Partner key stakeholders within your allocated business areas, using your excellent communication skills to effectively resolve problems, plan for the future and mitigate risks. Responsible for supporting campaign managers to lead and own their campaigns, whilst ensuring they provide a consistently excellent service to both candidates and hiring managers. Line manage campaign managers effectively, ensuring the team environment is a safe space, open to challenge. Accountable for leading the recruitment process for SCS2 campaigns. Ensuring compliance with Civil Service Commission Recruitment Principles, DWP resourcing policies and employment law, proactively addressing issues and escalating concerns where required. Champion continuous improvement and support the successful implementation of business change by being proactive and innovative. Interpreting and analysing data, insight and evidence to inform recommendations and decisions on recruitment issues. Working collaboratively across the team, department and other government departments to understand and share wider resourcing trends. Person specification Essential criteria Have experience of managing Senior/Executive level recruitment, including experience creating and delivering an exceptional candidate and hiring manager experience. (Lead criteria) Strong senior stakeholder management skills, at Director level and above, with the ability to build and maintain professional relationships and be confident in communicating and influencing, at this level, both verbally and in writing. Be an effective line manager, with experience of building, motivating and developing high-performing teams. Have excellent organisational skills, with experience of working at pace, with responsibility for managing busy and varied activities on a daily basis, responding flexibly and prioritising activity based on emerging business challenges. An ability to interpret and analyse data and insight to inform decision making and/or proposals for improvement. Desirable experience Knowledge of the Civil Service recruitment principles and cross-Government HR vacancy filling policies. Behaviours We'll assess you against these behaviours during the selection process: Communicating and Influencing Managing a Quality Service Making Effective Decisions Leadership 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. Application Process 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. Please ensure you have provided reasons for any gaps within the last two years. A personal statement (maximum 1000 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. Further details around what this will entail are listed on the application form. 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. Shortlist- expected w/c 17 th Feb 2025 A panel, including the hiring manager, will assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the criteria set out in the person specification section of the advert. Failure to address any or all of these may affect your application. In the event of a large number of applications we will use the lead criteria below to initially assess your application during the sift stage. Have experience of managing Senior/Executive level recruitment, including experience creating and delivering an exceptional candidate and hiring manager experience. Candidates who pass the initial sift may be progressed to a full sift or direct to interview. Interview- expected w/c 3 rd March 2025 Shortlisted candidates will be invited to attend a panel interview in order to have a more in-depth discussion of your previous experience in relation to the criteria set out in the person specification. Your interview will be via a video call on MS Teams. The interview will be a blended interview, covering Behaviours and Strengths. A blended interview aims to be more of a conversation exploring the candidates capability for the role. To help you prepare and settle into the interview you will be sent the behaviour questions in advance, 5 days prior to your interview. These questions should be treated as confidential. The interview panel may ask you other questions which will not be shared in advance, including follow-up questions, those about your strengths and further probing questions to determine suitability for the role. 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 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. 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. 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. 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. 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. Please be aware that this role can only be worked in the UK and not overseas. 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) .