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General Information

Salary
£38,661 - £42,019
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
London
Region
London
Closing Date
04-Aug-2025
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
7942

Descriptions & requirements

Job description

Judicial Appointments Commission - Targeted Outreach and Engagement Manager (HEO)

Are you passionate about building strong and collaborative stakeholder relationships? Is delivering impactful and inspiring remote events your forte? Do you want to contribute to supporting the creation of a judiciary that better represents the society it serves? If the answer is yes, you could be exactly who we are seeking.

The Role

We’re looking for a Targeted Outreach and Engagement Manager (HEO) to help us reach and connect with our target audiences. As an independent public body, the Judicial Appointments Commission is responsible for designing, planning, and running recruitment campaigns to select judges in the courts and tribunals, up to and including the High Court, as well as non-legal tribunal members. You can read more about our work on our website: http://judicialappointments.gov.uk

With a new recruitment campaign launched every couple of weeks, and statutory responsibilities to make sure we select candidates on merit and through fair and open competition, it’s essential that our processes are robust, inclusive, and attractive to candidates from the widest possible backgrounds. It’s also essential that our audiences and stakeholders understand our work and our commitment to supporting the creation of a more diverse judiciary. Our Targeted Outreach and Engagement Manager plays a vital role in helping us to achieve that ambition.

As part of the JAC’s Targeted Outreach and Research (TOR) team, who have responsibility for supporting judicial applicants from underrepresented groups, the Targeted Outreach and Engagement Manager will lead key projects aimed at improving judicial diversity. They will play a central role in coordinating our engagement with our target audiences, managing our rolling stakeholder events calendar, and leading on the design, delivery, and evaluation of remote and face to face outreach events.

The successful applicant will lead promotion of our initiatives across a range of partners and stakeholders to encourage candidates from a wide range of backgrounds to consider applying for judicial appointment. The role will also play an important part in supporting the Targeted Outreach Team’s Judicial Guide Scheme – which matches experienced judges with candidates from diverse backgrounds during their application journey.

You can read more about the work of the JAC’s Targeted Outreach Team here: Targeted Outreach and Research Team – Judicial Appointments Commission.

This role would particularly suit someone who enjoys working in a small but dynamic team, collaborating with colleagues who are passionate about the JAC’s mission.

Main Responsibilities

Reporting to the Senior Project Delivery Manager of the Targeted Outreach and Research (TOR) team, your main responsibilities will be to:

  • Lead stakeholder interaction for the TOR team by developing a programme of rolling outreach and engagement activities that links to the judicial recruitment programme and TOR initiatives. 
  • Ensure stakeholders are kept appropriately informed on the TOR teams work via regular newsletters, blog posts and articles, and constructively contribute their perspective and specialist input.
  • Maintain and implement a stakeholder strategy and action plan to direct engagement of existing and emerging stakeholders. Ensure TOR team activities align with JAC diversity strategy and complement outreach and engagement work undertaken elsewhere in the JAC and wider MoJ. 
  • Oversee liaison with external stakeholders to arrange TOR team attendance at remote and face to face outreach events, draft content for outreach briefings, prepare materials for use at outreach events and deliver presentations. 
  • Develop, implement, and evaluate audience feedback tools and data, to support and enhance outreach with user led insights. 
  • Support ongoing strands of research focussed on the Commission’s 2025 priorities around neurodiverse candidates and better understanding barriers for black candidates. 
  • Collaborate and coordinate with the JAC’s Diversity, Engagement and Communications team and relevant stakeholders to develop and engage existing and new candidate pools, prioritising underrepresented and harder to reach groups. 
  • Work with the Directors of Training for the TOR Judicial Guide Scheme to deliver, evaluate and expand the training offer for volunteer judges. 
  • Manage and update corresponding stakeholder engagement tools and databases, and compile reports and internal and external updates.
  • Work with TOR statistics leads to support the monitoring of progress of Targeted Outreach participants through the JAC selection process to inform updates. 

We are a small team who work collaboratively, and the Targeted Outreach and Engagement Manager may need to get involved in other projects and work beyond what is listed above to support the wider TOR team (and wider organisation).

Essential Criteria

  • Experience of delivering informative events, sessions, or workshops for varied audiences.
  • Experience planning, scheduling, delivering, and commissioning content for regular internal and external publications.
  • Excellent IT proficiency, including experience utilising video conferencing platforms to deliver remote events and garner feedback.
  • Experience of engaging and communicating confidently with senior staff and stakeholders, building constructive relationships with a variety of internal and external partners and other stakeholders 
  • Excellent written and verbal communication skills, including ability to confidently present to public audiences.
  • Excellent interpersonal skills and ability to build strong working relationships with internal and external stakeholders.
  • Strong organisational skills with the ability to manage multiple projects with varied deadlines.
  • Strong team working skills and ability to work flexibly to support a small team.

Desirable criteria

  • Experience of working with the judiciary.
  • Experience of diversity monitoring data collection and analysis.

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

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

Communicating and Influencing

Working Together

Delivering at Pace

Application process

  • Your CV
  • A statement of suitability detailing the relevant experience and skills you have that would make you suitable for the post (500 words max).
  • Written evidence of the 2 core behaviours for this role: Communicating and Influencing and Working Together (250 words per behaviour)

Sift

Applications will be sifted based on the CV, Statement of Suitability and the 2 behaviours: 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: Communicating and Influencing.

Interview

At interview you we will assess you against 3 behaviours: Communicating and influencing, Working Together, and Delivering at Pace. You can find out more about the Civil Service success profiles here.

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

Applicants invited for interview will be required to undertake a brief presentation 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-mid September 2025.

Interviews may be conducted remotely via Microsoft Teams. More details on the arrangements will be provided to candidates invited to interview.

Office Attendance

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

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.

Further Information

If after reading this job description you require any further information, please contact Filipa Luxton, Senior Project Delivery Manager, at Filipa.luxton@judicialappointments.gov.uk

If you have any questions about the recruitment campaign, or any terms and conditions relating to the role, please contact the JAC Recruitment Team:

Recruitment@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: 7942

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: 7942

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
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
Please use the space below to outline the skills and experience that you have which would make you suitable for this post. Please make specific reference to the essential criteria outlined in the job description.
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Interviews are expected to take place in early-mid September 2025. Interviews may be conducted remotely via Microsoft Teams. More details on the arrangements will be provided to candidates invited to interview.
Behaviours
Communicating and Influencing
Working Together
Delivering at Pace

Other Assessments

Which assessment methods will be used?
Presentation
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)