75248 - Head of HR Operations
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.
Vacancy Description
About the role
Appointment Term: Temporary. Applications are invited to temporarily fill the role of Head of HR Operations leading HMCTS’ HR Business Partner Team and other HR expert functions. This is a temporary loan opportunity for 12 months (subject to extension) to civil servants who have successfully completed probation and meet the eligibility criteria to apply.
Location: National
Based on current ways of working, work location is likely to be a combination of working from home and from the office, dependent on business needs.
Working Arrangements: This is a full-time role. However, flexible working arrangements and job sharing are welcomed and will be considered.
Salary: This post is at Grade 6 level (National rate £63,185 minimum, London £66,698 minimum). The successful applicant will be appointed in line with normal Civil Service rules.
We are looking for talented leaders who are either existing HR professionals or have the necessary skills and experience to move into a senior HR leadership role.
The Head of HR Operations is responsible for leading the strategic SHRBP team and other HR expert functions ensuring all HR operational issues are identified, escalated, and addressed, enabling the delivery of the People and Culture Strategy, in support of the HMCTS’ Business Plan and objectives. Using operational insight to inform the design and delivery of complex, and potentially controversial, people-focused principles, processes and activities to deliver a modern court and justice system. The roles are responsible for managing the operationalisation of reform and BAU products which includes monitoring and managing risk, to ensure effective delivery. As well as influencing policy/systems change in the MoJ (Ministry of Justice) HR Community. High levels of autonomy within the role, mean effective partnering with DD’s and Directors is critical to success. The Head of HR Operations will work as a strategic advisor and business partner with a range of senior directors and deputy directors covering a workforce of approx. 16,000 FTE (Full Time Equivalents).
Key accountabilities:
• Lead, mentor and develop a team of experienced HR professionals, which includes HRBPs, HR expert service Leads and Assistant HRBPs
• Leading and delivering key people projects and initiatives to support business needs.
• Championing the identification, tracking and careful management of all people impacts of change
• Role modelling leadership behaviours across the HR function and wider HMCTS
• Key Contributor and implementer of the HMCTS HR strategy to drive and underpin HMCTS Strategy
• Working with and advising Directors as part of Senior Management Teams to develop and implement HR and business strategy ensuring that HMCTS has the right structure, climate, and capability to manage change and transition
• Make decisions and deputise for the Deputy Director of HR Operations in a range of cross cutting HR/business meetings on a regular basis and provide emergency and holiday cover as and when required
• Identify, challenge, and present an overview of HR systems/delivery issues impacting the business
• Advise senior stakeholders on the people implications arising from significant change initiatives and provide technical HR/employment oversight
• Work collaboratively with Senior Leaders / Directors and their teams to develop effective strategies in terms of delivery and approach that support the HMCTS cultural change agenda, and which meets Civil Service/HMCTS guidelines and targets in respect of: Change management, Performance management, Health and wellbeing and attendance management, Engagement, Equality, diversity, and inclusion
• Working with senior leaders and the workforce planning team to drive and collate accurate workforce planning data that aligns to budget allocations and meets capacity and capability requirements and deploys appropriate attraction, talent, and development strategies
• Providing professional expertise to ensure the implementation of the HMCTS Talent and Succession strategy grows a strong talent pipeline, including addressing appropriate development needs to develop credible successors
• Develop and grow Leadership capability and effectiveness through coaching, challenging, and mentoring senior Directors on business and people issues to drive improved leadership
• Engaging and collaborate with the Organisational Capability Team to provide insight and commission appropriate products which tailor key elements of our people proposition, capability development framework and organisation toolkit to ensure delivery of business needs and strategic outcomes including HMCTS reform.
• Enable the strategic and tactical use and analysis of people data and customer insight to inform and drive strategic changes, to improve HR performance and deliver HR and service excellence.
• Operating as the technical HR expert for the business, providing oversight for all people related matters and working with the HR Organisational Capability Team and HR Directors Office and centres of excellence, to ensure a consistent and high -quality HR service
• Influencing Senior Leaders to drive forward engagement of our workforce and to enable cultural change to provide a better justice system to UK citizens
• Working closely with HR colleagues, delivery partners, senior managers, and HR teams across the Civil Service to drive continuous improvement in the delivery of HR services, policies, and practices
• Identification and dissemination of HR best practice, advising portfolio leads for change initiatives/projects
• To work collaboratively with MoJ HR building relationships, with ones that enables HR delivery within HMCTS.
Person Specification
The successful candidate must be able to demonstrate success in the following essential areas:
• Compassionate, visible leadership skills, with the ability to motivate, engage and develop diverse and high performing teams operating within a large complex organisation
• Ability to respond quickly to emerging organisational needs and deliver solutions at pace
• Good knowledge of HR practice, policy and principles or the ability to learn this quickly
• A positive can-do mindset with high levels of personal resilience
• Excellent stakeholder management and partnering skills, with an ability to build relationships, truly understand different business areas and add real value.
• An effective collaborator, working across teams and functional areas to deliver great outcomes.
Knowledge, Skills and Experience
• Experience working at a senior level in a HR function with senior stakeholders at CEO (Chief Executive Officer), Executive Director, Deputy Director level.
• Experienced HR practitioner and CIPD qualification is desirable or willingness to work towards
• Significant knowledge of all people policies in large complex unionised environment
• Strong relationship management skills
• Able to influence and communicate well
• Able to role model highly effective Leadership
• Ability to shape strategic thinking and implement people strategy
• Highly credible and technically proficient HR professional with a strong client focus
• Strong consultancy, partnership and relationship building skills
• Strong programmatic approach to delivering solutions and complex change
• Ability to coach and develop Senior Leaders
• Ability to facilitate effective decision making
• Ability to inspire and initiate change, often across diverse geographical locations and jurisdictions
• Understanding of change management, whole systems thinking and organisational developments concepts
Application Process and Timeline
The successful applicant will need to be available to take up the post as soon as possible, ideally within four weeks of results being announced. Colleagues must discuss the potential for release with their managers ahead of completing their application.
A CV and supporting statement (no longer than 750 words) showcasing your personal skills, qualities and experience and providing evidence of your suitability for the role, with particular reference to the criteria in the person specification.
A sift panel will assess your application at sift during w/c 19th June 2023
The panel will consider the evidence you have provided against the criteria set out in the ‘Person Specification’ section. Failure to address any or all of these may affect your application.
Interviews will be conducted in-person 18th & 19th July. You will be required to deliver a 5-minute presentation; further details will be provided in advance to candidates invited to interview.
The terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return. Prior agreement to be released on a loan basis should be obtained before commencing the application process.
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.
16/06/2023, 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.