AddressThey enable successful alignment between PandC and DWP organisational objectives, providing positive current and future business outcomes in line with best practice, policy, and legal frameworks.
These roles place particular emphasis on:
- An ability to build trust-based relationships with a wide range of demanding and diverse senior stakeholders;
- An ability to bring flexibility, curiosity and diverse perspectives into your work to achieve successful business outcomes.
- An understanding of the business you partner, and how to communicate critical people issues with stakeholders.
Person specification
Essential Criteria
- HR Experience of building strong, trust-based relationships with a range of diverse and demanding stakeholders, (particularly in relation to people management issues in an environment of organisational change) taking account of diverse needs and perspectives in line with the organisations strategies and policies.
- Acts as a coach and trusted confidante for senior leaders, promoting leadership and management interventions that support leaders to be the best they can be.
- Understands or quickly gains an understanding of the client business, identify people issues in a proactive way and communicate confidently and persuasively about solutions in the language of the business, constructively challenging and providing appropriate feedback with tenacity and ethical integrity.
- Understands and implements people-related change and initiatives with evidence of the impact on the business through the analysis of appropriate metrics and insight
- Understands the key drivers of improved employee engagement, clearly linking people activities and interventions to business priorities and outcomes, maintaining resilience, flexibility, pace and a positive mindset
- Displays personal credibility in your commitment to developing as a HR professional, inspiring other to invest in their own personal and professional development
- Candidates should be accredited to Chartered CIPD level or be prepared to work towards this level within the first two years of their employment.
Behaviours
We'll assess you against these behaviours during the selection process:
- Leadership
- Communicating and Influencing
- Changing and Improving
- Seeing the Big Picture
- Working Together
Benefits
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an average employer contribution of 27%
Location
Applicants should apply for suitable posts where they can travel to and from their home office location daily within a reasonable time.
Please be aware that this role can only be worked in the UK and not overseas. Relocation costs will not be reimbursed
Hybrid Working
This job role may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home. This is a voluntary, non-contractual arrangement and your office will be your contractual place of work. The number of days that anyone will be able to work at home will be determined primarily by business need but personal circumstances and other relevant circumstances will also be taken into account. If you are successful, any opportunities for hybrid working, including whether a hybrid working arrangement is suitable for you, will be discussed with you prior to you taking up your post.
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 Stage - Written Sift:
The written sift will be conducted using evidence from your responses to the following key questions:
Q1. How have you used data and analytics on an HR subject to influence and make recommendations to senior stakeholders? (Lead Question)
Q2. How have you built your most effective relationship with a senior stakeholder and their leadership team as their HR Business partner?
Q3. How have you identified and managed risks to complex people management issues, working collaboratively to resolve?
Further details around what this will entail are listed on the application form.
Please answer each of these three questions, using no more than 250-words in response to each individual question. In the event of a large number of applications we will use the lead question (Q1) initially assess your application during the Sift stage. Candidates who pass the initial Sift may be progressed to a full Sift or direct to interview.
When considering your responses, it may help to use the WHO or STAR model to explain:
What the task/ work was, How you approached the task/work/situation and what the Outcomes were, what did you achieve? Or What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?
CV
The CV is an on-line tool accessed through the Civil Service Jobsite and there is no requirement to upload your personal CV. Our CV element is short, and allows an initial check of eligibility, so please put the main content of your evidence and skills in your Personal Statement.
Interview
Shortlisted candidates will be invited to attend an interview lasting up to one hour. This will take place via MS Teams. The interview panel will be a minimum of two people. The interview will assess: Behaviours and Strengths. The interview aims to be more of a conversation exploring the candidates capability for the role.
You will be asked to provide a 5-minute presentation on a specific subject, which you will be provided with in your invitation to interview. You will not be allowed to use any supporting documents or slides for this presentation, but you can use prompts or personal notes.
At the Interview you will be asked a mixture of Behavioural and Strength questions.
To help you prepare and settle into the interview you will be sent the behaviour questions in advance of the interview, 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, and those about your strengths, and technical abilities.
Candidates will be asked further probing questions to determine suitability for the role.
Sift and Interview dates to be confirmed.
Candidate Information Call
We will be hosting an information session for potential candidates on Friday 5th January at 12pm.
This will give information of the role of HR Business Partner in DWP and how we support the business priorities in the various parts of the department. We will also talk through the recruitment process as set out in this pack.
This call will be held Via Microsoft Teams.Is you are interested please contact REBECCA.STORY@DWP.GOV.UK
Please include 324457 HR Business Partner Candidate Call in the subject title and provide your email address. You will then be sent a calendar invite for the call with joining instructions for those not familiar with Microsoft Teams.
Further Information
Find out more about Working for DWP
A reserve list may be held for a period of 6 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 /Disclosure Scotland 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.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk
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.grs@cabinetoffice.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.
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
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.
