82215 - Appointments Adviser, HR Operations

£37,174 - £40,403
12 Months
London CTS Royal Courts of Justice, WC2A 2LL
Full Time
Human Resources

Overview of the Organisation:    

Are you looking for a new challenge in the operational field? Are you an experienced manager who thrives on working in a fast-paced environment?  Are you looking for a new challenge?   You’ve come to the right place!  

The Judicial Office is a small organisation (c400 people) which works in support of the Lord Chief Justice and Senior President of Tribunals.  More generally, the Judicial Office is a very collegiate place to work and there are opportunities to get involved in a range of things, be it by becoming a member of the Shadow Board, joining the Learning & Development Group or work shadowing colleagues.

As this is an operational role, the hybrid working requirement is for a minimum of 40% of time spent in person at the Royal Courts of Justice. This may increase depending on operational business need. 

Summary of the role:    

Led by the Head of Judicial HR, the Judicial HR team is accountable for delivering the right Judicial Office Holders with the right skills, in the right place, at the right time in support of the Lord Chancellor, Lady Chief Justice and the Senior President of Tribunals as set out in the Constitutional Reform Act 2005. This is a prestigious, high profile and customer focused environment.

The Judicial Office Holder Appointments team provides support to the senior judiciary and the Lord Chancellor concerning Judicial Office Holder appointments and retirements. 

This is an excellent opportunity for you to manage a team in an important and central area of the Judicial Office and the judiciary. You will be a confident manager able to embed continuous improvement within the team. 
For more information, please see the Judicial Office website. 

Responsibilities, Activities & Duties:    

Working to the Post Appointments Manager and alongside other Post Appointment Advisers this role involves leading on the provision of quality and timely advice on appointments to the judiciary. This could include the following responsibilities:     

  • Manage the team on the provision of accurate and timely advice on retirements and appointments to sit in retirement. 
  • Manage the provision of support and advice to the senior judiciary and Lord Chancellor on authorisations and appointment to judicial leadership roles.   
  • To provide leadership and manage performance to ensure the team is working to its greatest potential. 
  • Working with HMCTS, Private Offices, MoJ Pay and Pensions and, as appropriate, the JAC to ensure the timely approval of the appointment of judicial office holders to sit in retirement and of other ad hoc appointments/authorisations.
  • To support the team in making sure submissions follow the approved templates and guidance, and the advice is clear and succinct. 
  • To embed continuous improvement within the team, using quantitative information to inform decision making. 
  • To input into ideas on new ways of working to business as usual, whilst balancing the demands on the team.
  • To ensure the team keeps the records management system (currently J-HR) up to date. 
  • To review draft submissions prepared by the team and provide guidance to make sure the advice is clear and succinct. 

We are looking for candidates who are team players with strong organisational and drafting skills, as well an excellent eye for detail. You will need to have the confidence and ability to work under your own initiative and be able to manage competing priorities effectively.  
The successful candidates will have an induction period and support from their line manager throughout.  

Please contact Sarah.Galley@judiciary.uk if you would like further information about the role. 

CV and Statement of Suitability

You will be asked to provide a CV during the application process in order to assess any demonstrable experience, career history and achievements that relate to the role.

You will also be asked to upload a Statement of Suitability of no more than 500 words stating what you would bring to the role, with reference to the Skills and Experience listed above.


  • Leadership
  • Making Effective Decisions 
  • Working Together 
  • Managing a Quality Service 
  • Communicating and Influencing 

If large volumes of applications are received the sift will focus on Leadership

Please also refer to the CS Behaviours framework for more details at this grade: 

Should we receive a large number of applications, we will sift primarily on the lead behaviour of Leadership.  Successful applicants will then be invited to an interview, testing both Behaviours and Strengths. 
Using the STAR method can help you give examples of relevant experience that you have. It allows you to set the scene, show what you did, and how you did it, and explain the overall outcome. 

Situation - Describe the situation you found yourself in. You must describe a specific event or situation. Be sure to give enough detail for the job holder to understand. 

  • Where are you? 
  • Who was there with you? 
  • What had happened? 

Task - The job holder will want to understand what you tried to achieve from the situation you found yourself in. 

  • What was the task that you had to complete and why? 
  • What did you have to achieve? 

Actions - What did you do? The job holder will be looking for information on what you did, how you did it and why. Keep the focus on you. What specific steps did you take and what was your contribution? Remember to include how you did it, and the behaviours you used. Try to use “I” rather than “we” to explain your actions that lead to the result. Be careful not to take credit for something that you did not do. 

Results - Don’t be shy about taking credit for your behaviour. Quote specific facts and figures. Explain how the outcome benefitted the organisation or your area. Make the outcomes easily understandable. 

  • What results did the actions produce? 
  • What did you achieve through your actions, and did you meet your goals? 
  • Was it a successful outcome? If not, what did you learn from the experience? 

Keep the situation and task parts brief. Concentrate on the action and the result. If the result was not entirely successful describe what you learned from this and what you would do differently next time. Make sure you focus on your strengths.

Essential Knowledge, Experience and Skills:    

  • Management experience.
  • Excellent stakeholder management skills across all levels of seniority. 
  • Confident decision maker, able to work independently and as part of a team.
  • Excellent organisational and time management skills. 
  • Able to make decisions using sound judgement.
  • Excellent drafting skills and attention to detail.
  • Strong IT skills (should be able to work confidently in Word, Excel, Outlook including the ability to make formatting and layout changes to documents, manipulate data in Excel using basic formulae, sorting, and filtering and be able to use databases confidently).
  • 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 Knowledge, Experience and Skills:

  • Experience of people operations and managing a customer focused service. 
  • Ability to identify areas of improvement and drive change.
  • Knowledge of the work of the judiciary.  
  • Experience of working with Judicial Office Holders and/or experience working in the justice system.



Security clearance required:    


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.

Interviews expected to take place on the 25th and 26th January

08/01/2024, 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 - 82215.

Counter-Terrorism Check (CTC)

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

Leadership - 250 word limit
Making Effective Decisions - 250 word limit
Working Together - 250 word limit
Managing a Quality Service - 250 word limit
Communicating and Influencing - 250 word limit
Statement of Suitability - 500 word limit
A sift based on the lead behaviour, Leadership, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Making Effective Decisions
Working Together
Managing a Quality Service
Communicating and Influencing
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.