84310 - Human Resources Team Leader

The national salary range is £32,827 - £35,678. London salary range is £37,174 - £40,403. Your salary will be dependent on your base location
12 Months
London, North East, North West
Leeds , London, Manchester
5 WELLINGTON PLACE LEEDS, LS1 4AP, London CTS Rolls Building, Royal Courts of Justice, EC4A 1NL, Manchester Civil Justice Centre, 1 Bridge Street, Manchester, M60 9DJ
Full Time
Human Resources

Role title:    

Human Resources Team Leader


Judicial HRBP and OD&D Team

Overview of the role:    

Judicial Office Human Resources (JOHR) places Judicial Office Holders (JOH) at the centre of our service, ensuring we are visible, proactive as well as responsive, and that we collaborate with colleagues across the Judicial Office, and beyond to ensure we provide judicial office holders with excellent HR support and professional expertise.
JOHR supports the senior judiciary, leadership judges, and works in partnership with Her Majesties Courts & Tribunal Service (HMCTS) and Ministry of Justice (MoJ) to ensure the Lord Chief Justice and the Senior President of Tribunals have a properly resourced, visible and accessible HR service based on the needs of the judiciary.
With a passion for people/operational management and a desire to build an HR generalist foundation for a future career, the post holder will work within the Human Resources Business Partner (HRBP) function leading a team of HR Officers being first line support and initial contact for the Judiciary.  


The mission of the HRBP, Organisational Development & Design (OD&D) team is to provide professional and quality support, advice and guidance to judicial office holders by adding this value we further the delivery of justice. Our collaboration with wider Judicial HR, Judicial Office and HMCTS colleagues is key to support a common purpose to provide a seamless service to all judicial office holders.  We are proud to make a difference to judicial office holders through the service we provide.

Reporting to a HR Business Partner (HRBP) the post holder will need to be an agile, problem solver with an ability to collate data and report this into key areas of the organisation. Allowing for proactive assessment of JOH needs, and resources. 

The role involves a proactive approach to problem solving and finding solutions to HR challenges. With a detailed understanding of the judiciary and their unique position as office holders the role is key to enabling accurate interpretation of HR policy, and the delivery of HR processes to maintain sufficient support to the judiciary.  
The post holder will play a key part in the establishment of a recently established HR service, that acts as the first port of call for Judicial Office Holders. The HR Team Leader will be integral to managing first line support, and advising on questions or queries that need to be escalated to subject matter experts. 

Leading a team of six HR Support Officers, the post holder will build the knowledge and skill set of the team to ensure advice, and sign posting take places in a timely manner with accurate information shared. The HR Support Officers, through the MyHR system are responsible for the recording of all Judicial Absences, ensuring these are accurately recorded with the appropriate support provided. The post holder will be an integral link between the Judiciary and the HR Centres of Expertise and Operations teams working collaboratively to achieve effective outcomes.  

This is an ambiguous environment, and the post holder must be comfortable in problem solving, leading others, and garnering credible information from a range of sources to provide accurate advice. They must also be comfortable in using technology, and feel comfortable with learning how to use various digital systems. 

The role requires management of a team of administrative staff to ensure large volume tasks are completed, efficiently and effectively, which aid judicial office holders in completing their duties.
There is an expectation that the successful candidate will spend a minimum of 60% of their time in the office. The role requires occasional (broadly quarterly) travel to other parts of England including to London, Manchester and Leeds. Due to the nature of the role meetings may need to take place outside of core hours. There is an expectation of working flexibly around judicial office holder availability i.e. sometimes working pre court-hours from 8am, and post court-hours until 6pm. 
The post holder will either be based in London – Royal Courts of Justice, Manchester – Civil Justice Centre, or Leeds – Wellington Place. 

