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.
The Department
The MoJ is one of the largest departments across Whitehall with a high profile, fast-paced and complex delivery and reform agenda. Our vision is to deliver a world-class justice system that works for everyone in society.
For more information on who we are and what we do, please visit: https://www.gov.uk/government/organisations/ministry-of-justice
People Group
The role of People Group is to support the organisation and its 85,000 people by enabling our colleagues to work to their full potential.
We operate as a cluster of HR services working seamlessly to provide expert support, advice and delivery throughout the employee lifecycle. From the time people join the organisation, to the point at which they leave, we strive to make a positive contribution to their work experience. We want everyone who works for the Ministry of Justice to feel confident in their skills, ambitious for the future and fulfilled by their work and relationships with their colleagues
Our HR and people services cover MoJ HQ, our Arm’s Length Bodies, Prison and Probation Services.
Roles
Working within a Regional HR team led by the Divisional Director for HMPPS HR, you will ensure that our people are at the heart of everything we do.
As HR Business Partner for a region / expert services division, you will be responsible for forging productive relationships with relevant senior leadership teams, enabling translation of business priorities and strategy into a coherent people agenda with targeted interventions.
Working alongside Team Leaders and their Senior Leadership Team to design and deliver tailored HR interventions to drive improvements in effective leadership, people management, organisational design and development, change management and workforce strategy.
Postholders will work closely with colleagues across People Group to provide business insight to improve HR processes, systems and the service provided to business areas. They will address medium and longer-term challenges by working closely with MoJ's People Group's Expert Centres and HR colleagues across MoJ and its agencies, as well as the wider Civil Service professions.
We have three roles available in Prisons and Probation:
*One covering the West Midlands region
*One covering the South Central region
*One covering the London region
Locational merit list - Please note this campaign will be using a locational merit list system of appointment. This means the highest rated candidate will be appointed from the region in which the vacancy has arisen. This means that even if you have scored higher than the candidate being selected, you will not be selected as you are not within the region with the vacancy.
Responsibilities, Activities & Duties
- Management and delivery of planned people interventions and products, where success is often in collaboration with colleagues from People Group, wider MoJ, HMPPS and external stakeholders
- Provide people centred and pragmatic advice and guidance, sometimes finding solutions to complex and unclear situations where there is no known precedent or obvious policy or process solution
- Use business insight to inform the strategic delivery approach, design of interventions and development of products in collaboration with colleagues to embed people impacts into projects and programmes
- Act as the key interface between the Business/Programmes, HRBPs and other People Group divisions to design and deliver effective change solutions and resolve alignment issues
- Design and deliver tailored engagement solutions and products by creating the environment and opportunity for collaboration with business customers, especially those impacted by the change, as well as stakeholders and our delivery partners
- Represent your business area at internal and external broader change forum
- Consult and negotiate directly with Trade Union representatives at a local and national level
Depending on the role, you may have line management responsibilities.
Travel will be required across region with visits to operational sites to support business needs.
Selection process
This vacancy is using Success Profiles, and will assess your Behaviours, Strengths and Experience. Please refer to the Civil Service Success Profile guidance to find out more about each of the elements for the grade to which you are applying.
Application stage
At application stage, candidates are asked to provide:
- A CV of no more than 2 sides setting out your skills, career history with key responsibilities and achievements and any qualifications you may have relevant to the role.
- A supporting statement setting out how you meet the essential knowledge, experience and skills set out in the job advert (750 words max). Giving examples rather than just saying you're experienced with a certain requirement will strengthen your statement and enable the sift panel to understand more about your suitability for the role.
In the event of a high volume of applications, the initial sift will be undertaken using your supporting statement and assessed against the essential criteria. Candidates who pass the initial sift will be progressed to a full sift against all the elements listed above.
Desirable criteria are only used in the event of a strong field of candidates, as a second stage after essential criteria have been considered and there is a need to distinguish between candidates who are close after the initial consideration of essential criteria, either at sift or interview.
Interview stage
Candidates successful at sift will be invited to an interview where you will be assessed on your demonstration of the behaviours set out below at SEO level, in addition to strengths relevant to the role (not shared in advance).
- Communicating and Influencing
- Working Together
- Changing and Improving
- Delivering at Pace
Interviews will be held via video utilising Microsoft Teams. Further details and instructions will be provided closer to the scheduled interview date
Essential Knowledge, Experience and Skills
The successful candidates must be able to evidence the essential criteria below:
- HR generalist knowledge with practical experience of implementing people processes and supporting organisational change.
- Excellent stakeholder management skills with the ability to build strong, trust-based professional partnerships with a range of stakeholders quickly and effectively.
- Proven experience of developing business change strategies to support project initiatives which are tailored to the needs of the business
- Ability to design, plan and deliver people and business change activities and interventions, following best practice approaches and methodologies to support broader HR change programmes
- Excellent project management skills with experience of working within an organisation of significant scale and or complexity.
- Data and insights driven with experience of using business and behavioural insights which anticipate and shape the impact of people change programmes
- Demonstrable experience incorporating stakeholder analysis into engagement and communication plans which support change delivery
Desirable Knowledge, Experience and Skills:
- Detailed knowledge and understanding of HR Operating Models and Shared Services processes.
- Detailed knowledge and understanding of operational learning environments
Security clearance required:
Minimum Eligibility
All candidates are subject to BPSS security and identity checks prior to taking up post
All external candidates new to the Civil Service are subject to 6-month probation.
Technical requirements:
- Graduate membership of the Chartered Institute of Personnel & Development (CIPD) or equivalent experience.
