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Civil Service Pension with an average employer contribution of 27%
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Type of role
Operational Delivery
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About the job
Job summary
Government Recruitment Service (GRS) was launched in September 2017 and is part of the Government People Group (GPG) in the Cabinet Office.
GRS is a vibrant, modern and exciting place to work, attracting a diverse workforce which represents the people we serve. We deliver around 70% of the recruitment volume across the Civil Service and aspire to be the recruitment partner of choice for all Civil Service departments, agencies and approved non-departmental public bodies.
This role sits in the Recruitment Operations Team of GRS and gives you the opportunity to work with colleagues across operational and support areas as well as the wider GPG team. Recruitment Operations works with Operational Delivery Teams to ensure they are supported in maximising their capacity and capability through the provision of; people analytics, data metrics and insights, learning and development in addition to supplying and maintaining operating guidance and quality assurance frameworks.
The Resourcing Team are a critical element of GRS, taking a business partnering approach the team are responsible for maintaining a flexible resourcing model which meets the needs of the business, creating and utilising metrics to ensure resources are fully utilised and continuous improvement opportunities are identified, workforce planning including the management of contingent labour contracts, collaborating with wider GPG colleagues on projects/change activity and being the conduit for managing GRS wide HR issues.
Job description
As the Resourcing Manager you will be responsible for:
- Overseeing the centralised management of Fixed Term contracts, contingent labour and other resource avenues on behalf of GRS.
- Analysis of business intelligence data and systems to identify how resources can be best utilised to meet daily operational needs.
- Take a business partnering approach to proactively understand the needs of GRS, utilising data to assist and aid discussions with colleagues and senior leaders, to agree on the best way to deliver solutions related to resourcing and retention of employees.
- Work collaboratively with GRS colleagues to identify gaps in data collection, using technical advancements to resolve this.
- Assisting with the development of capacity planning within GRS
- Undertake workforce planning including the regular review of staff in post information to maintain an accurate representation of GRS resource, headcount and its vacancies, whilst understanding future business needs
- Collaborating with wider GPG colleagues to ensure project and change activity is impacted from a resourcing perspective.
- look for opportunities to better our performance reporting methods, suggesting innovative ways to improve current systems and processes.
- Support the development of business cases and submissions for additional resources
- Leading on projects which will deliver resource focussed metrics or efficiencies as required.
- Leading on resource based commissions on behalf of GRS
- Leading on the resolution of GRS wide HR issues in conjunction with the GPG corporate centre
- Overseeing GRS internal recruitment, allocating staff and supporting the planning and onboarding of new employees.
Person specification
Essential Skills
- You will have strong analytical skills with the ability to interpret data, identify trends, and make data-driven recommendations.
- Excellent ability to manipulate and format large amounts of data, including knowledge and experience with Pivot Tables, Excel Functions (such as VLOOKUP, HLOOKUP, INDEX, MATCH, COUNTIF, IF, etc).
- Proven track record of working to deadlines in a fast-paced environment.
- Ability to build and maintain a network across a wide range of stakeholders including senior leaders; building strong interpersonal relationships to achieve progress on shared objectives.
- Evidence of understanding and continuous improvement of business processes
- Confidence developing and owning projects, taking a proactive approach to drive projects forward and meet required timescales.
- Ability to challenge constructively whilst maintaining positive relationships.
- Evidence of being a strong people manager with knowledge of HR related policy and procedure
Desirable:
- Experience of working in a Data analysis role.
Behaviours
We’ll assess you against these behaviours during the selection process:
We only ask for evidence of these behaviours on your application form:
- Communicating and Influencing
Benefits
£9,558 towards you being a member of the Civil Service Defined Benefit Pension scheme.
Find out what benefits a Civil Service Pension provides.
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an average employer contribution of 27%
Things you need to know
Selection process details
Sift and interview dates to be confirmed.
As part of the application process you will be asked to complete a CV and 1250-word personal statement. Further details around what this will entail are listed on the application form.
You will be sifted against your CV, 1,250 word personal statement and the lead behaviour Communicating and Influencing.
Candidates will be assessed on behaviours and strength questions at interview. A Role Play exercise will also form part of the interview, further information will be provided to those successful at sift.
Further Information
A reserve list may be held for a period of 12 months from which further appointments can be made.
Any move to Cabinet Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
If successful and transferring from another Government Department a criminal record check may be carried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service or Disclosure Scotland on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.
Reasonable Adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via recruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
Complete the Assistance required section in the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional.
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
Working for the Civil Service
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).
Apply and further information
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Contact point for applicants
Job contact :
- Name : GRS Recruitment Team
- Email : appointablecandidate.grs@cabinetoffice.gov.uk
Recruitment team
- Email : appointablecandidate.grs@cabinetoffice.gov.uk
Further information
If you are not satisfied with the response you receive, then you can contact the Civil Service Commission at info@csc.gov.uk. For further information on the Recruitment Principles. and bringing a complaint to the Civil Service Commission, please visit their website at: https://civilservicecommission.independent.gov.uk.
