Key Responsibilities Build trusted relationships with executive directors, directors, deputy directors developing a thorough knowledge and understanding of the wider organisational context, the relevant external environment, their business areas and priorities, and the consequent people implications. Co-create and drive implementation of a directorate 'people plan' with the business which considers internal/external, current/future influences and supports the achievement of the following: Workforce planning which will deliver the forward work programme). Talent management / succession planning to drive mobility, professional growth, and support retention (and reduce single person dependency). Performance management/reward management to drive high performance culture. Responds to directorate people survey results to build engagement and employee advocacy. A tailored learning and development plan which builds people capability and directorate skills gaps in line with organisational and directorate needs. Considers the diversity and inclusion aspirations of Ofgem and other corporate responsibilities and ensure embedded in people practices. Enhances the wellbeing of staff and supports smarter working principles. Lead and/or project manage specific projects which drive forward the people strategy including organisational change, restructure and/or development, developing innovative, commercial outcomes aligned to business strategy and taking into account best practice. This will involve planning initiatives in accordance with prevailing organisational policy, managing any associated budget and people resource as appropriate, identifying interdependencies, managing potential wider impacts, risks and resource needs etc, ensuring comprehensive communication and consultation. Act as mentor and coach to HR colleagues, role modelling professional HR standards and customer service excellence to client group - which enhances the reputation of the HR team. Support professional development of HRBPs in terms of service delivery to client group providing coaching, direction, and support as needed. Coach and guide leaders around a broad range of people-related matters including organisational development, design and sustainable fit for purpose organisational structures, aligned to Ofgem and directorate strategy. Understand, promote and contribute to initiatives covering equality and inclusion. Key Outputs and Deliverables Seen as a "trusted advisor" by senior managers/SCS managers who is customer and solutions focussed and has the right to challenge. Co-creation and implementation of the directorate's people plan (covering resourcing, talent & performance management, reward management, L&D planning). Lead and deliver on key and cyclical HR/OD projects, as agreed with Head of Business Partnering/DD People & Estates, delivering them on time and in budget. Completed, risk managed complex ER matters. Recognised as contributor to wider corporate agenda, a champion of change and promoter of Ofgem as a great place to work. Person specification Essential Criteria CIPD qualified or equivalent professional Human Resources experience. (Lead criteria) Sound technical knowledge of organisational change, job analysis/evaluation and at least one other key area of HR specialism (e.g. resourcing planning, reward, equality/inclusion, HR policy, complex employee relations casework). (Lead criteria) Experience of providing commercial, risk-based advice to senior employees on complex employment relation matters. Commercial knowledge and acumen - broad understanding of business operations and key issues facing the energy industry; sound awareness of the wider external/internal factors affecting the People and Estates agenda and interest in/commitment to advancing the organisational equality/inclusion agenda. Experience of managing and influencing senior stakeholders on HR/people matters - challenging and changing senior level thinking and actions. Clear, concise interpersonal skills using a range of media - e.g. engaging presentations, facilitating group sessions, the ability to write effective business papers and wider people communications. Desirable Criteria Qualified evaluator for JESP and/or JEG schemes. Behaviours We'll assess you against these behaviours during the selection process: Seeing the Big Picture Making Effective Decisions Communicating and Influencing Delivering at Pace Technical skills We'll assess you against these technical skills during the selection process: Please refer to the Candidate Pack and Role Profile attached for full details. Benefits Alongside your salary of £47,895, OFGEM contributes £13,875 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Ofgem can offer you a comprehensive and competitive benefits package which includes; 30 days annual leave after 2 years; Excellent training and development opportunities; The opportunity to join the generous Civil Service pension which also includes a valuable range of benefits; Hybrid working, flexible working hours and family friendly policies. Plus lots of other benefits including clean and bright offices based centrally, engaged networks and teams and an opportunity to contribute to our ambitious and important targets of establishing a Net Zero energy system by 2050. This exciting blend of professional challenge and personal reward identifies career opportunities at Ofgem as something to get excited about. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Experience and Technical skills. When you press the 'Apply now' button, you will be asked to complete personal details (not seen by the sift panel), your career history and qualifications. You will then be asked to provide a 1250 word 'personal statement' evidencing how you meet the essential and desirable skills and capabilities listed in the role profile. Please ensure you demonstrate clearly, within your supporting statement, how you meet each of the essential and desirable skills and capabilities. The Civil Service values honesty and integrity and expect all candidates to abide by these principles. Ofgem take any incidences of cheating very seriously. Please ensure all examples provided are of your own experience. Any instances of plagiarism or other forms of cheating will be investigated and, if proven, the relevant applications will be withdrawn from the process. 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) .