Responsibilities,Activities & Duties:    

•    Overseeing the HR triage service to judicial office holders.  This requires a keen attention to detail, and the ability to ensure information and advice provided is timely, and accurate. 
•    Leading a team of HR Officers, building the teams knowledge, and providing training.
•    Appraising, assessing, and adapting to a range of issues on a day-to-day basis and offering options to assist leadership Judges in discharging their pastoral responsibilities.
•    Build relationships and personal credibility with the judiciary.
•    Ensuring JOH’s receive a seamless service from the triage service, and that handoffs between support levels are appropriate.
•    The post holder will have autonomy to make decisions within their area of work, to deploy appropriate resources using initiative and in communication with their established network of contacts across the wider HR community.
•    Consider sensitive or multiple opposing opinions to establish facts; establishing the best approach; determining appropriate methodologies; analysis to ensure quality and application of results.
•    Exercise judgement, knowing when to seek advice and guidance from their management team as appropriate.  
•    Interpreting HR advice may require follow up questions, discussion or further investigation to understand the wider impact of the issue. 
•    Decisions might involve considerable discretion but will be constrained by policy and informed practice. 
•    Oversight of all record keeping, ensuring compliance with GDPR and data retention policies
•    Formatting and analyses of data, reporting this into areas of JOHR and wider allowing for proactive approaches to be taken.
•    Utilisation of software such as MS Excel and MS Power BI to analyse and report data in an accessible and understandable format.
•    Manage and maintain the technical requirements of the digital platforms that support the HR triage service. This currently involves managing automation using MS Power Automate.
•    Line Management of an administrative team, ensuring triage is delivered to an exceptional standard, in line with Key Performance Indicators
•    Successfully deliver high quality outcomes that meet judicial needs, identifying risks and resolving issues efficiently. 
•    Demonstrate commitment to continuous development, professional expertise and skill.

Behaviours & Strengths (for Recruitment/Success Profiles):    


Managing a Quality Service
Seeing the Bigger Picture
Making Effective Decisions
If a large number of applications are received, the behaviours will be scored on the lead behaviour – Managing a Quality Service. 

Essential Knowledge, Experience and Skills:    

•    An ability to forge strong working relationships; being recognised as a trusted Advisor
•    Ability to lead a team of people to deliver a service 
•    Able to work well under pressure
•    Experience of managing change
•    Excellent communication skills, both in verbal and written formats, including the confidence to speak with authority when operating at a senior level.
•    Experience of working in an operational delivery environment and/or knowledge and experience of HR, or as a manager working with complex problems
•    Confidence when leading in an ambiguous environment
•    Willingness to learn digital maintenance and management to deliver HR service (currently Microsoft Office)

Desirable Knowledge, Experience and Skills:    

•    Understanding of the Judiciary
•    Knowledge and experience of using Microsoft Office packages to deliver HR service
•    Credible operational experience 

Technical Skills/Qualifications:    

•    Level 3 or 5 qualified / CIPD qualified or willing to work towards. This role can be linked to the HR Apprenticeship (Level 5) and as a route into CIPD qualification.

Security clearance required:    

Security clearance will include a requirement of CTC and DBS

If you have any questions about the role and wish to speak with someone, please contact Bethany.Cornish@judiciary.uk 

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

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.


The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.


The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.


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.


  • 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 moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Interviews are expected to take place in the week commencing 4th March 2024.

26/02/2024, 11:55 hours.

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 84310.
Counter-Terrorism Check (CTC)

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.

if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

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

Managing a Quality Service - 250 word limit
Leadership - 250 word limit
Seeing the Big Picture - 250 word limit
Making Effective Decisions - 250 word limit
Statement of Suitability - 500 word limit
A sift based on the lead behaviour, Managing a Quality Service, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Managing a Quality Service
Seeing the Big Picture
Making Effective Decisions
Strengths may also be assessed at interview but these are not shared in advance.
Any candidate who has been assessed as being appointable to the role they applied for may be offered a similar, lower grade role, if one is available. Furthermore, any candidate who has just missed meeting the criteria for a particular role, may be appointed to a similar role at a lower grade if such a role is available, and if they have been assessed as meeting the criteria for the lower grade role. These appointments will also be made in merit order.

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.