75054 - Change HR Business Partner
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.
Directorate: Human Resources
Team: People Transition
Length: 12 months fixed term appointment (with option to extend to 24 months, funding dependent) - Government Department Loan
Background:
HM Courts and Tribunals Service in England and Wales have been allocated funding of almost £1.2 billion to deliver reform. This will enable HMCTS, working in partnership with the judiciary, to create a system that is proportionate and accessible and that better meets the needs of the people it serves. The Reform Programme includes modernising the court estate, utilising the latest technology to digitise services where appropriate, speeding up and streamlining working practices, refurbishing buildings to reduce maintenance costs and provide much improved services for service users, especially vulnerable witnesses and victims.
This role provides you with the unique opportunity to be central to the delivery of the HMCTS Reform Programme. HMCTS is an agency of the Ministry of Justice and operates based on a partnership between the Lord Chancellor, Lord Chief Justice and the Senior President of Tribunals. The HMCTS Reform Programme offers a unique opportunity to assist in reshaping the justice system around the needs of all those who use it by simplifying and streamlining our processes and providing people with new tools and routes to exercise their legal rights.
As a Change HR Business Partner, you will lead on people change activity across a number of projects in the HMCTS Reform portfolio. You will be responsible for identifying and driving forward HR’s involvement and contribution to Reform, bringing together HR workstreams to support HMCTS Operations and our staff through the impacts of Reform.
You will often have to deal with challenging situations, which will require innovative solutions and use creative thought to develop possible courses of action, to evaluate risks and to make judgements on the most appropriate solution, considering internal and external requirements. In this role you will communicate with a wide range of people, including senior stakeholders within the Department and externally. You will give definitive advice, persuade and negotiate. You will act independently on day-to-day issues and take a strategic view on your projects, including the relationship between reform activity and supporting ongoing operational delivery.
The Change HRBP provides expert guidance, support and insight on people change activity and bridges the gap between the HR function and the Reform Programme.
As part of the Senior Leadership Team in HR you will also play a role in delivering the HMCTS People and Culture Strategy and will coach and mentor the team and across the wider profession to help build professional capability.
Key Responsibilities:
• Support and influence Reform Projects and Programmes to understand, articulate and manage the people impacts arising, and to support projects and programmes through to supporting and managing and arising people impacts in a fair, supportive and transparent way.
• Champion the use of best practice people change management approaches throughout the project cycle.
• Identify and manage stakeholder relationships, including those with senior civil servants. Support multiple projects in effectively engaging with stakeholders, including Trade Unions, Senior Operational Colleagues and Judiciary.
• Influence and challenge senior stakeholders to support people change activity to deliver benefits and protect HMCTS’ legal position.
• Provide leadership and guidance on people impacts across multiple projects.
• Support Reform to deliver against the agreed Business Case benefits and support the Benefits Realisation pillar of the implementation approach.
• Work closely with Employee Relations in HR, support people change related Union engagement across multiple projects, in line with the Collective Engagement Framework.
• Develop innovative and timely solutions to align people transition activity with established HR processes and services. Identify and collaborate with subject matter experts to develop new processes and procedures, where needed. Engage, educate, and influence senior stakeholders to support the resolution of complex people transition matters.
• Understand and translate project requirements into a tangible set of people impacts and identify all mitigating activities needed. Work across the HR function and beyond to develop and implement people interventions to support our people through significant organisational change.
• Develop a reputation as a people change subject matter expert within HMCTS reform, and act as a critical friend for key stakeholders in the development of plans, processes, and procedures to ensure they are in line with the HMCTS People and Culture Strategy. Highlight where risks to reputation, legal challenge and trade union engagement may occur and advise on mitigation to support on timely benefit realisation.
Other Duties:
The post holder is required to work in a flexible way and undertake any other duties reasonably requested by line management which are commensurate with the grade and level of responsibility of this post. The post holder will be required to work flexibly across the Reform programme.
Essential Skills & Criteria:
• Experience of working within large scale, complex or contentious people change programmes.
• Ability to be innovative, learn and share good practice in a fast-paced, changing environment.
• Excellent stakeholder management skills, including the ability to work across boundaries to influence and gain confidence of senior leaders and sponsors.
• The ability to build productive working relationships quickly and to engender confidence with others at all levels of the organisation.
• Understanding of people change approaches such as Organisational Design, Capability strategies. Employee Engagement and people movement approaches (redeployments, restructuring and redundancy).
Desirable Skills & Criteria:
Experience as a suitably qualified HR Professional (i.e. CIPD)
Location of Post:
The successful candidate’s base location can be flexible. Travel to other HMCTS sites may be required as part of these working arrangements. In line with the department’s policies, travel, and subsistence and, where appropriate, overnight accommodation will be available in line with organisational policies.
Fixed Term Appointment
This appointment will be made on a fixed term basis, due to the time limited nature of the Programme.
At the end of the fixed term period, the post holder will be required to return to their home department.
Fixed Term Appointments (FTA) on Promotion
MoJ employees may apply for FTA opportunities in MoJ that are advertised at a higher grade than their current substantive grade. Where an employee accepts an FTA on promotion, this promotion will be temporary, and the employee will revert to their substantive grade upon return to their home business area, as per the loan policy for OGD loans. Before applying, employees must seek approval from their line managers to ensure they can be released for the duration of the FTA and can return to their substantive role at the end. If there is no role available at the end of the FTA, the employee will be subject to redeployment and potentially redundancy procedures.
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.
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
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.
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.
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.
Eligibility
Staff on fixed term appointments must have been recruited through fair and open competition.
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 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
- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- To the Civil Service Commission (details available here)
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.
06/06/2023, 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.