JOB DECSCRIPTION

People and Capability

People and Capability is here to support the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide across the Ministry of Justice (MoJ) to ensure the delivery of high-quality services for our customers.

As a department, we are going through a period of significant transformation, and our people services are at the forefront of enabling that change. MoJ People and Capability is a team of 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services, are our people.

Information about the MoJ and its priorities can be found at www.gov.uk/government/organisations/ministry-of-justice/about

About the Role

This is a pivotal role within the Inclusive Culture Centre of Expertise (ICCE), focused on the operational delivery of the annual Civil Service People Survey while also contributing to the wider employee experience agenda across the Ministry of Justice (MoJ). You’ll ensure seamless coordination of the survey process across all business areas and work with stakeholders to turn feedback into insight and action.

In addition to delivering the annual survey, you’ll support the design and evaluation of other key employee feedback mechanisms. These efforts are central to helping MoJ build a more inclusive, engaging, and productive work environment.

Main Activities / Responsibilities

The job holder will be required to undertake the following duties and responsibilities:

• Manage the survey hierarchy, data loads, testing phases, and deployment processes to ensure accuracy and accessibility.

• Create engaging internal communication plans to maximise participation and reinforce a culture of listening.

• Build capability across the department by supporting and advising survey leads through training, guidance materials, and responsive troubleshooting.

• Analyse and present trend data year-over-year, identifying themes and strategic implications.

• Lead and improve the Exit Survey programme and contribute to other lifecycle feedback tools to help shape a more holistic employee experience insight model.

• Integrate quantitative and qualitative insights across feedback mechanisms to inform people strategy and workforce planning.

• Collaborate closely with the People Analytics team to deliver insight that informs decisions across HR, business leads, and senior leadership.

• Influence and support the use of evidence in decision-making, including how feedback is translated into tangible actions.

• Encourage continuous improvement by evaluating the effectiveness of survey processes and employee experience interventions. Support Continuous Improvement Initiatives: Use data insights to drive continuous improvement in employee experience initiatives.

• Line management of one HEO.

The role will regularly feature the following elements:

• Strategic Thinking: develop and implement long-term data strategies, aligned with broader organisational strategy.

• Analysis: analysis and interpretation of complex data. Confident handling of complex data structures and presenting insight to a range of stakeholders. Data analytics tools and techniques to interpret and leverage data effectively.

• Planning, organising and time management to meet high-pressure deadlines.

• Stakeholder Management: working with and influencing stakeholders at all levels of the organisation. A collaborative mindset when working across multiple teams and functions.

• Task Management: prioritising and manage multiple activities or small projects simultaneously

• Problem-Solving to address employee experience issues effectively.

• Detail-Orientation: Paying close attention to detail and ensuring accuracy in data analysis and reporting.

• Collaboration: Working effectively with cross-functional teams and building strong relationships across the organisation.

• Effective Communication: explaining complex data concepts to non-data literate stakeholders clearly and persuasively.

• Confident handling of complex data structures and presenting insight to a range of stakeholders.

• Planning, organising and time management to meet high-pressure deadlines.

• Stakeholder Management: working with and influencing stakeholders at all levels of the organisation.

• Task Management: prioritising and manage multiple activities or small projects simultaneously

• Data analytics tools and techniques to interpret and leverage data effectively.

• Problem-Solving to address employee experience issues effectively.

Developing and deepening the expertise of the immediate and wider team in the areas of:

• Employee Experience and Engagement Theories: Understanding of various employee experience and engagement models and their practical applications.

• HR Practices: Familiarity with the employee lifecycle and the HR policies, procedures, and best practices related to employee experience.

• People Data Strategy Development: Knowledge of developing and implementing people data strategies to support organisational goals.

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.

Qualifications

CIPD Level 5 or above or willingness to work towards undertake this qualification once in post.

Application process

You will be assessed against the Civil service success profiles framework.

Sift

Please provide examples of how you have met each one of the behaviours listed below:

• Changing and Improving (Lead Behaviour)

• Working Together

• Communicating and Influencing

Please provide an anonymised CV.

If we receive a large number of applications, we will carry out an initial sift on the lead behaviour of Changing and Improving. Successful applicants will then be invited to an interview, testing behaviours and strengths.

Candidates invited to Interview

Please note that interviews will be carried out remotely via MS Teams. During the interview, we will be assessing you on the following elements of the Success Profiles framework:

• Behaviours: Changing and Improving, Communicating and Influencing, Working Together and Seeing the Big Picture.

• Strengths: The strength-based questions will require natural responses from the candidates.

 For queries regarding the role please contact - Tatenda.Madhovi@justice.gov.uk.