Contents Location About the job Benefits Things you need to know Apply and further information Location The candidate can be based in any HSE location, but a routine presence in Bootle is expected. A 60% office attendance will also be required. Reasonable travel expenses from your base office will be reclaimable. HSE Locations: Aberdeen, Ashford, Basingstoke, Bedford,Birmingham, Bootle, Bristol, Buxton, Cardiff, Carlisle, Carmarthen, Caxton House, Chelmsford, Cheltenham, Crewe, Edinburgh, Glasgow, Inverness, Leeds, London, Newcastle-upon-Tyne, Northampton, Norwich, Nottingham, Oxted, Plymouth, Poole, Sheffield, Stoke-on-Trent, Windsor House, Worcester, Wrexham, York About the job Job summary The Role The HR Division is a strategic, corporate, expert division which provides services to the organisation. Therefore, its role is to meet the needs of the organisation by developing, promoting, implementing and embedding best practice in people leadership and management, enabling people to develop and grow and fulfil their potential at work and by ensuring that the organisation is successful. HRD supports the organisation to deliver its priorities, to: Attract great talent, representative of the diversity of the communities we serve Support colleagues and leaders to continually develop their skills and capabilities, making HSE a learning-centric organisation Create an environment for people to be the best they can be, enabling colleagues to be healthy, safe and well, retain exceptional talent Forthcoming Priorities Delivering recruitment remains a HR priority, ensuring we can meet the demands of the organisation whilst continually improving our approach. Supporting this with a structured approach to talent through quality development activity. Aligning our reward strategies with our business aims Improving diversity and inclusion as well as reducing bullying, harassment and discrimination is key. We are focused on increasing diverse representation in our workforce as well as growing the number of women in senior roles. Focusing on strengthening our health safety and wellbeing arrangements to support and enable colleagues to work in a healthy environment in important to us, no more so than in current times. Continuing to invest in raising the skills and professionalism of our corporate HR capability and in securing better value from external/ shared service suppliers. Job description Key Responsibilities Lead, coach and set the performance expectations of HSEs HR team; build the teams reputation and professionalism, and develop the function to meet future needs and demands. Direct line management responsibility for a team of six, and overall responsibility for a team of approximately 90 HR and L&D professionals. Ensure that HSE has an inclusive, engaged, skilled and motivated workforce, working with Directors to deliver effective HR strategies and initiatives to enable the business to deliver. Champion, promote and lead change to support continuous improvement and innovation within HR and across HSE. Release the potential of people through effective employee engagement strategies and communications, focused learning and development opportunities, and performance management. Provide the highest standards of strategic HR advice, support and challenge to the Chief Executive, the HSE Board and other senior leaders. Foster a constructive climate for employee and Trade Union relations and liaise productively with a wide range of external stakeholders (including DWP, the Treasury and other government departments). Provide a quality range of essential HR, services. Improve our HR systems and related processes to reduce cost and complexity. Person specification Essential Criteria The role requires the post-holder to have the experience and interpersonal skills to establish professional credibility and authority. The following is sought: The HR expertise and stature to quickly secure professional credibility and authority as leader of the HSEs HR function. A track record of success in leading a credible HR function and building and delivering strategic capability in a professional HR/OD team. Experience of working at senior/Board level, with a proven track record of contributing to the strategic direction setting within an organisation of equivalent scale and complexity. Experience of leading and driving change at senior/board level to deliver improved business performance across a large, complex organisation; The ability to lead, maintain and develop strong partnership-based employee relations Qualification/Experience Relevant professional qualification or knowledge - Chartered Fellow/fully qualified member (Level 7) of the Chartered Institute of Personnel and Development (CIPD) or equivalent professional qualification or HR knowledge. Behaviours We'll assess you against these behaviours during the selection process: Leadership Communicating and Influencing Working Together Making Effective Decisions Benefits Alongside your salary of £110,000, Health and Safety Executive contributes £31,867 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 within the 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 Servant, youll be entitled to a large range of benefits. Pensions 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 www.civilservicepensions.org.uk for more details. Annual Leave 25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years service. This is in addition to 8 public holidays and one privilege day to mark the King's birthday. Flexible working patterns Flexible working patterns including 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 parental leave Generous paid maternity and paternity leave which is notably more then 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 a registered childcare. Existing employees may be able to continue to claim childcare vouchers, so please check how the policy would work for you here. Interest-free loans Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle. Onsite facilities Opportunity to use onsite facilities including fitness centres and staff canteen (where applicable) Sick Pay Occupational Sick pay. