Contents Location About the job Benefits Things you need to know Apply and further information Location Aberdeen About the job Job summary The HR Director will be a pivotal member of the GBE leadership team, responsible for developing the new organisation and delivering across all aspects of its people agenda. The role requires an individual who has experience in developing a workforce and culture to best enable a new organisation to deliver. This role will require close working with others in Great British Energy and its partners (such as The Crown Estate) to ensure efficient use of capabilities and clear responsibilities and accountabilities are in place, as well as a close working relationships with the DESNZ policy, HR and sponsor teams. Job description The role requires an individual who has experience in developing a workforce and culture to best enable a new organisation to deliver. This role will require close working with others in Great British Energy and its partners (such as The Crown Estate and National Wealth Fund) to ensure efficient use of capabilities and clear responsibilities and accountabilities are in place, as well as a close working relationships with the DESNZ policy, HR and sponsor teams. Key responsibilities: Work with the Board and Executive team and DESNZ Director of HR and their team to establish and lead a high performing HR function, fostering a culture of excellence and innovation. As part of the Great British Energy leadership team, shape the development of the companys strategy, culture, values and operating model. Set direction, lead and drive cultural and organisational change across the organisation, role modelling behaviours in line with Great British Energys desired culture and values. Lead Great British Energys engagement with our workforce, ensuring people-related communications are effective and punctual to keep staff informed. Act as a key advisor to the Chair, Board and Executive team on HR matters. Deliver expert opinion, impartial robust advice and support on all people related issues including capacity and capability, diversity and inclusion, cultural and organisational change and well-being matters to the Great British Energy and leadership team. Promote and sustain effective compliance with appropriate employment legislation, public sector guidance and other relevant policies throughout the organisation. A close working relationship with Department of Energy Security & Net Zero (DESNZ) will be essential. Provide HR expertise in the setup of the new organisation, utilising best practice to ensure Great British Energy has effective structures, workforce size and shape, culture and capabilities. Set and monitor relevant people targets, ensuring the team delivers against Great British Energys strategic objectives. Empower, coach, and manage the team and others to develop organisational capability and promote effective succession planning and talent management across the organisation. Lead and maintain effective oversight of provision of services by third-party suppliers relating to HR services e.g. through our Integrated Corporate Services provider including pay, pensions and employee assistance and welfare programmes. Lead engagement and relationship management with Trade Unions to support positive employee relations environment. Lead on the Equality, Diversity and Inclusion strategy for the organisation including reporting and monitoring of progress and engagement with stakeholders. Person specification Essential experience and skills A proven track record of successful leadership experience at HR Director level and ability to work as part of a senior executive leadership team to provide organisational leadership, direction and strategic focus. Provides authentic, inclusive, inspiring, and visible leadership of the function and wider organisation, with ability to lead and develop a diverse multi-disciplinary staff through continual improvement and transformational change. Proven ability to influence and build strong credible relationships with colleagues, external partners, and senior stakeholders. Evidence of delivering improved organisational performance and cultural change against a backdrop of innovation and change whilst promoting inclusivity. Passionate about the Company and its policy objectives to deliver clean energy, drive economic growth, create UK jobs and supply chains and provide value for the UK taxpayer, whilst demonstrating a passion for creating societal impact and value. Hold membership of a chartered professional body relevant to the HR Director role (e.g., CIPD) at level 5 or above. Roles in what will become Great British Energy will initially be undertaken in shadow form within the Department for Energy Security and Net Zero. They will then be transferred to Great British Energy when the Great British Energy Bill becomes law and the company has the necessary procedures and systems in place to employ people directly. SCS grades are expected to be in the office a minimum of 60% of their working time. Benefits Alongside your salary of £100,000, Department for Energy Security & Net Zero contributes £28,970 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. The Department for Energy Security and Net Zero offers a competitive mix of benefits including: A culture of flexible working, such as job sharing, homeworking and compressed hours. Automatic enrolment into the Civil Service Pension Scheme, with an employer contribution of 28.97%. A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30. An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue. Access to a range of retail, travel and lifestyle employee discounts. Things you need to know Selection process details The preferred method of application is online at www.odgers.com/93102. If you are unable to apply online please email your application to: karen.younieodgersberndtson.com All applications will receive an automated response. As part of the application process you are asked to complete the following: A CV setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, relevant achievements in recent posts, together with reasons for any gaps within the last two years. A Statement of Suitability (no more than 1,250 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the essential criteria in the person specification. Shortlisted candidates will be invited to undertake the following assessments as part of this recruitment prior to a final interview panel: A Staff Engagement Exercise: a structured exercise which involves shortlisted candidates facilitating a discussion with a selection of staff from the Department on a given topic. An Individual Leadership Assessment: a facilitated discussion designed to gauge an idea of your comparative strengths and weaknesses against the requirements of the role. You will be asked to provide specific examples of situations to best understand your style and approach.This will help the assessor put your assessments results into context in terms of your experience and achievements in and out of work. 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. More information on assessments can be found by visiting https://scs-assessments.co.uk/ Feedback will only be provided if you attend an interview or assessment. This role has a minimum assignment duration of 3 years. An assignment duration 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 Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window). See our vetting charter (opens in a new window). 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. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. Diversity and 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 Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window). Apply and further information 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 : Emma Floyd Email : emma.floyd3energysecurity.gov.uk Recruitment team Email : emma.floyd3energysecurity.gov.uk Further information Appointment to the Civil Service is governed by the Civil Service Commissions Recruitment Principles. If you feel that your application has not been treated in accordance with the recruitment principles, and wish to make a complaint, then you should contact in the first instance desnzresourcing.grscabinetoffice.gov.uk. If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages at: https://civilservicecommission.independent.gov.uk/contact-us/ Follow link to apply www.odgers.com/93102 Attachments Candidate Brief Published_Department for Energy Security - Net Zero_HR Director GB Energy (1) Opens in new window (pdf, 1279kB) Share this page Print Email Facebook Twitter LinkedIn GMail