Job summary
Want to know more about the role?
We are running two virtual information sessions to allow prospective applicants to find out more about the role advertised and the recruitment process.
This will be hosted by both the vacancy holder and a representative from the GRS recruitment team, they will take place on: 10th �of September, �, 12th of September, � and 26th September - �
The session will be an opportunity to hear more about the role, the team and wider directorate and the department. It will also be an opportunity for you to ask any questions you may have about the application, and the interview and assessment process.
Please register your interest by the 8th September by emailing Patrick Harris at: � and you will be sent a Google Meets invitation.
Job description
The Deputy Director, Recruitment and Resourcing Expertise provides overall oversight, direction and leadership for our work on recruitment and resourcing. Ultimately, the postholder is the person who is able to set and recommend the way forward for recruitment across the Civil Service and, through working with departments and professions, can improve the recruitment experiences for all existing and future civil servants.
As part of this, the Deputy Director will ensure that the team�s work is integrated with and maximising the linkages and synergies with work across the wider Government People Group, looking for example at how work to improve the use of secondments supports the wider skills agenda and how improving recruitment links with work to improve line manager capability. They will have a particularly close working relationship with the Government Recruitment Service as our internal Civil Service recruitment delivery organisation.� They also hold lead responsibility for delivery of the key recruitment commitments set out in the People Plan to :�
1. Improve and speed up recruitment in the Civil Service, including through embedding and fostering improvement through a new Civil Service wide set of time, cost, quality and diversity metrics;
2. Work with departments and professions on a rolling programme of discovery pilots to test and apply learning from new approaches and innovation;
3. Fully open up the Civil Service with a new brand and attraction strategy and better use of Executive Search; and�
4. Continue to increase and improve the use of secondments within the Civil Service, ensuring they are embedded in the resourcing strategies for all departments and professions.
Across a normal working week, the postholder will be :
5. Briefing Ministers and Civil Service leaders in writing and in meetings about progress and opportunities across recruitment and secondments;
6. Ensuring and unlocking progress across the agreed work programme, and providing updates and assurance to the Recruitment Director and Government Chief People Officer as required;
7. Supporting and empowering team members to progress their workstreams and work packages;
8. Engaging with departmental HR Directors and Recruitment leads on issues and options across the recruitment and secondments landscape;
9. Dealing with a wide range of commissions and questions from any and all of the above;
10. With their Senior Leadership Team, leading team discussions and activities to ensure a positive working environment for all team members.
11. As part of the wider GPG leadership team, contributing to the continuing change and improvement programme.
The postholder will therefore need to be able to :�
12. Influence and partner with Civil Service employers to support and challenge them to continue to improve recruitment performance and practices;
13. Foster best practice and innovation, looking both across and outside the Civil Service at what works and where new approaches should be tested and evaluated;
14. Ensure data and insight is gathered, analysed and applied to drive continuing improvements in metrics, practices and outcomes; and
15. Work collaboratively with the Security profession and other relevant colleagues to drive improvements in the wider end-to-end onboarding processes.
Person specification
It is important that, through your CV and supporting statement, that you provide evidence of the professional skills, breadth of experience and personal qualities for this post.
Essential Criteria:
16. Has experience of leading delivery and improvement of HR practice and processes, either on recruitment and resourcing or transferable experience from another area of HR.
17. Is able to lead and influence change and demonstrate how that can be applied to deliver change within a multi-organisational sector like the Civil Service.
18. Is an effective and inspiring leader and manager of people and budgets. Is an effective and inspiring leader and manager of people and budgets. The postholder will lead a direct team of 18 and manage a budget of c� million. In addition, they will work closely and collaboratively with recruitment teams across departments, including the Government Recruitment Service, to ensure wider resourcing and investment decisions contribute to continuing improvements in recruitment practice, value for money and outcomes.
19. Takes an evidence-led approach and fosters innovation.
20. Is able to engage credibly and influentially with senior leaders on HR, either on recruitment and resourcing or transferable experience from another area of HR.
Qualifications
Holds Fellowship of CIPD or an equivalent HR qualification, or is able to achieve that level within 6 months of appointment.
Behaviours
We'll assess you against these behaviours during the selection process:
21. Seeing the Big Picture
22. Communicating and Influencing
23. Leadership
24. Making Effective Decisions
Benefits
Alongside your salary of �90,000, Cabinet Office contributes �26,073 towards you being a member of the Civil Service Defined Benefit Pension scheme.
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. You�ll benefit from a wide range of training and development opportunities, regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you�ll be entitled to a large range of benefits.
This includes:
25. 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.�
26. 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;
27. Flexible working patterns 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;
28. Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers;
29. Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle;
30. The opportunity to use onsite facilities including fitness centres and staff canteens (where applicable); and
31. Occupational sick pay.