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. Application Process Application Your online application via CS Jobs should be completed no later than 23:55 on Monday 20th January 2025. This should include the following two documents outlined below: 1. 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. 2. A Statement of Suitability (no longer than 1250) 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.grscabinetoffice.gov.uk Selection Panel Lea Paterson, a Civil Service Commissioner, will chair the process. The Civil Service Commission has two primary functions: Providing assurance that selection for appointment to the Civil Service is on merit on the basis of fair and open competition. For the most senior posts in the Civil Service, the Commission discharges its responsibilities directly by overseeing the recruitment process and by a Commissioner chairing the selection panel. Hearing and determining appeals made by civil servants under the Civil Service Code which sets out the Civil Service values Impartiality, Objectivity, Integrity and Honesty - and forms part of the relationship between civil servants and their employer. More detailed information can be found on the Civil Service Commission website In addition to Lea, the other panel members will be: Sarah Albon, Chief Executive - HSE Andrew Brookes, HR Director - DWP Clare Millington-Hume, HR Director- HSE Pre-Application Prior to applying there may be opportunity for candidates to speak to a member of the HR SLT or a member of HSEs SCS. Please email scott.medlinhse.gov.uk if you would like a Teams call to be arranged. Shortlist 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. Failure to address any or all of these may affect your application. Assessments If shortlisted, you will be asked to take part in a Staff Engagement Exercise (SEE) and an Individual Leadership Assessment (ILA) the ILA consists of a series of psychometric tests and a follow up interview conducted by an occupational psychologist. The ILA will focus on a defined set of SCS leadership attributes, these will be shared with all shortlisted candidates. 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 also have the opportunity to speak to the vacancy holder prior to the final interview to learn more about the role and the organisation. Please note that these are not part of the formal assessment process, they are intended to give candidates the opportunity to learn about the role and the Civil Service. 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. Candidates may also be asked to make a presentation to the panel on a topic which will be shared ahead of their interview. Full details of the assessment and interview process will be provided to shortlisted candidates. Interviews will be held in Bootle. 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. Indicative Timeline We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change. The anticipated timetable is as follows: Advert Closing Date: 23:55 on Monday 20/01/2025 Shortlist: 10/02/2025 ILA & SEE: W/C 12/02/2025 Panel Interviews: 12/03/2025 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 at: scscandidate.grscabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the assistance required section in the personal information page of your application form to provide information we should be aware of that will enable us to support you further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional. Further Information If you are experiencing accessibility problems with any attachments on this advert, please contact: scscandidate.grscabinetoffice.gov.uk Contact us Should candidates like to discuss the role in more detail before submitting an application, please contact scscandidate.grscabinetoffice.gov.uk to find out more. This campaign is being run on behalf of the department by Government Recruitment Service. GRS is part of Government Business Services, for the Civil Service, and is a central government expert service specialising in the attraction, search, selection and recruitment of senior civil servants. The team is regularly commissioned by departments and other government organisations to deliver end-to-end recruitment for some of societys most important leadership and specialist positions. Our work is regulated by the Civil Service Commission where necessary and supported by the equality campaign group Stonewall. The Cabinet Office is a Disability Confident employer. 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 : SCS Recruitment Team Email : scscandidate.grscabinetoffice.gov.uk Recruitment team Email : scscandidate.grscabinetoffice.gov.uk Further information Civil Service Commission Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commissions Recruitment Principles. In accordance with the Civil Service Commissioners Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance you should contact; scscandidate.grscabinetoffice.gov.uk If you are not satisfied with the response you receive you can contact the Civil Service Commission at infocsc.gov.uk and more information can be found at www.civilservicecommission.independent.gov.uk Attachments 379199 - HSE HR Director - Final CIP Opens in new window (pdf, 586kB) 379199 - HR Director - Accessibility Pack (1) Opens in new window (docx, 29kB) Share this page Print Email Facebook Twitter LinkedIn GMail