HR Performance Manager - HMP Exeter (Ref:81475)

Job content

Job Summary

Please refer to Job Description

Job Description

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 .

***Please note: Permanent Civil Servants will be loaned out as opposed to offered a FTC, therefore please seek agreement from your line manager before applying for this role. Candidates placed on a merit list may be offered posts in either Prison, Probation or HQ.***

Overview Of The Role

The Ministry of Justice (MoJ) is responsible for everything that goes into running the UK’s criminal and civil justice systems, creating the foundations for a safe, fair and prosperous society. We are one of the largest government departments with over 88,000 staff based across England and Wales. We are responsible for 500 courts and tribunals, 122 prisons, the policies underpinning the system and much more.

People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide to ensure the delivery of high-quality services for our customers. MoJ People Group has over 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services are our people.

With a passion for People Management and a desire to build an HR generalist foundation for a future career, the post holder will work closely with the Associate HR Business Partners and HR Business Partners on critical people priorities across their business area.

The role involves a proactive approach to problem solving and enabling the business to find solutions to HR challenges. The postholder may be working across any number of portfolios across the employee life cycle to support the business to tackle high priority people challenge, needing to work at pace to execute targeted action plans.

The post holder may be supporting a number of business areas and may be called upon to support regional projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to work alongside the business.

Responsibilities, Activities and Duties:

Supporting an area of the business with wide ranging people issues, will need to have impact, appraising, assessing and adapting to a wide range of issues on a day-to-day basis and developing options to maintain or deliver on a particular people priority or number of people priorities.

Dependent on people priorities may be working on a particular people priority or priorities over more than one business area or may be deployed to work with a specific business area.

Role holder will have autonomy to make decisions within their discrete area of work to utilise appropriate resources across the business and People Group, using initiative and strong communication skills.

Interpreting HR advice which may require follow up questions or discussion to understand the wider impact of the issue.

Decisions might involve considerable discretion but will be constrained by policy and best practice.

Analysing HR data and applying understanding to decide on an appropriate intervention or course of action.

Considering sensitive or multiple opposing opinions to establish facts; establishing the best approach; determining appropriate methodologies; analysis to ensure quality and application of results.

Exercise judgement and make decisions based on their own interpretation. Details may be unclear and require further investigation.

Required to maintain team relationships by supporting others, contribute to team decisions and use initiative to solve problems.

Contribute directly to the achievement of people delivery plans and people priorities, to include but not exclusive to:

• Supporting the business to reduce absence
• Supporting the business to build management capability, including direct delivery of management upskilling
• Supporting the business in the implementation of employee life cycle activity (Performance Management, Employee Engagement)
• Supporting recruitment and retention drive including direct delivery of management upskilling / L&D? [BD1] [BD1
  

Behaviours & Strengths (for Recruitment/Success Profiles):

You will need to demonstrate your skills and experience against the following criteria:

Behaviours:

Changing & Improving

• Work with others to identify areas for improvement and simplify processes to use fewer resources.
• Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change.
• Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.
  

Communicating & Influencing

• Communicate in a straightforward, honest and engaging manner, choosing appropriate styles to maximise understanding and impact. Share information as appropriate and check understanding
• Self-starter with drive and energy, strong interpersonal skills and a team-centric and collaborative way of working.
• Ensure that important messages are communicated with colleagues and stakeholders respectfully, taking into consideration the diversity of interests.
  

Managing a Quality Service

• Develop, implement, maintain and review systems and services to ensure delivery of professional excellence.
• Successfully deliver high quality outcomes that meet the customers’ needs and gives value for money.
• Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements.
  

Delivering at Pace

• Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation.
• Regularly monitor your own and team’s work against milestones.
• Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance.
  

Essential Knowledge, Experience and Skills:

Experience:

• Previous experience of an HR delivery role.
• The ability to confidently build and manage a diverse range of relationships, including with senior stakeholders.
• Excellent communication skills, both in verbal and written formats.
• Ability to analyse and understand data and apply analytics to business delivery.
• The ability to manage competing priorities and deliver at pace against tight deadlines
  

Desirable Knowledge, Experience and Skills:

Previous Experience of working in a HR team within the Civil Service and an awareness of the wider CSHR operating model.

Experience of HR consultancy work or other service delivery based on a Customer Relationship Model.

Qualifications:

You will hold a Level 5 Associate Member CIPD or equivalent or willing to work towards

Security clearance required:

Security clearance will depend on the environment and may include a requirement of CTC, SC, DBS

Person specification

Please Refer To Job Description

Behaviours

We’ll assess you against these behaviours during the selection process:

• Working Together
• Making Effective Decisions
• Managing a Quality Service
• Delivering at Pace
  

Alongside your salary of £32,827, Ministry of Justice contributes £8,896 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an average employer contribution of 27%
• Annual Leave
• Public Holidays
• Season Ticket Advance
  

For more information about the recruitment process, benefits and allowances 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

Selection process details

This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Strengths.

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

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality Requirements

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)
• 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)

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 (opens in a new window) .

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : SSCL Recruitment Enquiries Team
• Email : Moj-recruitment-vetting-enquiries@gov.sscl.com
• Telephone : 0845 241 5359
  

Recruitment team

• Email : Moj-recruitment-vetting-enquiries@gov.sscl.com
  

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. I you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/

https://justicejobs.tal.net/vx/appcentre-1/brand-2/candidate/so/pm/1/pl/3/opp/81475-81475-HR-Performance-Manager-HMP-Exeter/en-GB