Celebrating 15 Years with Amy

This year marks an incredible milestone for Amy Ewens, People and Talent Manager at Nicholas Associates Group, as she celebrates 15 years with the business. Over the course of her journey with the Group, Amy has played a key role in supporting the development of our people, helping to shape a culture where individuals are encouraged to grow, succeed, and build lasting careers. Her dedication to nurturing talent, supporting colleagues, and strengthening the employee experience has made her an integral part of the organisation’s story over the past decade and a half.

To mark this special anniversary, we caught up with Amy to reflect on her 15-year journey, the changes she’s seen within the business, and what continues to inspire her in her role today.

Looking back over 15 years, what are you most proud of in your career with the Group?

It’s hard to know where to start – 15 years have flown by in the blink of an eye! I’ve been fortunate to hold several roles within the business, gaining both experience and professional qualifications along the way, including Chartered Manager and, most recently, my CIPD qualification. I’ve also been introduced to charitable work, and being part of this business has led me to hold the position of Chair of Trustees for an amazing charity in Rotherham, Rotherham Holiday Aid, which even led to an invitation to the Buckingham Palace Garden Party last year. Most recently, being awarded Employee of the Year 2025 was an incredible honour. I’m proud of all these milestones and the journey and business that have brought me here.

How has the people and talent function evolved during your time here?

Fifteen years ago, the People and Talent function was largely transactional and often referred to simply as ‘Personnel’ – very much seen as an administrative function. Over the years, it has evolved into a consultative, strategic partner to the business, launching initiatives such as career pathways, learning programmes, and development opportunities that add tangible value beyond administration. It’s cliché but true – people are our biggest asset, and the function has grown at pace to reflect that ethos, supporting the business in more meaningful and strategic ways.

What has been the most rewarding part of supporting colleagues across the business?

The most meaningful part of our work is helping people navigate both the good times and the challenging times. It’s incredibly rewarding to see colleagues grow on their career journeys – from nervous new starters to confident, skilled professionals moving into promotion opportunities. Equally, much of our work happens behind the scenes; we hold stories we can’t tell, supporting individuals through difficult periods in either their professional or personal lives. Being a small part of someone’s journey and seeing them come through stronger on the other side is an absolute privilege – and it’s both humbling and inspiring.

What do you believe makes a strong people and culture strategy?

A strong people and culture strategy balances the needs of the business with the needs of the people who make it thrive. It’s about creating an environment where colleagues feel supported, empowered, and motivated to grow. This includes clear career pathways, investment in learning and development, recognition of achievement, and fostering a culture where people feel they belong and can contribute fully. I was once told by a former colleague that “people’s perceptions are their reality,” and I try to embrace this in all that I do – it reminds me that how our people experience the business is just as important as the policies and programmes we put in place. For me, a strategy isn’t just a document – it’s lived every day in how we support, communicate with, and engage our people.

What are you most looking forward to focusing on in the years ahead?

Looking ahead, I’m most excited about turning strategy into action – helping our people continue to develop, feel challenged, and have opportunities to progress. I want to focus on expanding initiatives that drive inclusion and wellbeing, and ensuring the culture continues to evolve as the business grows. Personally, I’m also continuing to study and develop my own skills, which I hope will allow me to bring fresh ideas and insight into how we support and inspire our colleagues. Above all, I want to help create experiences and opportunities that genuinely enable people to thrive, be their best and make a difference within the business.