24927 - Business Manager

£28,750 - £32,361
1
12 Months
South East
Croydon
SOUTHERN HOUSE CROYDON, CR0 1XG
HEO
Band 5
Permanent
Full Time, Part Time, Part Time/Job Share, Flexible Working, Other
Administration / Corporate Support

The Business Manager is responsible for supporting the Head of Reward in the day to day duties, ensuring that they are fully briefed on all pertinent issues in readiness to represent the organisation/directorate at both internal and external meetings.

Overview of the job

The role supports the Deputy Director / Heads of Group to provide leadership and management to a NOMS directorate dealing with a diverse range of issues, which includes management of the Deputy Director / Heads of Group workload, liaison with the offices of the Chief Executive, other Directors, Ministers and might also include management of the Directorate’s Corporate Hub.

The environment is demanding and the jobholder will need strong influencing and relationship management skills and develop a good level of knowledge of issues across the range of the Directorate’s / Groups business. The jobholder will be able to speak authoritatively about the work being undertaken and make decisions that reflect the needs and priorities across the directorate.   The jobholder will be a first port of call for information from staff both within NOMS and from outside and will undertake projects and pieces of work on behalf of the Deputy Director / Heads of Group when required.

The Business Manager is responsible for supporting the Deputy Director / Heads of Group in the day to day duties, ensuring that they are fully briefed on all pertinent issues in readiness to represent the organisation and the directorate at both internal and external meetings.

Summary

The purpose of this role is to support the Deputy Directors / Heads of Group with the delivery of the Directorate business plan, providing personal support ensuring the Groups (and ultimately the Directorate) are able to deliver their key deliverables.

They will be required to interface within NOMS / NPS, MOJ Directors offices, other Government Departments and other key stakeholders and will be responsible for maintaining a comprehensive understanding of the Group(s) business with a particular focus on corporate issues

This is a demanding and busy role where the job holder will need strong influencing and relation management skills. The job holder will be required to undertake projects and pieces of work on behalf of both Directorate.

Responsibilities, Activities & Duties

The job holder will be required to carry out the following responsibilities, activities and duties:

  • Ensure the Deputy Directors/Heads of Group are informed of priority matters where necessary, are involved in decision making at the appropriate level and have sufficient information and advice to help them operate effectively (including oversight of all papers and correspondence)
  • Provide a point of contact for pressing advice and requests e.g. responding to media related issues and ensuring that the Deputy Directors/Heads of Groups are apprised of any urgent or emerging issues; providing sufficient information to help them operate effectively. Manage the Deputy Directors/Heads of Group workload, ensuring that work is prioritised appropriately and that deadlines are met
  • Commissioning work on behalf of the Deputy Directors/Heads of Group in order to meet specified timescales, and ensuring delivery on time and to the required quality standard.
  • Responding direct to emails etc. where it is possible to do so without reference.
  • Act as secretary to the relevant meetings, to include setting appropriate and relevant agendas and accurate minute taking and ensuring that all action points are dealt with in a timely manner
  • Maintain and develop good relationships and working contacts with the CEO office and offices of other DGs in MoJ, other NOMS Directors, Ministers and MoJ Directors
  • Maintain a broad but thorough understanding of group and directorate business with a particular focus on corporate issues, presentational challenges, efficiency, propriety and governance arrangements
  • Support the Deputy Directors/Heads of Group in preparing for their bilats with the Director
  • Represent the Group at various meetings as requested by the Deputy Director/Head of Group

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The Job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation scheme and shall be discussed in the first instance with the Job Holder.

Competencies

For the purpose of selection the following competencies will be measured:

  • Making Effective Decisions
  • Delivering at Pace
  • Collaborating and Partnering
  • Showing Drive and Resilience
  • Acts with Integrity
  • Persuading and Influencing

Essential Skills, Qualifications, Accreditation & Registration  

Excellent communications skills, both written and oral

Experience of managing and developing relationships with internal and external stakeholders

Knowledge and use of the Microsoft suite of packages particularly Word, Excel , Project and PowerPoint

Working Arrangements & Further Information

Some of MoJ’s, including HMPPS, 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.

Standard working hours for this post are 37 hours per week excluding breaks which are unpaid.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment

Pension

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

Work Life Balance

-HM Prison & Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

-HMPPS offers a childcare vouchers scheme. The scheme enables staff to take part of their salary in the form of Childcare Vouchers. This is known as a Salary Sacrifice. The vouchers can then be used to help meet the costs of any form of registered or approved childcare for children aged 0-16. The vouchers are exempt from tax and National Insurance contributions

Training

-HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provide a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which HMPPS considers to be racist

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.

To be confirmed

22/03/2019, 23:55 hours.

Closing Date: 22nd March 2019 at 23:55

If you require any assistance please call 0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@sscl.gse.gov.uk. Please quote the job reference 24927.

Candidate Information

You may be required to provide statements describing your skills and experience relevant to each of the selection criteria. We recommend that you structure any examples as Situation, Task, Action and Result. For more information about the recruitment process and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

In the event of a large number of applications, we reserve the right to undertake the following processes:


  • An automated online test where a benchmark must be passed to progress;
  • A sift on the lead selection criteria. If this happens, the lead criteria will be the first one listed in the advert.

During the selection process, you may be asked to undertake an additional assessment (such as written test). If this is applicable you will be notified of this when you are invited to interview.



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
Making Effective Decisions
Delivering at Pace
Collaborating and Partnering
Showing Drive and Resilience

Effectiveness in this area is about being consistently motivated, committed and able to perform duties in all situations. People who are effective maintain a personal conviction when faced with resistance. Those who work in establishment must retain a professional approach when confronted by aggression and strong emotion from prisoners. At senior levels, it is about remaining focussed on achieving objectives in the face of resistance, organisational constraints or unforeseen problems.

Acts with Integrity

Effectiveness in this area means consistently acting in a principled, open and conscientiousness manner, and challenging unacceptable behaviour. Those who work in establishments must achieve a balance between excessive distance and familiarity with prisoners whilst dealing with prisoners in a way that is firm and fair. At a senior level it is about promoting a culture in which personal integrity thrives at all levels of the organisation.

Persuading and Influencing

Effectiveness in this area means listening to each other, using reason and cooperation to reach agreement. We must all seeks to understand others’ perspectives whilst following through on agreements. Those who work in establishments must take time to understand the prisoners’ point of view and encourage prisoners to understand own / establishment’s perspective. At a senior level it is about promoting a culture of open interaction and effective consultation across all levels of the organisation. It is about influencing and involving the right people necessary to get things done.

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

There is 1 interview stage for this vacancy.

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.