that businesses and their people strive to make work better. Sponsoring these awards are a no brainer for us, as it solidifies the message that together, Investors in People and the CIPD can continue to support one another, to support and develop people and businesses across the world.' 

Judges 2021


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Department of Work and Pensions
Director General, People and Place
 
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Wincanton
Chief People Officer
 
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Barts Health NHS Trust
Interim Group Director of People
 
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CIPD
Senior Adviser - Standards
 
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Papa Johns
HR Director
 
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CIPD
Director, CIPD Ireland
 
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Sarah Corney
CIPD
Head of Digital Experience
 
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CIPD
Senior Advisor
 
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Natwest
People Strategy & Insight
 
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Bank of Ireland
Chief People Officer
 
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CIPD
Former Chair
 
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CIPD
Digital Learning Portfolio Manager
 
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CIPD
Digital Learning Manager - HR & Employment Law
 
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CIPD
Research Adviser
 
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The Collective
Group People Director
 
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CIPD
Membership Strategy Lead
 
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London School of Hygiene & Tropical Medicine
Director of HR
 
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Leeds Business School
Emeritus Fellow
 
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CIPD
Head of Learning
 
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CIPD
Senior policy Adviser, Resourcing and Inclusion
 
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BBC
Head of Learning Experience Design
 
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Hampton-Alexander Review
Project Lead
 
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CIPD
Senior Research Adviser
 
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Chadi Moussa
Peoplewise
Senior Business Psychologist
 
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Mahogany Inclusion Partners
Managing Director
 
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The Financial Ombudsman Service
HR Director
 
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EOH Business Solutions
Director
 
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CIPD
Commercial and Marketing Director
 
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Society of Occupational Medicine
CEO
 
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CIPD
Commercial Learning Content Manager
 
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Dorchester Collection
Chief People and Culture Officer
 
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CIPD
Social Impact and Innovation Lead
 
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Archway Management Training & development Ltd
Managing Director/Lead consultant
 
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CIPD
Social Impact Senior Manager
 
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Exeter University
Senior Lecturer
 
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The CIPD
Director of People, OD & Workplace
 
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Tesco
UK & ROI People Director
 
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People and Transformational HR Ltd
Chief Energy Officer
 
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CIPD
Advisor - Inclusion & Diversity
 
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The White Company
Head of People
 
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Nicholas Williams
Amazon
European Head of HR Change & Transformation
 
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Talent Picture Limited
Independent OD&D Consultant
 
CIPD People Management Awards ceremony
Winners will be announced at a black-tie awards presentation and dinner on Tuesday 28 September at the Grosvenor House on Park Lane.* The night will showcase and celebrate the outstanding achievements and contributions made by HR and L&D professionals.

*The health and safety of our guests are our top priority. We are working closely with our venue to monitor the situation regarding government guidelines and restrictions which may affect the event in a live capacity. 

Watch the 2020 Awards on demand


The 2020 CIPD People Management Awards were held as a digital ceremony. 


As well as announcing our all important winners and high commendations, we showcased some of the amazing #HRtogether stories that people professionals have shared with us throughout the pandemic. Our profession has risen to the enormous challenges of COVID-19 and we couldn’t be prouder to recognise your work.


We also announced the newly appointed CIPD Chartered Companions, the highest level of membership awarded by the CIPD. 


You can view the 2020 Winners Stories here.

#CIPDPMAs21


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