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General Information

Salary
£49,325 - £53,081
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
London
Region
London
Closing Date
20-Feb-2026
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
14555

Descriptions & requirements

Job description

Judicial Appointments Commission – Senior HR and Corporate Services Manager (SEO)

We’re looking for a Senior HR and Corporate Services Manager to help lead the way with our HR policy and people initiatives, providing support and advice to staff, sitting right at the heart of the JAC!

This is an exciting new role and opportunity, reporting to the JAC Head of Corporate Services - our Senior HR and Corporate Services Manager will strengthen our HR processes and our people policy implementation - ensuring managers and staff across the JAC are supported. The postholder will have a key role in the organisations work on our reasonable adjustments policy, working closely with other key individuals across the organisation to ensure that our processes are robust, inclusive and accessible. That includes making sure we have the right approach to supporting candidates with disabilities and long-term health conditions applying for employee and judicial positions. This role will also offer the postholder the chance to be a key component in the delivery of our people-focused actions that respond to the needs of our staff and the commitments we have made to them in our People Plan.

About the JAC

The Judicial Appointments Commission (JAC) is an independent public body, established in April 2006, to select judges in the courts and tribunals, and non-legal tribunal members. The JAC selects judicial candidates through fair and open competition, encouraging a wide range of quality candidates to apply for the posts that it advertises.

The JAC is responsible for designing, planning, and running recruitment campaigns to select judicial office holders up to and including High Court judges. We have a statutory duty to select solely on merit, while keeping our selection processes open to the widest range of applicants. We launch a new campaign for judicial posts every one to two weeks. These range from high volume campaigns for ‘entry level’ posts, attracting upward of 2,000 applicants, to small campaigns for senior roles, attracting a handful of highly qualified people.

You can find out more about the JAC on our website.

Main responsibilities

As the Senior HR and Corporate Services Manager, you will:

·       Review and strengthen our HR policies and processes - ensuring that managers and staff understand them and providing advice and guidance on their application.

·       Alongside the HR policy work, a key project for this role to be involved in, will be working closely with colleagues on the review and implementation of our reasonable adjustments policy and owning any relevant work and actions as a result.

·       Leading the JAC’s involvement in the annual Civil Service People Survey – supporting preparation and engagement in the survey, action planning and undertaking analysis of the findings to inform future people activity.

·       Play a lead role in the delivery of our People Plan commitments, ensuring that momentum on key projects is maintained and actions are delivered effectively.

·       Liaise with key internal and external stakeholders on the delivery of HR/People-focused activities across the JAC.

·       Potential line management responsibilities.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. 

Essential Criteria

·       Demonstrable experience of currently or previously working in an HR/ Business Management/People focused role.

·       Evidence of working on and implementing people initiatives and/or policies, as well as providing advice to line managers and staff on sensitive or complex matters.

  • Ability to make well judged, evidence-based decisions and recommendations.
  • ·       Excellent stakeholder engagement and communication skills.

Desirable Criteria

  • ·       Knowledge of reasonable adjustments, preferably within a recruitment environment.

What we can offer you

We offer a range of benefits including an attractive annual leave allowance, flexible and hybrid working opportunities, and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives and have a range of networks to support and promote inclusivity, wellbeing, and dignity at work among other things.

Recruitment process details

Behaviours

We’ll assess you against these behaviours during the recruitment process:

·       Making Effective Decisions

·       Communicating and Influencing

·       Working Together

·       Managing a Quality Service 


Application process

  • ·       Your CV
  • ·       A statement of suitability outlining how you meet the essential criteria for the post. Your statement should include specific examples of your relevant skills and/or experience. (500 words max).
  • ·       Written evidence of the following behaviours: Making Effective Decisions, Communicating and Influencing and Working Together (250 words each).


Use of Artificial Intelligence (Al) 

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Sift

Applications will be sifted based on the CV, Statement of Suitability, and the behaviours Making Effective Decisions, Communicating and Influencing and Working Together.

If a large number of applications are received, candidates may be sifted on their CV, statement of suitability and lead behaviour Making Effective Decisions.

Interview

At interview we will assess you against all 4 behaviours: Making Effective Decisions, Communicating and Influencing, Working Together, and Managing a Quality Service.

The panel will also ask you about your experience. You can find out more about the Civil Service success profiles here.

https://www.gov.uk/government/publications/success-profiles

Applicants invited for interview may be required to undertake a brief work exercise either before or on the day as part of the selection process. More details will be provided if you are invited to interview.

Interviews are expected to take place in early March 2026. More details on the arrangements will be provided to candidates invited to interview.

Reserve List 

As well as appointing to the vacancy listed above, we may place other candidates on a 12-month reserve list for future vacancies.

Office Attendance

JAC staff are currently working in a hybrid way with a minimum of 2 days per week in the office in line with Government Policy. Applicants for this role should note that they may be required to attend the office or a JAC interview more regularly on occasion, in line with business need.

Applicants are welcome to contact the hiring manager, or JAC recruitment team, if they have any questions about how the team manages this hybrid way of working.

Further Information

If after reading this job description you require any further information, please contact Kim Barling, JAC Head of Corporate Services, at Kimberley.Barling@judicialappointments.gov.uk


Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct 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.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & 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 and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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) https://www.gov.uk/settled-status-eu-citizens-families
  • 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) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 14555

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Making Effective Decisions, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.
Behaviours Application Form Question Word Limit
250
Making Effective Decisions
Communicating and Influencing
Working Together
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Referring to the job description, please provide a statement of suitability outlining how you feel you meet the essential criteria for the post. Your statement should include specific examples of your relevant skills and/or experience that you think make you suitable for the role. (500 words max).
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Expected Early March 2026 - TBC
Behaviours
Making Effective Decisions
Communicating and Influencing
Working Together
Managing a Quality Service
Level of security checks required
Baseline Personnal Security Standard (BPSS)

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.  Please see our candidate guidance for more information on appropriate and inappropriate use.