Strategic Workforce Planning Lead (Ref: 90582)
Ministry of Justice
Apply before 11:55 pm on Tuesday 1st October 2024
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Job Title Strategic Workforce Planning Lead (at least one role)
Band Grade 7
Business Area Business Architecture & Transformation Directorate
Team Future Workforce Design (FWD)
Location National – with some business travel required
Last Updated September 2024
Contract Permanent
Security Clearance Required BPSS
We are looking for a motivated Strategic Workforce Planning Lead to work in a challenging and exciting environment. Working with a broad range of internal and external stakeholders, you will take the lead to develop and embed an improved approach to strategic workforce planning (SWP), helping the department set direction for its people and workforce needs, and ensure alignment with the delivery of MoJ business objectives and the Civil Service workforce agenda. This will include the assessment, development and embedding of new tools and processes that will provide clear oversight of SWP performance in the MoJ.
You will have the opportunity to build relationships with senior internal and external stakeholders, seeing first-hand how your influence can deliver a better justice service to society.
Your responsibilities will be to
- Develop, implement, and embed new integrated, strategic workforce planning practices that will enable the organisation to realise its priorities and make best use of its financial and workforce resources, aligning to those of the Civil Service
- Work to ensure that the department prioritises strategic workforce planning ahead of future spending reviews and ensure that it is used to help the department realise its strategic and business objectives into the medium (3-5 yrs) and long term (5+ years).
- Build and maintain relationships with key stakeholders, gaining their commitment to act upon recommendations for SWP (Business Architecture). Establish early socialisation with business groups on the ambition and benefits of medium to long term workforce planning.
- Oversee the development and maintenance of tools and guidance for Workforce Planning in line with the business planning cycle.
- Identify opportunities to develop system functionality, analysis and outputs to improve the range and quality of data for customers e.g., predictive analysis for scenario modelling.
- Identify changes that occur internally, the impact they may have on the workforce, and scan the external environment to seek out data sources and intelligence that provide expert strategic advice for building a workforce for the future - e.g., on development in science, technology and society.
- Interpret data and insight with a view to supporting business areas in understanding their future workforce needs, e.g., location, skills.
- Assess the capability of the organisation to deliver effective Strategic Workforce Plans and ensure that an effective SWP upskilling programme is available to meet identified gaps.
- Represent the Department at cross-government Strategic Workforce Planning Networks.
- Lead and manage a team of Strategic Workforce Planning Managers – setting objectives, monitoring delivery, encouraging development, providing support and sponsorship.
You’ll be a highly motivated person who meets the following essential criteria:
- Strong drafting and presentational skills.
- Strong strategic workforce planning skills, knowledge with experience of designing resourcing plans to ensure the right workforce is mobilised at the right time.
- Strong analytical skills, including the ability to derive insight from multiple data sources, use data to support debate, conduct statistical analysis, and solve complex problems; .
- The ability to present complex data and analysis in a visually accessible way.
- The ability to understand, marshal and interpret a wide range of abstract concepts, ideas and sets of information; draw conclusions; and make recommendations.
- The ability to cultivate and maintain effective relationships, experience of influencing key stakeholders, on a range of SWP subjects – and a range of people at all levels on whose efforts the FWD team will depend - across the business and externally.
- Strong leadership experience of working collaboratively across teams, confidently with senior colleagues, managing a multi-disciplinary team with a broad range of diverse and demanding stakeholders.
Desirable Skills and Knowledge:
- CIPD accreditation, a related field, or a willingness to study to achieve it.
- Experience of designing and implementing strategic workforce planning processes and procedures; preferably in large and/or complex contexts.
What we do
The Future Workforce Design Team are an exciting and dynamic team who sit within the newly established Business Architecture and Transformation Directorate, under the Business Architecture Division. We work extensively with stakeholders across the organisation to support business areas in planning the workforce of the future. We develop the systems, tools and guidance to support strategic workforce planning across the MoJ and provide consultancy services to key business areas on their future workforce requirements.
