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Civil Service Pension with an average employer contribution of 27%
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Senior leadership
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About the job
Job summary
The Deputy Director for Group HR Reward and Employee Experience provides strategic oversight and leadership for the development and continuous improvement of our reward and benefits strategy, HR policies and employee relations across the DfT Group of c.15,000 employees. This is a priority area for the Department and our agencies and is critical for our ability to recruit, retain and engage our people.
This is a high-profile role with Group HR, engaging frequently with the Departments Executive Committee, Chief Executives of our agencies and Arms Length Bodies, our people within DfTc, and leading our relations with Trade Unions across the DfT Group.
This portfolio will give you the opportunity to work at scale and with complexity; you will need to be strategic, able to influence and work with others and have confidence in your own expertise, as you balance Group wide priorities against the needs of the individual organisations.
You will be an inclusive and engaging leader, supporting, developing and leading your team of around twenty, through a challenging workload, complexity, ambiguity and change.
Youll also be part of a friendly and supportive Senior Leadership Team that oversees the delivery of our People Strategy across the DfT Group.
Job description
Responsibilities of the role include:
- Lead and develop your team in delivering the Departments reward, HR policy and employee relations agenda.
- Lead and provide strategic direction to the development of the DfT Group Reward Strategy, including developing and considering a case for making a Pay Flex Business Case next year. You will also ensure there is a clear engagement and communication strategy with our people, senior stakeholders and the Trade Unions across the agencies and the core Department.
- Ensure we have a clear and well understood benefits proposition that demonstrates and maximises our wider reward offer pushing the boundaries on what we are able to offer as a Civil Service employer.
- Provide leadership on HR Policies, ensuring that we not only keep up with legislation changes but that we use insight from our wider HR services to prioritise and continuously improve.
- Build collaborative and productive relationships with our Trade Unions including supporting agency colleagues on employee relations matters.
- Lead senior engagement with Shareholder and Sponsor Teams within DfTc to understand and prioritise HR requirements and ensuring the appropriate level of HR support and advice is in place to support their oversight of the Departments ALBs. You will be the point person for HR providing this advice as a strategic business partner, drawing on the expertise of colleagues in the function as needed and handling some complex people issues.
- Support the delivery of the Departments responsibilities on pensions, both for staff and in respect of rail pension schemes.
- Work collaboratively across the wider HR leadership team to ensure joined up responses, and clear ownership for issues.
- As a key member of the HR SCS leadership team, provide wider Directorate leadership to support wider engagement and capability building.
- Build positive relationships with key senior stakeholders including DfT Group, DfT Arms Length Bodies, and the wider Civil Service HR function; especially with the Chief Executives and HR Directors of the Agencies, DfT Directors General, the Permanent Secretary and the Government People Group.
- Management of the Group People Committee.
- Attend the DfT Executive Committee and brief the Permanent Secretary on key Group wide issues as required, such as reward strategy.
- Financial management of the functions budget.
Person specification
You will need to be able to show, through your application, that you have the professional skills, breadth of experience and personal qualities for this post, as well as the leadership skills to succeed at Deputy Director level in the Senior Civil Service.
Essential skills and experience:
- Using data and evidence to make decisions and influence – interpreting complex data to create and present evidence-based insight and recommendations. Leading and driving a shift to a more data focussed approach, including using data to effectively drive, monitor and evaluate the impacts of policy.
- Building and managing relationships and partnerships – influencing, consulting and negotiating at a strategic level with very senior stakeholders on reward strategies and ER issues. Collaborating with partners to achieve objectives, including experience of navigating conflicting views and priorities.
- Applying complex employment law or employee relations principles – significant experience of interpreting and applying complex employment law, including the commissioning of expert legal advice, to a range of organisational issues. Ensuring organisational policy and procedures reflect best practice for disciplinaries, redundancies and employee relations. Working with trade unions to drive change.
- Capability building – effectively coaching and mentoring, on an individual, team and organisational level, to drive high performance. Enhancing the capability of a workforce, taking into consideration the needs of different groups, to raise standards and drive delivery.
- Driving change through digital technology – maximising collaboration of leading-edge technology and HR systems to transform ways of working and deliver efficiencies and value for money.
- Business planning – budget management, financial planning and contract management. Specific experience should be chosen based on the role description and specific responsibilities.
