82053 - Human Resources Business Partner for Tribunals

£45,824 - £50,039
12 Months
London CTS Rolls Building, Royal Courts of Justice, EC4A 1NL, London CTS Royal Courts of Justice, WC2A 2LL
Full Time, Flexible Working
Human Resources


This position is based at RCJ, London WC2A 2LL / Rolls Building, EC4A 1NL and is eligible for hybrid working (current requirement is at least 60% of working hours each week to be spent in the office, and is subject to business requirements)
Overview of the role:    The Judicial Office
The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice and was established in 2006 to provide support to her 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 HM Courts & Tribunal Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.
See JO staff talk about working here

Overview of Judicial HR

Judicial Office Human Resources (JOHR) places Judicial Office Holders (JOH) at the centre of our service, ensuring we are visible, proactive as well as responsive, and that we collaborate with colleagues across the Judicial Office, and beyond to ensure we provide judicial office holders with excellent HR support and professional expertise.
JOHR supports the senior judiciary, leadership judges, and works in partnership with HMCTS and MoJ to ensure the Lady Chief Justice and the Senior President of Tribunals have a properly resourced, visible, and accessible HR service based on the needs of the judiciary.
With a passion for people/operational management and a desire to build an HR generalist foundation for a future career, the post holder will work within the Human Resources Business Partner (HRBP) Organisational Design and Development (OD&D) function being a strategic delivery partner for Senior Tribunal Leadership Judges. 
Whilst we are part of the wider Civil Service HR community, we are not a typical HR team in that everything we do needs to meet the, often complex, needs of around 25,000 members of the judiciary who are office holders and not employees or Civil Servants.  This provides us with a unique and interesting set of HR challenges. It also provides us with unique opportunities to work with the judiciary at all levels and gives us ample opportunity to broaden our HR skills sets, use our HR and business insights to be curious and creative about doing things differently within an environment of continuous learning.


This is a significant strategic HR leadership role requiring high levels of people and HR/business management skills. The role requires a professional approach and must ensure that delivery is in line with the requirements of Civil Service HR, pro-actively role modelling activities and behaviours which promote core MoJ values including diversity and equality of opportunity and supporting and being a positive advocate of the Judicial Office HR Operating Model.
The postholder will work at a strategic level and be responsible for developing and sustaining trusted working relationships with judicial leaders in the Tribunals in support of the delivery of justice.  The HR insights garnered by the post holder will be key in understanding the needs of the judiciary in the Tribunals and will help to shape the Judicial HR offer.

Responsibilities,Activities & Duties:    

•    Develop and maintain a strong working relationship with Chamber Presidents and other senior leadership judges to become a source of trusted advice and support on HR matters.  
•    To act as a change agent to support the JO Organisational Design programme. 
•    Operating as an integral member of the HRBP – OD&D  Team, scanning for emerging trends and acting as an intelligent customer into the wider HR Team on behalf of the judiciary. 
•    Connecting with HRBP colleagues across government to provide holistic HR advice and support where issues cross boundaries of staff and the judiciary. 
•    Work with judicial leaders to help talent management, succession planning and career conversations within their areas of responsibility.
•    Work with the leadership judges to review approaches for identifying and dealing with issues relating to judicial health, welfare, behaviour and performance issues and where necessary suggest changes to those approaches. 
•    Work closely with the respective Chamber Presidents Offices as appropriate, to identify and address relevant HR issues.  
•    Be the principal contact for senior Tribunals judiciary with responsibility to deliver the provision of strategic people management with particular focus on regional/jurisdictional requirements  
•    Working with JO, external stakeholders and the judiciary to manage people aspects of business change programmes and initiatives.
•    Be required to have a clear understanding of the Lady Chief Justice and Senior President Tribunals priorities and be able to translate these into a Tribunals plan that will add value to the local judiciary.
•    Demonstrate commitment to personal continuous development, professional expertise and skill.
•    Future Line Management of a HR Advisor (HEO grade).

Key tasks:

•    Working closely within JOHR to support delivery of a strategic field-based HR service
•    Analysing HR data and applying understanding to decide on an appropriate intervention or course of action and making recommendations.
•    Develop, implement, maintain and review systems and services to ensure delivery of professional excellence. 
•    Increase insights into Chamber trends, and impacts, offering bespoke support, insights and interventions to rectify.
•    Provide strategic overviews back into Judicial Office HR, allowing for accurate forecasting on workflows and demands
•    Formulation of reports which can be fed back into key areas of the organisation
•    Oversight of all record keeping, ensuring compliance with GDPR and data retention policies
•    Ensuring queries are escalated to the right level and JOHR team if required 
•    Responding to queries which require review of numerous policies, T&C’s etc in order to provide accurate advice
•    Demonstrate commitment to continuous development, professional expertise and skill.

Behaviours & Strengths (for Recruitment/Success Profiles):    


Seeing the Bigger Picture
Communicating and Influencing
Making Effective Decisions

Essential Knowledge, Experience and Skills:    

•    A change agent, supporting good practice change management; experience of managing change.
•    Ability to work collaboratively and possessing excellent interpersonal and stakeholder management skills; being a skilled influencer with strong customer relationship skills and the ability to confidently handle difficult conversations.
•    Strong resilience and capacity to adapt and respond to adversity.
•    Ability to understand the strategic picture and translate this into action/intervention for business areas
•    Ability to deliver effective outcomes in an ambiguous environment.
•    Extracting, analysing, presenting MI and data to the business to back up people propositions.
•    Excellent communication and listening skills, including the confidence to speak with credibility and authority when operating at a senior level.
•    Awareness of organisational design and development work.
•    Maintain and review systems and service to ensure delivery of professional excellence and establish ways to find and respond to feedback from customers about the service. 
•    Encourage joined up teamwork within own team and across other groups. Establish professional relationships with a range of stakeholders. Collaborate with these to share information, resources and support. 
•    Share information as appropriate and act as an intelligent customer for the wider HR service, communicating in a straightforward, honest and engaging manner. 

Desirable Knowledge, Experience and Skills:    

•    Understanding of the judiciary
•    Highly credible HR or operational experience and the skills to support and advise key leaders.  

Technical Skills/Qualifications:    

•    Level 5 qualified / CIPD qualified or willing to work towards. This role can be linked to the HR Apprenticeship (Level 5) and as a route into CIPD qualification.

Security clearance required:    

Security clearance will include a requirement of CTC and DBS

Additional Information:    

The team is based in the Rolls Building, EC4A 1NL / Thomas More Building in the Royal Courts of Justice (RCJ), London. The successful candidate will be expected to spend at least 60% of their working hours in the office (this includes court visits and national travel where required). There will be a need to attend meetings with the judiciary (including in person at sites), with meetings often taking place before or after court (before 9.30am and after 4.30pm) so flexibility is required in the role.

This vacancy is using Success Profiles and will assess the Behaviours, Experience and Strengths elements. 

Application stage

As part of the application process, you will be asked to provide a Personal Statement / Statement of Suitability in no more than 1000 words.  Using the job advert as a guide you will be required to provide an overview of transferable skills and / or evidence that would fulfil the role requirements. 
You will also be asked to provide information within the ‘Employer/ Activity history’ section of the application form. This is equivalent to the information you would provide on a CV, setting out your career history. 
We will assess you against these behaviours during the application stage:
•    Seeing the Big Picture (250 word limit)
•    Communicating and Influencing (250 word limit)

In the event of a large number of applicants, an initial sift will be conducted on the statement of suitability. Those who are successful in the initial sift will then be scored on all elements of the application.
Interview stage 

It is anticipated that interviews will take place in person at the Rolls Building or RCJ in the week of  8th or 15th January 2024 but please note that dates are subject to change.

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.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


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.


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


The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.


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.


  • 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

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.

It is anticipated that interviews will take place in person at the Rolls Building or RCJ expected week of 8th or 15th January 2024 but please note that dates are subject to change.

19/12/2023, 23:55 hours.

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 - 82053.
Counter-Terrorism Check (CTC)
Please note the successful applicant will need to undertake a Disclosure and Barring Security Check for this post.

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.

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

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

Communicating and Influencing - 250 word limit
Seeing the Big Picture - 250 word limit
Statement of Suitability - 1000 word limit

Interview stage assessments

There is 1 interview stage for this vacancy.
Communicating and Influencing
Seeing the Big Picture
Making Effective Decisions
Strengths may also be assessed at interview but these are not shared in advance.

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.