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General Information

Salary
The national salary range is £41,463 - £45,276, London salary range is £47,657 - £52,040. Your salary will be dependent on your base location
Working Pattern
Full Time
Vacancy Approach
Cross Government
Location
Leeds, London, Loughborough
Region
East Midlands, London, Yorkshire and the Humber
Closing Date
28-Aug-2025
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
8237

Descriptions & requirements

Job description
Role title: Head of JO People Operations
 
Team/Directorate: People Services Team
 
Overview of the Judicial Office This is standardised wording and cannot be amended.
 
The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005. 
 
In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland. 
 
The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions. 
 
We are an Arm’s Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.
 
See JO staff talk about working here: https://design102.wistia.com/medias/uhgtmbtnlv
 
Overview of the team
 
The Business Support Team sits at the centre of the Judicial Office with a broad corporate portfolio that includes responsibility for People Services. We are a London based team and currently spend at least 60% of our working week on site in line with the wider Civil Service.
 
The team is led by the Head of Corporate Services and provides a wide range of support, advice, assurance and services for Judicial Office staff and to the Judicial Office Management Board. This includes accommodation, health & safety, people survey, staff engagement, business continuity, learning & development, people services, risk management, financial planning and budget management & forecasting. The team also work closely with specialist teams in the wider Ministry of Justice and Whitehall.
 
The growth of the Judicial Office has resulted in a larger and more complex staff landscape, and we are looking to build our use of People Data and strengthen our Staff Engagement through the development of a new People Services Function within the Corporate Team.
 
Hybrid Working Requirement This is standardised wording and cannot be amended.
 
This position is eligible for hybrid working (current minimum requirement for time spent at base location is 60%, which is subject to business requirements).
 
Summary of the role
 
The Head of HR Operations will report to the Head of People Services. They will have responsibility for overseeing and coordinating activity around Learning and Development, Staff Engagement, Staff Data and recruitment. Responsibilities will include (but not limited to) assuring and assessing staff data, setting strategic priorities for areas of responsibility and monitoring progress against the respective strategies. Engaging and partnering across Judicial Office, MoJ and wider Whitehall to ensure interventions remain relevant.
 
The postholder will also have line management responsibility for Operational Delivery Manager and Staff Engagement and data Manager. They will also be the countersigning manager for the People Services Support Officer under the leadership of the Head of People Services and the Head of Corporate Services. They will work with senior leaders in the organisation to develop and deliver a programme of activity that supports the employee lifecycle and strategic aims of the department. 
 
This is a varied and interesting role where you can build your career and develop your Strategic and HR skills.
 
Responsibilities, Activities & Duties:
 
Responsibilities will include (but are not limited to):
 
Employee Lifecycle and Manager Capability 
 
• Oversee and manage a centralised recruitment function for the Department 
• Working with managers and staff on reasonable workplace adjustments 
• Provide Work Stress Assessments for individuals and teams across the department
• Work with Head of Team on a wide range of people data and resulting interventions
• Staff Data and supporting the quarterly report for JOMB
• Validation of data sources and assurance on validity of people data used by the team
• Quality assurance on staff charts produced by HEO Staff Engagement and Data Manager
• Supporting Corporate workstream Leads
• Representation of People Data to People Committee
• Quality assurance on R&R data and reports
• Oversight of L&D production and delivery
• Supporting Head of People Services on development and publication of new five-year strategy 
• Oversight of L&D Strategy and delivery of Prospectus
• Production and delivery of Bespoke learning plans for individuals/teams/directorates/JO including SGA where appropriate
 
Essential Knowledge, Experience and Skills
 
• CIPD level 5 or extensive HR Experience
• Building partnerships and relationships; being recognised as a trusted HR professional. 
• Working collaboratively and proactively with stakeholders both internally and externally. 
• Aligning activities to contribute to wider organisational priorities and be alert to emerging issues and trends which might impact on your and the wider HR area.  
• Maintaining and reviewing systems and service to ensure delivery of professional excellence and establish ways to find and respond to feedback from customers about the service.  
• Sharing information as appropriate and act as an intelligent customer for the wider HR service, communicating in a straightforward, honest and engaging manner.  
• Considering the impacts of own and team’s activities on stakeholders and end users.  
• Highly credible HR or extensive operational experience and a sound understanding of employment law and the skills to support and advise key leaders.  An ability to use this knowledge and experience in an ambiguous context.   
• Extensive EXCEL experience and ability to present data in an accurate and digestible format.
 
Desirable Knowledge, Experience and Skills
 
• Experience of working on Staff Engagement activity  
• Experience of working across different stakeholder groups 
• Are confident working with numbers and have a good understanding of how to use data to support decision making 
• Experience of working with sensitive or confidential materials
 
Behaviours (for Recruitment/Success Profiles):
 
• Communicating and Influencing (LEAD)
• Changing and Improving
• Delivering at Pace
• Working together
• Making Effective Decisions
 
Assessment process at application
 
Applicants will be assessed on:
 
• A CV showing qualifications and/ or experience
• 250 words on the behaviour Communicating and Influencing
• A 1000 word Statement of Suitability covering the other 4 behaviours
 
Assessment process at interview
 
A interview, candidates will be assessed on the Civil Service Behaviours, Civil Service Strengths and asked to deliver a presentation demonstrating HR and Excel expertise. The subject of the presentation will be sent to candidates successful at sift stage.
 
Security clearance required:
 
Select one of the below. (this will be determined by the location)
- DBS
- CTC
- SC
- DV
 
Please note: 
Central Government policy dictates that applicants for National Security Clearance must be a resident in the UK for these minimum periods:
- CTC - 3 years
- SC - 5 years
- DV - 10 years
 
CTC
 
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 8237

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 8237

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
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
We expect interviews to take place week commencing 15th September
Behaviours
Communicating and Influencing
Changing and Improving
Delivering at Pace
Working Together
Making Effective Decisions
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.

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
Counter Terrorism Check (CTC)