72946 - Recruitment Manager - Data and Analysis Directorate

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.

Do you have the passion, values, and ability to help us solve the biggest problems of the justice system?

Recruitment Manager – HEO- Data & Analysis, Ministry of Justice 

1. Overview

Due to expansion of the directorate and the demand of analytical resource, we are looking for two proactive Recruitment Managers to coordinate all recruitment and onboarding activity within their assigned areas in Data & Analysis (D&A). The role will also provide an opportunity to support workforce planning to enable robust forecasting.

In the Data & Analysis Directorate, the Recruitment Team has oversight for the entire recruitment process, from initial Business Cases through to induction for D&A Directorate but also for Strategy and Innovation Directorate (S&I) and the wider Performance, Strategy and Analysis Group (PSAG). The Recruitment Team manages and co-ordinates the advertisement, sifting, interviewing and onboarding stages of the process and work with our internal and external stakeholders to provide an efficient and proactive service. The team sits within the Corporate Services area of the business.

The recruitment team sits within the Data and Analysis Corporate services team who supports a c.650 wide directorate on Recruitment & Onboarding, Finance & Workforce Data Reporting and Information Assurance, Data Ethics and Enquiries. 

We welcome applications from candidates based across the UK. Candidates will have the option of being based in the Leeds or London HQ offices (with flexible working arrangements available) or your nearest Justice Collaboration Centre or Justice Satellite Office. These are in Liverpool, Leeds, South Tyneside, Manchester, Bristol, Nottingham, Cardiff, Ipswich and Brighton, Stafford, Wolverhampton, Sheffield. Alternative locations may be available and will be discussed and agreed on the completion of background checks.

Interviews are likely to take place in early/Mid May and will be held via MS Teams. We will keep a merit list for a year for those who successfully pass the interview board but who are not offered a post.

2. About Data & Analysis

We are passionate about improving justice outcomes through innovative research, data and analysis.

In Data and Analysis, we provide high quality data and analysis helping to ensure strategic, policy, finance, corporate and operational decisions are based on robust evidence.

We create a culture in which people are empowered with the data and information to make excellent decisions; using cutting edge tools, techniques and collaboration; putting evidence at the heart of the justice system.

We are a multi-disciplinary team of around 650 staff that sits at the heart of the Ministry of Justice providing analytical support across a diverse and exciting agenda. We work in a dynamic and fast-paced context and our skills are in heavy demand across the Ministry of Justice. Our collaborations beyond government are seen as ground-breaking.

The Data and Analysis community is made up of analysts and specialists including: Social Researchers, Economists, Operational Researchers, Statisticians, Data Engineers, Data Scientists and other data specialists (such as data strategists, data dissemination, generalists and assurance experts).

Why work in Data and Analysis?

In Data and Analysis, we want all our people to feel valued for who they are and for the work they do. We provide a warm, inclusive place to work and offer a wide range of flexibilities and benefits as part of our people offer to reward our staff.

What we offer 

•    Flexible working arrangements and a focus on equality of opportunity – including welcoming part-time and/or job-share arrangements, compressed hours, working from home or your nearest Justice Collaboration Centres or Justice Satellite Office.
•    Career development – regular development and promotion opportunities across a wide range of roles, career development support, with a generous individual learning and development budget.
•    Vibrant community – part of a multidisciplinary team that has a supportive culture and is looking to further develop the community with the help of everyone.

3. What you’ll do  
 
Responsibilities will include the following: 

Priorities for the team, which the role will contribute to, include:

Recruiting

•    Leading and managing onboarding elements of the external recruitment campaign
•    Manage the end-to-end BAU recruitment lifecycle, identifying risks in advance and taking actions to mitigate them.
•    Monitor the success of campaigns against requirements, challenging the status quo and suggesting ways to improve the recruitment process.
•    Ensure a high-quality candidate journey by reviewing existing processes and making evidence-based proposals for changes and improvements.

Stakeholders

•    Maintain a positive attitude with all Hiring Managers, to work closely with the team to ensure that current and future resource demands are identified.
•    Develop and maintain positive relationships with all key internal stakeholders
•    Provide guidance and support to hiring managers to ensure they can identify and hire the right candidates.
•    Collaborate with workstreams to identify improved ways of working which benefit teams and departmental priorities.
•    Encourage feedback from a wider range of sources and customers to help inform decision making and improved ways of working.

