Job Title: Integrated Workforce Planning, Succession and Insight Lead

Grade: SEO

Business Group: People and Capability

Contract Type: Fixed term (6 months)

Directorate: People and Capability

Team: SCS HR

Location: National

People & Capability Group

People and Capability is here to support the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide across the Ministry of Justice (MoJ) to ensure the delivery of high-quality services for our customers.

As a department, we are going through a period of significant transformation and our people services are at the forefront of enabling that change. MoJ People and Capability is a team of 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services, are our people.

Information about the MoJ and its priorities can be found at www.gov.uk/government/organisations/ministry-of-justice/about

SCS HR

The Senior Civil Service (SCS) HR Team sits within People & Capability and provides specialist HR advice and strategic support for the SCS across the Ministry of Justice. Our remit spans recruitment, onboarding, talent and succession planning, performance, development, engagement and strategic workforce planning, working closely with senior leaders, HR colleagues and business areas to support effective people and workforce decisions.

This is an exciting time to join the team as we strengthen our strategic workforce planning capability and support the Department’s future SCS leadership workforce. The role will help bring together workforce planning, succession, talent insight and evidence-led products to improve the quality, consistency and action focus of senior workforce discussions.

About the Role

The role will lead development of integrated workforce planning, succession and talent insight for the SCS workforce, providing flexible capacity to build the baseline, forward view and core products needed to support senior decision-making during the six-month stand-up period.

Main Activities / Responsibilities

The job holder will be required to undertake the following duties and responsibilities:

• Develop the SCS workforce baseline and forward view, drawing together workforce, recruitment, succession, talent and diversity data.
• Build demand, supply and scenario analysis to identify future workforce pressures, capability gaps, recruitment dependencies and location risks.
• Support critical role identification, successor mapping and assessment of pipeline readiness, including ready-now and ready-later coverage.
• Analyse workforce, talent and succession data to identify risks, gaps, diversity impacts and targeted intervention opportunities.
• Develop clear senior-facing products, including workforce summaries, succession risk assessments, pipeline insight and options for action.
• Work with HR Business Partners, Groups and functional partners to gather inputs, test assumptions and improve consistency of workforce and succession returns.
• Support development of standard templates, definitions, reporting products and governance materials to embed a “less but better” operating rhythm.
• Maintain links to Places for Growth, transformation activity, talent interventions and resourcing decisions so insight is joined up and action focused.

Key outputs:

• SCS workforce baseline and forward view.
• Demand, supply and scenario analysis.
• Critical role and succession pipeline insight.
• Talent, readiness and diversity risk summaries.
• Senior governance packs, briefings and decision products.
• Standardised templates, definitions and reporting products.

Occasional travel will be required to attend team meetings, stakeholder engagement events and wider departmental activities across Ministry of Justice sites.

Management of Resources

Working across a flexible team, you will partner with HR Business Partners, groups and functional leads to strengthen workforce and succession planning, challenge assumptions and improve decision-making through high-quality insight. There is also potential to line manage one HEO, helping to build capability and drive high-quality delivery.

Essential Criteria

• Good understanding of workforce planning, succession planning, talent management or organisational change.
• Strong analytical skills and ability to interpret workforce, talent or HR data.
• Strong stakeholder engagement skills, with confidence gathering inputs, testing assumptions and influencing quality conversations.

Desirable Criteria

• Experience working with data, dashboards, trackers or reporting products.
• Experience developing insight, briefings or products for senior stakeholders.
• Experience of working across multiple priorities and connect activity across workforce planning, talent, succession and resourcing.

Please note that whilst we don’t assess or score ‘desirable’ criteria, we may consider evidence provided that demonstrates meeting the desirable elements of the role, only after essential criteria is assessed and where there is a need to differentiate between closely scored candidates.

Application process

You will be assessed against the .

Sift

Behaviours / Experience

Please provide examples of how you have met each of the behaviours below:

• Seeing the Big Picture (lead)
• Changing and Improving
• Communicating and Influencing

Please refer to the CS Behaviours framework for more details, including by grade:

https://www.gov.uk/government/publications/success-profiles/success-profiles-civil-service-behaviours#why-we-assess-behaviours

Experience

Please provide a statement of suitability covering the essential criteria of the role in 500 words. If we receive a large number of applications, we will carry out an initial sift on the lead criteria of Seeing the Big Picture.

Candidates invited to Interview

Please note that interviews will be carried out remotely via MS Teams. During the interview, we will be assessing you on Behaviours and Strengths from the Success Profiles framework.

Behaviours

• Seeing the Big Picture (lead)
• Changing and Improving
• Communicating and Influencing

Civil service success profiles framework

For any enquiries please contact Naz.Tully@justice.gov.uk and Stacey.Muncaster@justice.gov.uk

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). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

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: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

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. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

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.

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.

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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

Support

• 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 www.www.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

• To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)

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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Planand the Civil Service Diversity and Inclusion Strategy

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

A sift based on the lead behaviour, Seeing the Big Picture, 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.