24807 - Senior HR and Operations Manager
About the Judicial Office
The Judicial Office (JO) reports to, and is accountable, to the Lord Chief Justice and was established in 2006 to provide support to him and to the wider judiciary following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.
The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HMCTS, the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.
See JO staff talk about working within the JO:
https://design102.wistia.com/medias/uhgtmbtnlv
About HR for the Judiciary
The Judicial HR function reports to the Chief Executive of the JO and is answerable to the Lord Chief Justice and the Senior President of Tribunals in their responsibilities for the deployment, diversity and welfare of judges. One of the groups we support is the c.15,000 magistrates serving in England and Wales. Magistrates are volunteer judicial office holders and are a very important part of the Judiciary, dealing with over 90% of all criminal cases in England and Wales as well as some civil cases.
About Magistrates’ HR
Magistrates’ HR is a team of nine in Judicial HR. We support the Senior Presiding Judge on the appointment of magistrates and provide support and advice to the advisory committees in England and Wales which recruit and select candidates for appointment. We also support the Lord Chancellor on some magistrates-related issues such as Freedom of Information Requests, Parliamentary Questions, and on appointments to Advisory Committees.
This is an exciting time to join a team at the forefront of changes that affect magistrates.
The Judicial HR Team is not a conventional HR team and roles in Magistrates’ HR are a mix of HR and operational work. The principles of good HR practice apply but need to be aligned to the requirements of the Judiciary and this provides a unique set of challenges. The team is largely from an operational background. This operational experience and knowledge of the justice system is essential to us being able to deliver. The team also provides HR advice and support to advisory committees who recruit and recommend magistrates for appointment and investigate complaints of misconduct. Upcoming changes in reform and in ways of working make it increasingly important that the team can be HR partners to the advisory committees, providing sound HR advice to help them in carrying out their responsibilities.
About the role
This is a Band B (Civil Servant Grade SEO equivalent) role in the team, which in the current climate of change and transformation, is needed to help deliver the magistrates’ related elements of the Judicial Office business plan and to ensure that the HR and operational strategies and service provision that the team is responsible for, is aligned with all changes. The role is varied and requires excellent stakeholder management, HR experience, resilience and the ability to deliver through others in a challenging environment.
There will be a key role for the jobholder in delivering on the implementation of agreed recommendations, following recent reviews of support to the magistracy.
The successful candidate will have an induction and support from their line manager and colleagues in the work of Judicial Office and in how the team works with senior judiciary and key stakeholders such as MoJ, HMCTS and advisory committees.
Please contact Emma.Delieu@judiciary.uk if you would like to discuss this role.
Key areas of responsibility
- Implementation of action required to implement changes to recruitment to the magistracy and of work arising from recommendations made by various working groups
- Design and deliver a programme to increase HR capability in the team with a view to achieving a balance between operational and HR knowledge
- Develop and deliver business focused HR and operational solutions alongside stakeholders also providing a service to the Magistracy (ie, Judicial College and HMCTS) to create an overall service offering that supports future need
- Lead on engaging with advisory committees to continuously improve our support to them and their support to the Magistracy
- Management of team’s workplan to ensure effective delivery of work streams, taking decisive action where appropriate
- Deputy to Head of Magistrates’ Team
- Line management of 3 X Band C
Skills and Qualifications
Essential Criteria
- HR generalist experience sufficient enough to be able to increase HR capability in others (experience of increasing capability of teams/groups and/or HR business partnering would be particularly useful)
- Strong written and oral communication
- Ability to build and maintain relationships at all levels, influencing decisions as appropriate
- Ability to provide clear direction and to deliver through others
- Adaptable. Willingness to contribute to the successful delivery of the work of the team by supporting others in their work as necessary and in building and maintaining a continuous learning environment for the team (applicable to all in the team)
Desirable Criteria
- Knowledge of the magistracy and its role within the justice system
- Experience in/knowledge of project management
- Qualification in HR
We will assess you against the essential criteria set out above and against the following behaviours.
If you are successful for interview, please note you will also be assessed against the strengths element of the success profile framework
Success profiles – Behaviours (level 3)
Making Effective Decisions:
- Analyse and use a range of relevant, credible information from internal and external sources to support decisions.
- Display confidence when making difficult decisions, even if they prove to be unpopular.
- Consult with others to ensure the potential impacts on end users have been considered.
- Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks.
Leadership:
- Ensure colleagues and stakeholders have a clear understanding of objectives, activities and time-frames.
- Consider the impacts of own and team’s activities on stakeholders and end users. Role-model commitment and satisfaction with role.
- Recognise and praise the achievements of others to drive positivity within the team.
- Effectively manage conflict, misconduct and non-inclusive behaviour, raising with senior managers where appropriate.
Developing Self & Others:
- Identify capability gaps for self and team.
- Ensure development objectives are set and achieved to address any gaps and enable delivery of current and future work.
- Take time to coach, mentor and develop other colleagues to support succession planning.
- Reflect on own work, continuously seek and act on feedback to improve own and team’s performance.
Delivering At Pace:
- Show a positive approach to keeping the whole team’s efforts focused on the top priorities.
- Regularly monitor your own and team’s work against milestones ensuring individual needs are considered when setting tasks.
- Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance.
- Allow individuals the space and authority to meet objectives, providing additional support where necessary, whilst keeping overall responsibility.
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 salary sacrifice arrangements for childcare vouchers, and voluntary benefits such as retail vouchers and discounts on a range of goods and services.
- 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.
Eligibility
Staff on fixed term appointments must have been recruited through fair and open competition.
21/03/2019, 23:55 hours.
Closing Date: 21st March 2019 at 23:55 hours
If you require any assistance please call 0845 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@sscl.gse.gov.uk Please quote the job reference.
For further information about the role, please contact emma.delieu@judiciary.uk
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.