Workforce Planning & Reporting

•    Understand workforce requirements and ensure plans to enable delivery
•    Ensure that all required business cases and agreements are in place for contingent labour, and expenditure is tracked, to ensure continued provision of contingent resource.
•    Ensure that resource risks are effectively identified, reported and mitigation plans are implemented.
•    Working with colleagues to ensure one source of data for current workforce and future requirements

Team Management

•    Leading and motivating the Recruitment team under the guidance of the senior manager
•    Helping to set and managing Recruitment team goals and objectives, ensuring alignment with wider programme goals and priorities
•    Developing individual and team capabilities

4. Who you are?

The following experience and skills will be required:

•    Project management skills through day to day experience and good practice
•    Ability to build relationships with stakeholders and partners
•    Ability to balance a varied workload, prioritising and communicating with team members as required
•    HR, recruitment or resourcing experience 
•    Supporting recruitment campaigns through the end-to-end process and experience of using OLEEO  
•    Experience of working with internal communications channels and content.
•    Ability to work with data and information to support planning and delivery of activities
•    Ability to proactively contribute to improving policies/processes and ways of working 
•    Experience of Microsoft Office

The following experience and skills are desirable:

•    Leading and managing recruitment campaigns through the end-to-end process and experience of using OLEEO  
•    Experience of working in cross-functional teams with multiple disciplines
•    Ability to work with minimal supervision, taking responsibility for outcomes
•    Have good written and oral communication and interpersonal skills and the ability to explain recruitment concepts and practices to hiring managers and stakeholders. 

Expectations of post holder in executing the role 

•    Post Holders are expected to display a commitment to Continuous Improvement, leading change, and improving performance. All those appointed to new roles in the team must be wholeheartedly committed to these principles and evidence this in their application.
•    The ability to prioritise and manage a workload is a critical element of this role. 
•    Post Holders must provide clear direction and focus, visibly championing the changes which deliver greater efficiencies.

5. How to apply 

You will be assessed against the Civil service success profiles framework.

Experience

You will be asked to provide your work history during the application process in order to assess any demonstrable experience, career history and achievements that are relevant to the role. 

In addition, you will be asked to outline a situation which you encounter and subsequently provided a solution to for each behaviour listed below.  You should provide a clear STARR format of no more than 250 words. 

For Behaviours, use the link here to understand the expectations at the grade of role you are applying for: Level 3 - HEO. 
We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers. In your examples you should include evidence on ‘how’ you demonstrated the requirements and the impact of your work, as well as ‘what’ you did.

5a. Selection Process 

Should we receive a large number of applications, we will sift primarily on the lead behaviour of Delivering at Pace. Successful applicants will then be invited to an interview being assessed against the remaining behaviours (listed in the behaviours section) and strengths. This usually takes two weeks, depending on the number of applications.  

Candidates invited to Interview 

Those who make it through the initial sift will be invited to a Civil Service Success Profile interview. In the Civil Service we use Success Profiles to help us find the right person for the job. We will be using a mixture of methods to assess your abilities, strengths, experience, and behaviours. We highly recommend learning about Success Profiles and using the Situation, Task, Action, Result and Reflection (STARR) framework when structuring your answers. 

The highest scoring candidates that pass the interview will be offered the roles. The whole process can take up to 6 weeks due to Easter. 

Behaviours

You will be assessed against the Civil service success profiles framework at interview stage:

•    Delivering at Pace 
•    Communicating and Influencing
•    Managing A Quality Service 
•    Working Together

Please also refer to the CS Behaviours framework for more details at this grade 
 
https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/717275/CS_Behaviours_2018.pdf 
 
6. Further Information 

If you require any additional information about the role, please contact:  Fran Croxon-Hall, Recruitment and Workforce Lead via email to frances.croxon-hall@justice.gov.uk .

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 - 72946.

If you require any additional information about the role, please contact:  Fran Croxon-Hall, Recruitment and Workforce Lead via email to frances.croxon-hall@justice.gov.uk .