Overview of the job
This is a significant strategic HR role at senior level.
As an HRBP you will be responsible for partnering an allocated part of the HMPPS organisation to deliver their business plan aims and objectives through the delivery of an effective people management service, including supporting national, regional and local change programmes and priorities whilst delivering a range of HRBP services.
The role will require regular travel to provide a level of visibility in the parts of the business you are partnering, attend key local meetings and where applicable regional meetings and to undertake professional development as required.
This position reports to a Senior HRBP.
The role has no direct reports or budget responsibility, but has responsibility for ensuring that resources (including monies) are used effectively.
Location will be via mutual agreement and based on the needs of the business.
Summary
This is a significant strategic HR leadership role requiring high levels of people and business management skills. The job holder will:
Provide an HR business partnership to Senior Stakeholders and senior teams in their allocated part of the business to improve and develop performance delivery through effective people management and engagement. Work with business senior teams and HR Change Leads to manage people aspects of business change programmes and initiatives.
Provide high level analysis and input on HR issues to the business, including options development, solution design to meet business need, risk identification, assessment, mitigation and management.
Be required to have a clear understanding of the part of the business they are partnering, it's priorities and be able to translate the desired business outcomes into a strategic people plan that will add value to the performance of the business.
Develop strong relationships with Governors, Heads of LDU, Head of Group and senior teams to ensure that the business needs are addressed and to promote understanding of the HR Operating Model.
The role requires a professional approach and must ensure that delivery is in line with the requirements of Civil Service HR, proactively role modelling activities and behaviours which promote core HMPPS values including diversity and equality of opportunity and supporting and being a positive advocate of the HR Operating Model (HROM).
This is a non-operational job with no line management responsibilities.
Responsibilities
Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
HR Leadership, Strategy & Planning
Required to establish an influential and effective partnership with the governor/LDU Heads and senior teams to deliver people strategies and providing HR insight to influence change initiatives at a strategic and tactical level. Using business insight to take required business outcomes and translate them into effective HR plans that will deliver HR solutions which will support the achievement of the outcome.
Effectively use both business insight and MI to make the case for investment in HR initiatives/activity that will help the business to be more effective. Takes the lead for one aspect/strand of strategic delivery for the local HR team, co-ordinating activity and making effective use of HR and OD resources.
Strategic Resourcing & Talent Management
Develops and implements strategic workforce planning arrangements that identify business requirements effectively. Must work closely with managers and be able to provide profiling and resource management skills to ensure that resourcing needs are managed within workforce management structures to maximise operational effectiveness. To support the identification of talent at all staffing levels. To develop strategic plans for talent management and leadership development within the business working with HR colleagues as needed for specialist advice and input.
Employee Relations & Engagement
Responsible for working with the relevant senior teams to develop plans and supporting activity to improve employee engagement. To facilitate and extend the understanding of key engagement within the business.
Developing Capability
Required to develop and energise line management to identify and improve the capability of their staff, helping them to develop a performance driven culture based firmly within the Competency & Qualities Framework. In partnership with the Governor/Head of LDU and senior team to identify the overarching development needs of the workforce to deliver effective performance over the longer term. Responsible for the implementation and delivery of a coaching approach to management and leadership, influencing and mentoring managers in effecting their people management capabilities.
Managing Business Change
Responsible for ensuring that all HR aspects of major business change are effectively managed: assessing the best approach to business change for the business that will enhance employee engagement; supporting the Governor/Head of LDU and the senior team; and, liaising with HR colleagues as necessary to provide appropriate support and resources. To ensure that all HR processes are applied correctly in respect of TUPE or other responsibilities. To be a part of any closure or establishment change programme managed geographically.
Policy Implementation & Service Delivery
To champion and explain the HR Operating Model and assist managers to gain the greatest benefit in people management and delivery. To support the implementation of all new HR processes and practices enabling them to be integrated into operations effectively.
Diversity & Equality
Actively promote diversity and equality of staff across the business. Consider ways to improve organisational effectiveness in regard to diversity and equality aspects of HR activity e.g. making the workforce more diverse, talent management.
Undertake other management tasks including:
- Ensure all HMPPS standards and Service Delivery Indicators (SDIs) are implemented and managed within the relevant work area.
- Ensure all national and local policies and procedures are implemented and compliant e.g. National Security Framework (NSF), Local Security Strategy (LSS), Finance Manual.
- Attend as directed any relevant boards/meetings and actively contribute, either as chair or team member.
- Provides leadership and direction to managers and staff within their defined work area through briefings, building informal and formal relationships and effective communication.
- Produce relevant reports as required and ensure all correspondence is replied to within agreed timescales.
- Liaise and form good relationships with internal and external stakeholders.
- Manage resources to deliver the activities within the defined work area, and contribute to the mid-to-long term business planning process.
- Ensure the defined work area and associated activities comply with Health and Safety legislation. Ensure all risk assessments are undertaken and staff are made aware of their personal responsibility towards ensuring Health and Safety compliance.
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.
Behaviours
- Seeing the Big Picture
- Changing and Improving
- Making Effective Decisions
- Managing a Quality Service
- Delivering at Pace
- Communicating and Influencing
- Developing Self and Others
Strengths
It is advised strengths are chosen locally, recommended 4-8.
Essential Experience
- Line Management/Change Management or Project Management skills/ experience.
- HR experience in a variety of areas including OD, L&D etc.
- Extracting, analysing, presenting MI and data to the business.
Technical Requirements
- Graduate membership of the Chartered Institute of Personnel & Development (CIPD) or equivalent experience.
Ability
Minimum 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 consider to be racist.
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