Location

Belfast, Birmingham, Bradford, Bristol, Cardiff, Croydon, Leeds, Liverpool, Newcastle-upon-Tyne, Nottingham, Salford, Stratford

About The Job

Job summary

The Successful candidate will work with the Director and PDS Senior Leadership Team to transform our long and mid-term employee deal design solutions, to enable the successful delivery of HMRC’s strategic objectives.

They will use their knowledge and experience to ensure the contractual framework and employment policy and frameworks, together with tactical and operational business challenges and strategies, are underpinned by the right employment policy design. The post holder will do this through collaboration with colleagues within the CPO function, senior business leaders and departmental trade unions across HMRC.

They will utilise their experience of enterprise leadership and the ability to drive a collaborative and inclusive culture. They will have a track record as a HR leader who utilises deep understanding of employment law technical expertise and insight in a large, complex organisation, with exemplary communicating and influencing skills.

They will also have experience of successful senior stakeholder management with a reputation as a trusted adviser, the ability to engage with colleagues at all levels to surface and tackle complex employment issues.

Job Description

The post holder will have responsibility for leading on the design and delivery of people policy and employment solutions across to address the full strategic landscape: 

Civil Service Reform
HMRC's future operating model and business strategies
HMRC's strategic objectives
Great Place to Work Strategy
Inclusion Framework

The current priorities include:

delivery of the expert Tier 3 advice service including consultation, design, implementation and evaluation of a range of HR policies, frameworks and tools.
support the implementation of Unity Shared Services including the convergence and alignment of policy and technology across the Unity Shared Services cluster with DFT and DLUCH
support the transformation of HR content to ensure high quality and accessible content that enables colleagues and line managers to self-serve and access relevant HR services

Person specification

Subject matter expertise in in HR policy design and delivery, contractual frameworks, and complex case advice.  
Using data and evidence to make decisions and influence - interpreting complex data and legal advice to create and present evidence based insight and recommendations that will shape and inform future HR design. Leading and driving a shift to a more data focussed approach, including using data to effectively drive, monitor and evaluate the impacts of strategy and framework implementation.
Leading a team in a large/complex organisation - an understanding and experience of creating and embedding the design of long and mid-term HR strategies and frameworks and evaluating their impact in the face of complexities, including diverse customer needs.
Building and managing relationships and partnerships - influencing, consulting and negotiating at a strategic level with very senior stakeholders on employment design, strategy and framework issues both within HMRC, including departmental trade unions and with external partners such as Cabinet Office. Collaborating with partners to achieve objectives, including experience of navigating conflicting views and priorities and negotiating with others to find common ground and commitments.
Capability building – significant experience of enhancing the capability of a workforce, through designing the right employment deal at the right time that creates the right environment and employee experience for all. This ensures that our colleagues, current and future, know what it means to work here and defines the employee experience they should expect, and they can operate in a safe, secure and inclusive way.

Qualifications

Essential - Chartered Fellow/fully qualified member (Level 7) of the Chartered Institute of Personnel and Development (CIPD) or equivalent professional qualification or HR knowledge.

Desirable - Deep understanding of the Civil Service employment framework and Civil Service Code

Benefits

Alongside your salary of £76,000, HM Revenue and Customs contributes £20,520 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 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, and you’ll benefit from 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 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to your public holidays.
This will be complemented by one further day paid privilege entitlement to mark the King’s Birthday.
Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
A competitive contributory pension scheme that you can enter as soon as you join and where we will make a significant contribution to the cost of your pension. Your contribution comes out of your salary before any tax is taken and 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.
Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
Use of onsite facilities (where applicable).
Occupational sick pay.

Things you need to know

Selection process details

A ll Criminal Record Checks applications are considered fairly in accordance with the DBS Code of Practice and the Recruitment of ex-offenders Policy.

To see the full selection process please review the Candidate Pack attached below

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 : Robert Gavin
Email : scs.resourcing@hmrc.gov.uk

Recruitment team

Email : ubsrecruitmentexcellence@hmrc.gov.uk

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/

HM Revenue & Customs

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