HR Business Partners play a key role within People and Capability (PandC) Group. They work with their teams to partner strategic decision makers across their business area, working collaboratively with senior leaders and their management teams to support, drive key people initiatives and enable organisational and cultural change. They enable and utilise evidence-based decision making in the business they partner using data, insight and analytics to identify key people issues and support the implementation of solutions. They provide constructive challenge to enable the best possible people-focused outcomes whilst delivering a highly professional service. They enable successful alignment between PandC and DWP organisational objectives, providing positive current and future business outcomes in line with best practice, policy, and legal frameworks. These roles place particular emphasis on: An ability to build trust-based relationships with a wide range of demanding and diverse senior stakeholders An ability to bring flexibility, curiosity and diverse perspectives into your work to achieve successful business outcomes An understanding of the business you partner, and how to communicate critical people issues with stakeholders These roles are suitable for those looking to build a career in HR Partnering or those seeking to apply existing HR Partnering skills and experience in a challenging role in a large and complex organisation. Person specification Key Criteria for the Role: Experience of building strong, trust-based relationships with a range of diverse and demanding stakeholders, (particularly in relation to people management issues in an environment of organisational change) taking account of diverse needs and perspectives in line with the organisations strategies and policies (LEAD CRITERIA) Acts as a coach and trusted confidante for senior leaders, promoting leadership and management interventions that support leaders to be the best they can be Understands or quickly gains an understanding of the client business, identify people issues in a proactive way and communicate confidently and persuasively about solutions in the language of the business, constructively challenging and providing appropriate feedback with tenacity and ethical integrity Understands and implements people-related change and initiatives with evidence of the impact on the business through the analysis of appropriate metrics and insight Understands the key drivers of improved employee engagement, clearly linking people activities and interventions to business priorities and outcomes, maintaining resilience, flexibility, pace and a positive mindset Displays personal credibility in your commitment to developing as a HR professional, inspiring other to invest in their own personal and professional development Candidates should be accredited to Associate CIPD level or be prepared to work towards this level within the first two years of their employment Behaviours We'll assess you against these behaviours during the selection process: Communicating and Influencing Changing and Improving Seeing the Big Picture Working Together Benefits Alongside your salary of 42,614, Department for Work and Pensions contributes 12,345 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. DWP have a broad benefits package built around your work-life balance which includes: Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours. Generous annual leave at least 23 days on entry, increasing up to 30 days over time (prorata for part time employees), plus 9 days public and privilege leave. Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme. Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly). Family friendly policies including enhanced maternity and shared parental leave pay after 1 years continuous service. Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes. An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Womens Network, National Race Network, National Disability Network (THRIVE) and many more. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience. Written Sift: To apply for this post, you will need to complete the online application process outlined below: A CV setting out your career history, with key responsibilities and achievements. The CV is an on-line tool accessed through the Civil Service Jobsite and there is no requirement to upload your personal CV. Our CV element is short, and allows an initial check of eligibility but is not scored so please put the main content of your evidence and skills in your Personal Statement. A personal statement (maximum 1,000 words), explaining how you consider your personal skills, qualities, and experience provide evidence of your suitability for the role against the key criteria in the person specification, with particular reference to the essential criteria. If we receive a large number of applications, we will conduct an initial sift on the lead criteria: "Experience of building strong, trust-based relationships with a range of diverse and demanding stakeholders, (particularly in relation to people management issues in an environment of organisational change) taking account of diverse needs and perspectives in line with the organisations strategies and policies." If you pass the initial sift, you may be progressed to a full sift or directly to interview. Interview: Shortlisted candidates will be invited to attend an interview lasting up to one hour. This will take place via MS Teams. The interview panel will be a minimum of two people. The interview will assess: Behaviours and Strengths. The interview aims to be more of a conversation exploring the candidates capability for the role. It may also involve a presentation or task and full information will be provided in advance. Sift and interview dates to be confirmed. Further Information Find out more about Working for DWP A reserve list may be held for a period of 12 months from which further appointments can be made. Any move to DWP 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 /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.grscabinetoffice.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 Infodisclosurescotland.co.uk For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting 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. The Civil Service values honesty and integrity and expects all candidates to abide by these principles. Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action. Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. Reasonable Adjustment At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia. If you need a change to be made so that you can make your application, you should contact Government Recruitment Service via DWPrecruitment.grscabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the Reasonable Adjustments 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. If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section. 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. 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) .