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General Information

Salary
£40,014 - £42,859
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
External
Location
London
Region
London
Closing Date
26-Mar-2026
Post Type
Fixed Term, Detached Duty, Loan, Secondment
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
15672

Descriptions & requirements

Job description

Human Resources Advisor (HRA) – London

Maternity Cover (FTC - 12 months)
Grade: HEO
Working pattern: full time
Location: The role is based in London (Rolls Building).  There is an expectation that the successful candidate will spend a minimum of 60% of their time in the office.  Some of this time may be spent out in the Region on Court visits, at face-to-face stakeholder meetings or facilitating HR input at regional conferences.  The role requires occasional (broadly quarterly) travel to other parts of England including to London.  Due to the nature of the role meetings may need to take place outside of core hours. There is an expectation of working flexibly around judicial office holder availability i.e. out-of-court hours before 10am, after 4pm and at lunchtimes.  We offer flexible working; our focus is on delivery of outcomes.

Judicial Office – Judicial HR
Team: Judicial HR Business Partner and Organisational Design & Development (HRBP & OD&D)

Role Overview

This is an exciting opportunity for an aspiring HR professional to build a strong HR generalist foundation within a unique and high‑profile environment supporting the judiciary.

Reporting to an HR Business Partner (HRBP), the post holder will work closely with HRBPs and colleagues across Judicial HR to provide high‑quality, proactive and responsive HR advice and support to judicial office holders. The role requires agility, sound judgement and confidence in operating in a complex and sometimes ambiguous environment.

Judicial Office HR (JO HR) places judicial office holders at the centre of its service. We are visible, proactive and collaborative, working across the Judicial Office, HM Courts & Tribunals Service (HMCTS) and the Ministry of Justice (MoJ) to ensure the Lord Chief Justice and the Senior President of Tribunals are supported by a properly resourced, accessible and professional HR function.

Role Purpose

The Human Resources Advisor plays a key role in enabling the effective delivery of HR services to the judiciary by:

  • Supporting HRBPs in delivering a field‑based HR service.
  • Acting as a key point of contact for judicial office holders.
  • Interpreting and applying HR policy accurately within the context of the judiciary’s unique status as office holders.
  • Ensuring HR processes, advice and data handling are compliant, timely and of high quality.

The role involves problem‑solving, analysis and relationship management, and contributes to effective collaboration between the judiciary and HR Centres of Expertise and Operations teams.

Responsibilities, Activities and Duties

  • Appraise, assess and respond to a wide range of HR and pastoral issues on a day‑to‑day basis, offering appropriate options and solutions to judicial leaders.
  • Build and maintain strong working relationships and credibility with judicial office holders and key stakeholders.
  • Support the HR triage service for the judiciary, ensuring advice and signposting is accurate, timely and evidence‑based.
  • Work collaboratively with Regional HR Advisors to support delivery of a consistent, field‑based HR service to the judiciary.
  • Exercise autonomy in managing workload and deploying appropriate HR resources, using initiative and established HR networks.
  • Consider sensitive, complex or competing perspectives, analyse information and determine the most appropriate course of action.
  • Apply judgement to decide when escalation or specialist input is required.
  • Interpret HR policies and terms and conditions, undertaking further investigation where needed to understand wider impacts.
  • Operate as an integral member of the HRBP & OD&D team, identifying emerging themes and acting as an intelligent customer into wider Judicial HR services.
  • Work collaboratively with colleagues across Judicial HR, the Judicial Office and HMCTS to deliver seamless support.

Key Tasks

  • Work closely with HRBPs to support delivery of a strategic, field‑based HR service.
  • Undertake regular travel to courts and tribunals as required to build relationships and provide visible HR support.
  • Analyse HR data and information to identify trends, risks or concerns and recommend appropriate interventions.
  • Monitor sickness absence and escalate concerns or patterns to the HRBP.
  • Carry out Occupational Health referrals supporting the JOH and Leadership judge through the process and provide guidance and support as required
  • Provide timely, high‑quality HR advice to support judicial leaders on health, wellbeing and pastoral matters.
  • Draft briefing notes, reports and summaries to inform decision‑making.
  • Maintain oversight of record‑keeping, ensuring compliance with GDPR and data retention requirements.
  • Liaise with HMCTS on complex workplace adjustment and reasonable adjustment cases.
  • Collate appeal information relating to judicial office holders and support preparation of briefing materials.
  • Support HR‑related meetings involving the judiciary, including minute‑taking where appropriate.
  • Respond to complex queries requiring interpretation of multiple policies and terms and conditions.
  • Build collaborative relationships with regional support units (RSUs) and other stakeholders to gather insight on regional issues and performance.
  • Support maintenance and review of HR systems, processes and services to ensure delivery of a high‑quality and professional HR service.
  • On occasion, step up to support or cover elements of the HRBP role, including representing the HRBP or HRBP & OD&D team at meetings, as appropriate.
  • Demonstrate commitment to continuous professional development and improvement of HR knowledge and skills.

Behaviours (Success Profiles)

  • Communicating and Influencing ( lead behavour)
  • Making Effective Decisions
  • Managing a Quality Service
  • Working Together

Essential Knowledge, Experience and Skills

  • Ability to build strong, credible working relationships and be recognised as a trusted advisor.
  • Confidence working autonomously and managing competing priorities in an ambiguous environment.
  • Experience of working in a pressured, operational or people‑focused environment.
  • Strong written and verbal communication skills, with the ability to explain complex issues clearly.
  • Experience of analysing information and applying judgement to support effective decision‑making.
  • Ability to manage change and adapt to evolving priorities.

Desirable Knowledge, Experience and Skills

  • Previous experience working in an HR role or HR team.
  • Understanding of the judiciary or public sector environment.

Technical Skills / Qualifications

  • Credible HR or operational experience.
  • CIPD Level 3 or Level 5 qualified, or willingness to work towards qualification.
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 15672

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 15672

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Communicating and Influencing, 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
Communicating and Influencing
Making Effective Decisions
Experience
We will assess your experience for this role via the following methods
CV or Work History
Evidence of Experience
CV or Work History

Interview stage assessments

Interview Dates
Week Commencing: Estimated to be 13th April 2026
Behaviours
Communicating and Influencing
Making Effective Decisions
Working Together
Managing a Quality Service
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Level of security checks required
Counter Terrorism Check (CTC)

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.