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General Information

Salary
The national salary range is £34,140 - £37,105, London salary range is £38,661 - £42,019. Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Cross Government
Location
National
Region
National
Closing Date
10-Jul-2025
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
7268

Descriptions & requirements

Job description
Job Description (JD)

Role: Reward Adviser

Team: People and Capability, People Services / Pay, Employee Relations and Job Evaluation

Overview of Role

This role will support the Senior Reward Leads and Senior Reward Advisers to implement pay strategy for the MoJ HQ, Executive Agencies and Arm’s Length Bodies (ALBs), operating as part of the MoJ People Services division as part of the Pay, Employee Relations and Job Evaluation Team in the MoJ People Group.

This is a role within the MoJ Pay and Reward function, leading and contributing to pay for c90k staff who are geographically spread throughout the UK and with an overall pay budget of £4bn.

The Reward Advisers support the total reward offer that covers job evaluation and all of the pay policies for each of our constituent workforce groups i.e. the Senior Civil Service, Civil Service ‘delegated grades’ at Grade 6 and below, operational Prison Service grades and the National Probation Service. Some of our services are delivered through a number of third-party suppliers, e.g. SSCL, My CSP and the Greater Manchester Pension Fund for the Local Government Pension Scheme.

As the size of our portfolio is so wide ranging each Reward Adviser supports a specific workforce within the MoJ family that is subject to change and there is scope to lead on projects that impacts some or all workforce groups. Work will vary but can include supporting in the implementation of the annual pay review, leading on pay and reward related projects and supporting/coaching colleagues in day to day handling on complex pay cases to ensure pay and reward skills and expertise are shared across the function.

Summary

This role is an exciting and varied remit, covering all aspects of pay and reward including pay awards and pay policies. As we continue to review and transform our approaches, this role will be critical to delivering our agenda.

In this role, you will work closely and build and maintain strong relationships with key stakeholders including the wider Reward team, HR team, Probation/Prisons policy teams. Trade Union representatives, Analytical specialists, ALB HR/Corporate teams, Finance and external suppliers. 

In summary the postholder will support on a varying portfolio including:

• Implementing the annual pay award in a timely manner and in conjunction with MoJ’s payroll shared service provider.  
• Build positive relations with key stakeholders, using data and user insights to develop and implement credible solutions to pay issues and challenges, that deliver value for money.
• Provide effective advice to the business, other teams and external suppliers on pay and reward related issues and policies for the department and it’s ALBs and to inform departmental projects.
• Lead on ad-hoc projects ensuring alignment with pay and reward strategy and compliance with the CS pay remit guidance and the PSPRB recommendations.

Responsibilities, Activities and Duties

The Reward Adviser will be required to carry out the following responsibilities, activities and duties:
• Assist the Senior Reward Leads and Senior Reward Advisers, in the effective implementation of delivery of future reward strategies, practices and reward programmes across the business.
• Support new pay policy development, introducing innovation and simplification into pay and reward processes and guidance and working with third party partners to deliver service improvement.
• Support the drafting of communications for staff and key stakeholder (internal and external), ensuring that diverse audiences can easily understand complex/technical information.
• Provide pay expertise and advice to various MoJ programmes and projects including the wider HR community, Shared Services and the business on solutions to pay and reward issues.  Lead on resolving queries into the Reward team and managing complex and sensitive individual cases. 
• Build positive relations with key stakeholders (internal and external), providing effective support and advice on all elements of pay and reward for the department, it’s Executive Agencies and its Arm’s Length Bodies.
• Work closely with the wider Reward teams and People Group to ensure that pay proposals meet wider HR and department objectives. Including liaising with subject matter experts within specific teams, professions and the wider Civil Service (Government People Group and the Government Legal Department) to ensure proposals are well devised and future proofed.
• Work with third party partners to implement pay related changes effectively. 
• Consider business case requests that are outside of policy; resolving complex pay issues; modifying processes and practices to improve efficiency and transparency.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive.

Essential Knowledge, Experience and Skills

• Experience in Reward or as a HR generalist or similar role.
• Experience of building positive relations with HRBP teams and suppliers.
• Proficiency in Excel, with experience of analysing both quantitative and qualitative data to produce clear reports, graphs and insights.
• Management of sensitive individual cases with both individuals and managers.

Desirable Knowledge, Experience and Qualifications

• Experience of supporting and implementing pay awards.
• An understanding of the Civil Service reward landscape. 
• Working knowledge of employment law
• Member of the Chartered Institute of Personnel and Development (CIPD) or equivalent or willingness to work to gain the qualification

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.

Application Process

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

Sift

Please provide 250-word examples of how you have met each of the five behaviours listed below: 

Delivering at Pace (lead behaviour)
• Ability to manage multiple priorities and organise overall workloads in order to meet deadlines.
• Ability to react to changing priorities and deliver at pace, proactively resolving issues that may arise.
• Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation. 
• Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance.
• Allow individuals the space and authority to meet objectives, providing additional support where necessary, whilst keeping overall responsibility.

Managing a Quality Service
• Work with stakeholders to set priorities, objectives and timescales.
• Identify risks and resolve issues efficiently.
• Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements. 

Communicating and Influencing
• Excellent communication skills, both in verbal and written formats.
• Communicate in a straightforward, honest and engaging manner, choosing appropriate styles to maximise understanding and impact. 
• Ensure communication has a clear purpose and takes into account people’s individual needs. 
• Ensure that important messages are communicated with colleagues and stakeholders respectfully, taking into consideration the diversity of interests.

Changing and Improving
• Work with others to identify areas for improvement and simplify processes to use fewer resources, encouraging ideas for change from a wide range of sources. 
• Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change. 
• Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.

Making Effective Decisions
• Analyse and use a range of relevant, credible information from internal and external sources to support decisions, ensuring value for money is considered. 
• Display confidence when making difficult decisions, even if they prove to be unpopular. 
• Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks.

Please provide a 500-word Statement of Suitability detailing how your experience meets the Essential Knowledge, Experience and Skills as set out above.

In the event of a large volume of applications being received, an initial sift will carried out on the lead behaviour, Delivering at Pace.

Interview:

Interviews will be held virtually via MS Teams.

Candidates invited to interview will be assessed on the three Behaviours (listed below), and Strengths. 

• Delivering at pace (lead behaviour)
• Managing a Quality Service
• Communicating and Influencing


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 roles: 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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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.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.

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.

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

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.

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:

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 7268

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 7268

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Delivering at Pace, 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
Delivering at Pace
Managing a Quality Service
Communicating and Influencing
Changing and Improving
Making Effective Decisions
Experience
We will assess your experience for this role via the following methods
Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Please provide evidence of the following essential criteria:
• Experience in Reward or as a HR generalist or similar role.
• Experience of building positive relations with HRBP teams and suppliers.
• Proficiency in Excel, with experience of analysing both quantitative and qualitative data to produce clear reports, graphs and insights.
• Management of sensitive individual cases with both individuals and managers.
Evidence of Experience
Statement of Suitability

Interview stage assessments

Interview Dates
expected early August 2025
Behaviours
Delivering at Pace
Managing a Quality Service
Communicating and Influencing
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.
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.
Level of security checks required
Baseline Personnal Security Standard (BPSS)