Donna
Wrigglesworth

Who I help

Internal AAB team members. Business Unit Heads. Leadership team. Managers.

How I help

Organisational development. Workforce planning. Talent strategy. Supporting internal team members. HR support. HR advice. Employee relations.

“Good P&C business partners don’t just align with the business, they challenge it to be better.”

Donna Wrigglesworth is a Lead People & Culture Business Partner, based in our Edinburgh office. Her role is all about helping the business thrive through its people. As Lead HR Business Partner, she co-leads a team of business partners and advisers, working closely with senior leaders to shape HR strategies that genuinely support business goals. No two weeks are the same- her work spans everything from overseeing wellbeing and training initiatives to offering leadership coaching and being a trusted advisor on employee relations.

Donna ensures HR is more than just a function; it’s a driver of progress. She influences people’s decisions at every level, provides insight into organisational design and workforce planning, and keeps talent strategy high on the agenda. Whether resolving team dynamics or supporting change, she leads with empathy, focusing on building trust and making a meaningful impact.

People first, always

“I’ve always been a people person. Curious, empathetic, and deeply invested in understanding what makes individuals tick. HR felt like a natural step because I love building relationships, spotting potential, and helping people grow. It’s the human stories behind the business challenges that have always drawn me in, and that’s where I find the greatest sense of purpose.”

Bridging the gap between people and performance

My role involves making connections between people, departments, and strategy and everyday action. I bring experience in employee relations, engagement, and HR programme delivery, as well as a strong coaching background that helps leaders get the best from their teams. It’s about understanding the nuances of team dynamics and offering the right support at the right time.

My focus is always on helping our team to reach their potential, because when our people grow, so does our business.”

Speaking their language and earning their trust

“Strong relationships start with listening. I always make the effort to understand someone’s world before offering advice. That means tuning into their pressures, speaking the language of their business, and using data to back up insights. It’s also about showing up consistently – being reliable, being present, and investing the time to build real trust.

I’ve found that being there in the moments that matter – during a restructuring, or when teams are facing conflict – builds more credibility than any policy or process ever could. The greatest compliment I’ve had? “You’re not just HR – you’re part of our team.” That’s when I know I’m doing it right.”

Helping people grow

“The most satisfying part of my work? Watching someone I’ve coached or supported grow into their role, develop their confidence, and achieve something they didn’t think they could. When you see behavioural change that sticks, when someone finally believes in themselves – that’s the win. Those human moments are what it’s all about.”

Balancing vision with reality

“One of the biggest challenges in HR is walking the tightrope between strategic thinking and day-to-day demands. You need to be visionary, planning workforce strategies, shaping culture, while also rolling up your sleeves and dealing with real-time issues. It’s about influencing without authority, using trust and data to steer the ship.

Complex employee relations cases can be especially challenging, where empathy, fairness, legal risk, and business priorities all intersect. Add to that the need to coach leaders, challenge behaviours, and juggle conflicting priorities, and no two days ever look the same. But the reward is knowing you’re making a genuine difference.”

More than just policies

“HR often gets boxed in as the policy police, and I’d love to change that perception. Yes, compliance matters, but our real value lies in being strategic partners. We drive the people agenda that shapes culture and supports growth. Real business partnering isn’t just about dealing with issues – it’s about org design, talent strategy, and enabling change.

And no, we’re not outsiders; the best HR professionals are deeply embedded in the business. We understand market pressures, team dynamics, and business goals. That’s the foundation everything else is built on.”