Qualifications
Behaviours
We’ll assess you against these behaviours during the selection process:
Benefits
£20,250 towards you being a member of the Civil Service Defined Benefit Pension scheme.
Find out what benefits a Civil Service Pension provides.
Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the Department and wider Civil Service.
It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and youll benefit from regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, youll be entitled to a large range of benefits.
Equality, Diversity & Inclusion
The Civil Service values and supports all its employees.
We have strong and pro-active staff networks, special leave policies for hospital appointments, reasonable adjustments put in place for those who need them, and diversity talent programmes to help everyone irrespective of background, to achieve their potential.
Pension
Your pension is a valuable part of your total reward package.
A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire. Visit Civil Service Pension Scheme for more details.
Generous Annual Leave and Bank Holiday Allowance
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years service (allowance is pro rata for part-time employees). This is in addition to 8 public holidays.
This will be complimented by one further day paid privilege entitlement to mark the Kings Birthday.
Staff Wellbeing
Flexible working including part-time or time-term working and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
Childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay for registered childcare. Existing employees may be able to continue to claim childcare vouchers, so please check how the policy would work for you here. Any move to the DfT from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments.
Onsite facilities Opportunity to use onsite facilities including fitness centres and staff canteens (where applicable).
Things you need to know
Selection process details
Application
To apply for this post, you will need to complete the online form. This should be completed no later than 23:55 on 07/01/2024
The application will include:
- A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.
- A Statement of Suitability (no longer than 1000 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.
Failure to submit both documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification.
As part of the online application process, you will be asked a number of diversity-related questions. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select ‘prefer not to say.
All monitoring data will be treated in the strictest confidence and will not be provided to the selection panel.
Should you encounter any issues with your online application please get in touch with us via scscandidate.grs@cabinetoffice.gov.uk
Shortlist
Your application will be acknowledged when it is received.
The panel will select a shortlist of candidates whose applications best demonstrate suitability for the role, by considering the evidence provided against the essential criteria set out in the Person Specification.
Candidates applying under the Disability Confident Scheme who meet the minimum selection criteria in the job specification are guaranteed an interview.
Assessment
Shortlisted candidates may be asked to take part in a series of assessments which could include:
- Individual Leadership Assessment a combination of psychometric assessments
- Staff Engagement Exercise – a presentation and Q&A with a representative staff group from across the DfT.
These assessments will not result in a pass or fail decision. Rather, they are designed to support the panels decision making and highlight areas for the panel to explore further at interview.
Informal Discussions
Shortlisted candidates will have the opportunity to speak to James Norton, prior to the final interview. This is an informal discussion to allow candidates to learn more about the role and is not part of the assessment process
Interview
You will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification.
The Success Profile Framework will be used to assess and recruit the most suitable candidate. As well as Experience, we will also be using the following four behaviours will be used at the interview stage:
- Leadership
- Seeing the Big Picture
- Making Effective Decisions
- Changing and Improving
- Working together
Further information about Success Profiles can be found here:
Interviews are expected to take place face to face in our London office, between 14th & 16th February 2024. All shortlisted candidates will be asked to prepare a 5-minute presentation.
Offer and Feedback
Unfortunately, due to the anticipated number of applicants for this role, we are unable to provide feedback to those not successful at shortlist stage. Candidates who are shortlisted and attend an interview will be offered verbal feedback from a member of the interview panel.
The timeline later in this pack indicates the date by which decisions are expected to be made, all candidates will be advised of the outcome as soon as possible thereafter, and we will advise on any delays.
Feedback will only be provided if you attend an interview or assessment.
is the period of time a Senior Civil Servant is expected to remain in the same post to enable them
to deliver on the agreed key business outcomes. The assignment duration also supports your career through
building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above.
This will not result in a contractual change to your terms and conditions.
Please note this is an expectation only, it is not something which is written into your terms and
conditions or indeed which the employing organisation or you are bound by. It will depend on your
personal circumstances at a particular time and business needs, for example, would not preclude any
absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you
to confirm you agree to the assignment duration set out above.
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).
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Contact point for applicants
Job contact :
- Name : SCS Recruitment Team
- Email : scscandidate.grs@cabinetoffice.gov.uk
Recruitment team
- Email : scscandidate.grs@cabinetoffice.gov.uk
Further information
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission.