Strategic Workforce Planning Manager (Ref: 90583)
Ministry of Justice
Apply before 11:55 pm on Tuesday 1st October 2024
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About the job
Job summary
Job description
We are looking for a motivated Strategic Workforce Planning Manager to work in a challenging and exciting environment. Working with a broad range of internal and external stakeholders, you will have the opportunity to embed a new approach to strategic workforce planning (SWP), ensuring 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 Strategic Workforce Planning performance in the MoJ.
You will have the opportunity to build relationships with internal and external stakeholders, seeing first-hand how your influence can deliver a better Justice service to society.
Your responsibilities will be to
- Design, develop and embed appropriate tools, guidance and templates to support business areas in the development of their workforce plans.
- Build and maintain a network of Workforce Planning Leads from all business groups, agencies and ALBs and be their single point of contact regarding workforce planning.
- Build and maintain a network of those supporting Workforce Planning in the business groups, HR and Finance Business Partners.
- Create new tools, guidance and templates to drive SWP maturity across MoJ. Promote best practice and ensure internal workforce planning practices and guidance are up to date to encourage alignment and maturity in SWP. Coach stakeholders and take forward new initiatives, with upskilling colleagues being a passion and clear objective.
- Develop an expertise around the themes that support workforce planning, e.g., location strategy, labour market, skills & capability, megatrends, automation, lead the business in understanding the impacts of these themes.
- Support Strategic Workforce Planning Leads in enabling MoJ to transition to a new Strategic Workforce Planning process delivering against milestones, identifying potential risks and mitigation, providing affordable workforce solutions to underpin effective business led action planning and reflect the expected future shape, size and geographical footprint of the workforce.
- Develop a deep understanding of business group and MoJ complex workforce data and sources.
- Deliver presentations that are tailored to audience needs to provide business reports and insights. Produce board level papers to ensure that the executive board has an accurate picture of the workforce. Produce corporate communications relaying workforce insights and plans. Be able to draft urgent commissions at short notice.
You’ll be a highly motivated person who meets the following essential criteria:
- Experience of workforce planning processes and procedures, or a good understanding of the key principles involved.
- Skilled in building strong working relationships to understand customer needs, deliver complex information and generate ‘buy-in’ from key stakeholders.
- Experience of working collaboratively across teams, confidently with senior colleagues, with a broad range of diverse and demanding stakeholders.
- Strong analytical skills, including the ability to derive insight from multiple data sources, use of data to support debate, statistical analysis and problem solve complex challenges.
- Experience of managing complex issues and juggling priorities.
- Strong drafting/writing skills with the ability to produce Board level papers; corporate communication messages; and tools and guidance that are fit for purpose.
Desirable Skills and Knowledge:
- CIPD accreditation, a related field, or a willingness to study to achieve it.
- Knowledge of workforce trends e.g. emerging trends, government influence, employment trends, skills development.
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.
Behaviours - Please provide examples of how you meet these behaviours
Seeing the Big Picture (lead behaviour)
Communicating and Influencing
Managing a Quality Service
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
Managing a Quality Service
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.
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
- Managing a Quality Service
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
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