The Business Architecture Division is a new team at the heart of the MoJ within COO Group and will work to help identify opportunities and in turn formulate a strategy to improve the way services are delivered, the organisation is structured and ensure we invest in the right skills and capability for our future workforce. The Division works hand in hand with colleagues across the department, and closely with core People, Strategy and Strategic Finance colleagues in the preparation, delivery and implementation of fiscal and political events for the MoJ through the lens of people, infrastructure and capability.
The new Business Architecture and Transformation Directorate supports and works with the MoJ leadership team, and in turn advise ExCo, on the people, skills, capability, resilience and infrastructure needed across the department to put us in the best possible place to deliver for the current and future Governments. We work alongside MoJ People and in partnership with other functions and teams to ensure the machinery of the department is efficient but maintains a strong ‘people first’ culture.
Civil Service Assessment Process
The Civil Service recruits using Success Profiles, these are made up of 5 elements.
www.gov.uk/government/publications/success-profiles
The assessment process has two stages:
- Application stage
Experience - You will need to submit an anonymised CV, and 500 word Statement of Suitability outlining the skills and experience you hold which demonstrate your suitability for this role, with particular reference to the essential criteria in the job description.
We may consider any evidence within the application form that demonstrates meeting the desirable criteria as set out in the job description. This will only be after essential criteria is scored and where there is a need to differentiate between closely scored candidates.
Technical – You will be need to describe your experience of designing and implementing strategic workforce planning processes and procedures; preferably in large and/or complex contexts (250 words)
Behaviours - Please provide examples of how you meet these behaviours
Seeing the Big Picture (lead behaviour)
Communicating and Influencing
Leadership
In the event that we receive a large volume of applications we reserve the right to conduct an initial sift on the lead behaviour, Seeing the Big Picture.
Successful applicants at this stage will be invited to interview.
- Interview stage
Behaviours – You will be asked for examples of how you meet these behaviours:
Seeing the Big Picture (lead behaviour)
Communicating and Influencing
Leadership
Strengths – You will be asked questions on a range of strengths.
Technical - Your ability to analyse data will be assessed as part of the interview process. Further details will follow for candidates invited to interview. You will be questioned on your experience of designing and implementing strategic workforce planning processes and procedures.
Additional information – Ways of Working
We are an agile, geographically dispersed team and offer a working environment that supports a range of flexible working options to enhance your work life balance. We will consider all applications for alternative working patterns, including job share, compressed, reduced, and annualised hours.
As an MoJ employee based in an MoJ building, our minimum expectation is that you will attend a workplace at least 40% of the time. Arrangements will vary depending on the space available at your base location and where it is possible, 60% in-office working is expected. Travelling to see your team alongside any other travel to different sites will be classed as a day’s office attendance.
A reserve list will be held for up to 12 months, from which further similar appointments may be made.
MoJ Staff Networks
The opportunity to join employee-run networks that have been established to provide advice and support, and to enable the views of employees with particular characteristics to be expressed directly to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.
Person specification
Behaviours
We'll assess you against these behaviours during the selection process:
- Seeing the Big Picture
- Communicating and Influencing
- Leadership
Technical skills
We'll assess you against these technical skills during the selection process:
- Analysis of top 5 headlines from the data set
- Other data/ information required to give context to this data
- Describe your experience of designing and implementing strategic workforce planning processes and procedures; preferably in large and/or complex contexts
Benefits
- Access to learning and development
- A working environment that supports a range of flexible working options to enhance your work life balance
- A working culture which encourages inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
- Annual Leave
- Public Holidays
- Season Ticket Advance
For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.
Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ
Things you need to know
Selection process details
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
Working for the Civil Service
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).
Diversity and Inclusion
Apply and further information
Contact point for applicants
Job contact :
- Name : SSCL Recruitment Enquiries Team
- Email : Moj-recruitment-vetting-enquiries@gov.sscl.com
- Telephone : 0845 241 5359
Recruitment team
- Email : Moj-recruitment-vetting-enquiries@gov.sscl.com
Further information
