28951 - Head of Reward
Background
About HMCTS
Her Majesty’s Courts and Tribunals Service (HMCTS) is an agency of the Ministry of Justice (MoJ) and provides the supporting administration for the judiciary across England and Wales. We have approximately 15,000 employees working primarily in operations (delivery of services) and HQ functions. HMCTS delivers services to the public directly in court and tribunal buildings, remotely via business centres, and through limited services via the internet
HMCTS has embarked on a period of significant change, funded by an investment of £1bn, which will see the organisation transform over the next 5 years to deliver a world class justice system. We are improving the services we deliver to the public directly in court and tribunal buildings, designing new Courts & Tribunals Service Centres to deliver a national business, and enhancing our digital services. This is a once in a generation opportunity to transform the service in a manner that provides an improved user experience at reduced cost to the taxpayer. It will contribute to consolidating the UK’s position at the forefront of an increasingly competitive international legal market as well as ensuring access to justice for all.
You can read more about HMCTS reform programme online.
How this role fits into HMCTS HR
This role sits within Human Resources and provides a unique opportunity to play a key part in reform and current business activity by shaping, leading and directing all aspects of the reward agenda. The head of HMCTS Reward has substantial influence on the effective management and improved efficiency of the structure, workforce strategy and overall pay bill to help attract, grow, motivate and retain our employees.
Your Team
On joining HMCTS you would be warmly welcomed into the Organisation Capability function (approx. 55 people). The five ‘Heads of’ and the HR Deputy Director are a close-working team who support each other to deliver our shared agenda. We are very focused on delivering HR services that truly make a difference to our operational colleagues, because we are acutely aware of the pressures they are under and the need to play a part in making working in HMCTS something to be proud of. The Organisation Capability function is the custodian of the values for the organisation and we pride ourselves in living our values of:
- purpose (we’ll help you understand why what you do matters and ensure you have the information you need to do your job well),
- humanity (we make time to get to know each other and share in each other’s successes and challenges so that no one is alone),
- openness (we are creative and have fun in coming up with new ideas and learning new things), and
- together (we support each other and care about building strong relationships with each other).
On a day-to-day basis you will be working alongside your Reward team (1 FTE). Diversity of experience, thinking, and background are welcomed.
Overview of Role
The Head of Reward provides strategic operational leadership on HMCTS pay modernisation including terms and conditions and wider reward initiatives, ensuring rewards are aligned with HMCTS wider objectives. This requires senior level thought leadership, specialist expertise and strategic consultancy on all issues relevant to MoJ and the wider Civil Service reward agenda.
The Head of Reward is responsible for:
- Leading the development of strategies to deliver reform of pay and wider reward across HMCTS. Development of a vision to bring substantive change to the reward framework over the next spending review period and beyond.
- Being the HMCTS strategic reward interface between the MoJ Rewarding Work function and programme, and wider stakeholder groups including HMCTS Senior Management team, wider People Group senior leaders, HR business partners, all MoJ businesses, Cabinet Office, senior Finance Leaders, Departmental Trade Unions and Her Majesty’s Treasury.
- Building effective relationships alongside gathering and distilling complex data sets into accessible formats that are easily understood by all stakeholder groups – ensuring the right conversations and decisions take place on pay, reward strategy and reform.
Key Responsibilities:
- Develop, design and implement the HMCTS forward thinking, evidence based, strategic approach to pay and wider reward packages.
- Liaise with and influence senior stakeholders, including HMCTS Senior Management Team, to ensure a comprehensive and consistent understanding of HMCTS approach to reward and its impact on our workforce and business delivery, thus encouraging senior level sponsorship and buy-in.
- Balance project management, policy development and strategic thinking in a complex stakeholder environment.
- Link and ensure consistency between HMCTS & MoJ's total reward strategy with broader cross government policies and private sector best practice approaches.
- Liaise with Finance colleagues to ensure models are fully and appropriately costed and integrated as part of spending reviews.
- Embed all strategies, policies and the new approach to the wider employee value proposition to drive an enhanced employee proposition.
Civil Service Success Profiles
https://www.gov.uk/government/publications/success-profiles
The Civil Service recruits using Success Profiles. This means for each role we advertise, we consider what you will need to demonstrate in order to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity. A Success Profile can be made up of 5 areas: Experience, Behaviours, Ability, Strengths, and Technical – not all will be used for every role.
Experience
- Knowledge and prior experience of Reward (Essential)
- Knowledge of HR policies and processes (Desirable)
- Experience of operating in a large and complex organisation at team leader, policy lead, functional lead level in HR or related area.
- Project and stakeholder management with a strong customer focus.Data analysis and experience designing and delivering employee surveys.
Behaviours (at level 4)
- Working Together
- Seeing the big picture (lead behaviour)
- Communicating and influencing
- Changing and improving
- Making effective decisions
Technical
- Qualifications in HR, designing/implementing pay systems and negotiating are desirable, but not essential.
- There will be an opportunity for the right candidate to study for qualifications in HR, e.g. through CIPD or an apprenticeship.
Location
The role is predominantly London based at our HQ at Petty France, London. We could accommodate applications from individuals who are based nationally, but weekly travel to London will be required. Regional pay differences may apply. The wider team and stakeholders are geographically dispersed, so you would need to travel occasionally across the UK.
Our People Promise
Making a difference to people’s lives is such an integral part of working at HMCTS that we’ve built it into an agreement with everyone that works here. It’s called our People Promise and is made up of four areas. Please find out more about each of the areas here:
HMCTS Intranet: Our People Promise
Contact: Neil Sheppard, HR Deputy Director for Organisation Capability, HMCTS – neil.sheppard1@justice.gov.uk
Working Arrangements & Further Information
Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices.
Benefits
The MoJ offers a range of benefits:
Annual Leave
Generous allowances for paid holiday starting at 25 days per year, and rising as your service increases. There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.
Pension
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
Training
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
Support
- A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
- Access to flexible benefits such as voluntary benefits,retail vouchers and discounts on a range of goods and services.
- For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
- Paid paternity, adoption and maternity leave.
- Free annual sight tests for employees who use computer screens.
Networks
The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.
Working for the Civil Service
The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles.
The Civil Service embraces diversity and promotes equality of opportunity.
There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.
16/09/2019, 23:55 hours.
To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why.
For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).
If you do not meet the above requirements, you may still be considered if, for example:
- You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
- You were studying abroad
- You were living overseas with parents
In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.
Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.
We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.
Application form stage assessments
Interview stage assessments
A Great Place to Work for Veterans
The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans
Redeployment Interview Scheme
Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
This job is broadly open to the following groups:
· UK nationals
· nationals of the Republic of Ireland
· nationals of Commonwealth countries who have the right to work in the UK
· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
· individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
· Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules
This Vacancy is closed to applications.