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Location
About the job
Benefits
Things you need to know
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Location
About the job
Job summary
The Workplace Transformation People Impacts Team is the people strand of a major transformation programme which in turn, is positioned within the Corporate Transformation Directorate and works closely with Programme and Estates colleagues on people impacts related to estate driven changes.
This is a critical role within the senior leadership team within the programme and you will play a vital role in shaping team; directorate; departmental and cross civil service HR priorities and cross cutting department activities.
You will provide leadership, coaching and support to a highly functioning professional team providing an objective view and challenge from a people impact perspective.
This role places particular emphasis on:
- a successful track record of working in an HR function or a complex People Management/ organisational change position in a relevant senior capacity dealing with complex people management and/or development issues at pace and scale; and
- a solutions-focused approach that takes account of the bigger strategic picture and people-related impacts and enables organisational change and improvement across a broad and complex portfolio;
Job description
Successful candidates can expect to be involved in a range of the following:
- As an integral member of the WTP People Impacts Leadership team, you will operate at a senior and strategic level, providing an objective view, challenging and acting as an intelligent customer into the wider Programme SLT.
- In the context of the Programmes Strategic Priorities, you will lead on the human aspects of landing change well, ensuring the people elements are at the forefront of design; planning, delivery and interventions. Identifying challenges and mitigations through prioritised activity.
- Leading a team of HR professionals, ensuring high levels of engagement and performance are achieved, using coaching and influencing to ensure prioritisation and high-value delivery are maintained.
- Using data, metrics and feedback to identify and address continuous improvement; ensuring business leaders and decision makers understand the drivers of employee engagement and their relationship with business performance and that services are joined up and aligned with the strategic direction of WTP.
- Building relationships with internal/external practitioners and networks, scanning for emerging trends, innovations, best practice and understanding the external HR sector. Providing expert advice to align with P&C policy and strategy.
- Working flexibly, collaboratively and at pace across the whole of DWP, ensuring effective planning and deployment of HR resource/expertise fully support the strategic approach and implementation of cultural change.
- Fully engaging with own development, career planning and performance.
Person specification
Strong candidates will be able to present evidence in their Personal Statement of:
- A proven track record and experience in a relevant senior capacity of stakeholder engagement specifically relating to HR issues and solutions which have enabled organisational transformation at scale. Ideally your experience will be rooted in a large and complex organisation (Lead Criteria)
- An ability to understand the client business and an ability to communicate confidently about HR issues and solutions in the language of the business
- A demonstrable capacity for strategic thinking, planning and contributing on a broad scale to the leadership and development of an HR Function and teams that deliver professional, credible, joined up and effective service.
- The ability to build strong, trust-based professional partnerships with a range of stakeholders, constructively challenge and provide appropriate feedback
- Strong understanding of the key drivers of employee engagement, clearly linking people activities and interventions to a business outcome and evidence impact on the business through appropriate metrics and insight.
- CIPD qualified or currently studying toward full membership, and actively demonstrating Continuous Professional Development. If you are not currently qualified you need to be committed to gain full CIPD membership on the basis of your track record and experience.
- Please note for vacancies advertised in Wales, ability to speak Welsh is desirable.
Behaviours
We'll assess you against these behaviours during the selection process:
- Seeing the Big Picture
- Leadership
- Communicating and Influencing
- Changing and Improving
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
1. Application
Written Sift
The written sift will be conducted using evidence from your CV and Personal Statement and will be assessed against the Key Criteria within the advert.
In the event of a large number of applications we will use the Lead Criteria to 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.
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.
Personal statement of 1000 words
When completing your personal statement, please read and understand the Key Criteria thoroughly as this is what your written evidence will be assessed against. Your layout is entirely your preference; you may choose narrative, bullets, etc. You may choose to address each criteria separately, however, one narrative example may cover and evidence several key criteria. You may not be able to meet all the key criteria, but please ensure you evidence: the key personal requirements and what have you done that relates to the requirements. You don’t have to explain the whole process, just what you have done and the skills and experience you have used. Share with us what makes you suited to this role and why, what you can do and the skills you have that are transferable to the key requirements, and the life experience or passion you have that are linked to this role.
2. Interview
Shortlisted candidates will be invited to attend an interview. This will be a video interview. The interview panel will be a minimum of two people. The interview will assess: Behaviours (please see following slide), Strengths and Experience. The interview aims to be more of a conversation exploring the candidate’s capability for the role.
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.
Candidates will be asked further probing questions to determine suitability for the role.
3. Selection and Feedback
We will notify all candidates as soon as possible. Sift and interview dates to be confirmed.
A reserve list will be held for up to 12 months, which we may also use to fill future similar vacancies.
Successful Profiles Civil Service Behaviours
Shortlisted candidates will be able to present evidence in their Interview of their experience and the following Behaviours:
Seeing the big picture: Develop and maintain an understanding of economic, social, political, environmental and technological developments to ensure activity is relevant. Ensure plans and activities in your area of work reflect wider strategic priorities and communicate effectively with senior leaders to influence future strategies. Adopt a government-wide perspective to ensure alignment of activity and policy. Bring together views, perspectives and diverse needs of stakeholders to gain a broader understanding of the issues surrounding policies and activities.
Leadership: Promote diversity, inclusion and equality of opportunity, respecting difference and external experience. Welcome and respond to views and challenges from others, despite any conflicting pressures to ignore or give in to them. Stand by, promote or defend own and team’s actions and decisions where needed. Seek out shared interests beyond own area of responsibility, understanding the extent of the impact actions have on the organisation. Inspire and motivate teams to be fully engaged in their work and dedicated to their role.
Communicating and Influencing: Communicate with others in a clear, honest and enthusiastic way in order to build trust. Explain complex issues in a way that is easy to understand. Take into account people’s individual needs. Deliver difficult messages with clarity and sensitivity, being persuasive when required. Consider the impact of the language used. Remain open-minded and impartial in discussions, whilst respecting the diverse interests and opinions of others. Introduce different methods for communication, including making the most of digital resources whilst getting value for money. Monitor the effectiveness of own and team communications and take action to improve where necessary.
Changing and Improving: Encourage, recognise and share innovative ideas from a diverse range of colleagues and stakeholders. Give people space to take initiative and praise them for their creativity. Create an environment where people feel safe to challenge and know their voice will be heard. Make changes which add value and clearly articulate how changes will benefit the business. Understand and identify the role of technology in public service delivery and policy implementation. Consider the full impact of implementing changes on culture, structure, morale and the impacts on the diverse range of end users, including accessibility needs. Identify early signs that things are going wrong and respond promptly. Provide constructive challenge to senior management on change proposals.
Further Information
Find out more about Working for DWP
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.
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 applicant’s 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 you’re deaf, a Language Service Professional.
Disability Confident Scheme
The Civil Service embraces diversity and promotes equal opportunities. DWP is recognised as a Disability Confident Leader, demonstrating the departmental commitment to attracting, recruiting and retaining disabled people and supporting them in achieving their full potential. We run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria for the advertised role. To be considered for an interview, you must have:
- a physical or mental impairment which has a substantial and long term (over 12 months) adverse effect on your ability to carry out normal day to day activities; or a long-term health condition; and
- demonstrated that you meet all the minimum qualifying criteria set out in the advertisement for the post at the application and testing stages.
A full definition and examples of conditions can be found on this webpage. You will be asked at the initial application stage if you wish to apply via the scheme.
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
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
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).
Apply and further information
Contact point for applicants
Job contact :
Recruitment team
Further information
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission. Click here to visit the Civil Service Commission.
