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General Information

Salary
£58,511 - £65,329
Working Pattern
Full Time, Part Time/Job Share, Flexible Working
Vacancy Approach
External
Location
Caernarfon, Cardiff, Haverfordwest, Merthyr Tydfil, Newport, Swansea, Wrexham
Region
Wales
Closing Date
22-Aug-2025
Post Type
Permanent
Civil Service Grade
Grade 7
Number of jobs available
1
Reserve List
12 Months
Job ID
8732

Descriptions & requirements

Job description

Job Title:  Senior Human Resources Business Partner

Grade:  7

Team/Directorate:  MoJ People and Capability - HR Business Partnering (HMPPS)

Overview of the role:

The Ministry of Justice (MoJ) is responsible for everything that goes into running the UK’s criminal and civil justice systems, creating the foundations for a safe, fair and prosperous society. We are one of the largest government departments with over 88,000 staff based across England and Wales. We are responsible for 500 courts and tribunals, 122 prisons, the policies underpinning the system and much more.

MoJ People and Capability supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide to ensure the delivery of high-quality services for our customers. MoJ People and Capability has over 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services are our people.

HR Business Partners work closely with Senior Leaders supporting the development of business strategies through HR Consultancy and Interventions on people issues, and successfully delivering change programmes and initiatives through comprehensive People change approaches.

This role sits within the HR Business Partnering (HMPPS) Team and will support a number of Directors across the Prison Group, Probation or HQ and their senior leadership teams within HMPPS.

Working within an HRBP team led by two Divisional Directors for HMPPS, you will report to a Grade 6 Area Lead HRBP.

You will be responsible for forging productive relationships with relevant senior leadership teams, enabling translation of business priorities and strategy into a coherent people agenda with targeted interventions.

Working alongside Directors and their Senior Leadership Team to design and deliver tailored HR interventions to drive improvements in effective leadership, people management, organisational design and development, change management and workforce strategy.

Key to this role is the need to be a credible HR professional with the ability to establish quality relationships. Working across the regional / expert services HR team, this role is the primary contact for senior stakeholders and success is reliant upon the strength and support of the rest of the HR Business Partnering (HMPPS) and MoJ People and Capability via Shared Services and Expert Services, as such the individual will need to be able to deliver through others.

You will be:

  • Leading the strategic business conversation on people priorities at a director level.
  • Continuously evaluating the impact of internal and external influences on the workforce.
  • Working with your Grade 6 leading and developing an HRBP team.
  • Sharing learning and evidence-based practice from across the Ministry of Justice, the wider Civil Service function and wider public and private sectors comparators. 
  • Designing and/or commissioning large scale HR interventions from HR Centres of Expertise.
  • Coaching leaders on the implementation and timely and efficient delivery of planned and unplanned Human Resources programmes.
  • Playing a key role in driving up the standard of leadership and people management.

Responsibilities, Activities & Duties:

The post holder will be required to bring together the people priorities for their business area at a director level. Partnering anywhere between one and three Directors and their senior leadership teams dependent on the complexity of the customer group.

  • Strategic partnering: Contributing to the business conversation by supporting leaders to drive people strategies that enable depts/Arm’s Length Bodies to deliver their objectives.
  • Solving: Provide strategic input on HR topics and help leaders develop effective people solutions.
  • Connecting: Help the organisation draw on appropriate People Group services and shared service support
  • Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively.

Key Delivery Strands:

Business & Culture Change

  • Development and implementation of HR strategy to drive and underpin One HMPPS 
  • Working with Directors as part of Senior Management Teams to develop and implement HR and business strategy ensuring that HMPPS has the right structure, climate and capability to manage change and transition.
  • Advise on the people implications arising from significant change initiatives and provide technical HR/employment oversight. 

Resourcing & Retention

  • Ensure effective workforce planning at a director level that aligns to budget allocations, and meets capacity and capability requirements, and deploys appropriate attraction, talent and development strategies.
  • To partner the business to execute appropriate resourcing strategies to include understanding the talent pipeline to SCS1 and Band 11 through succession planning and addressing appropriate development needs to develop credible successors

Leadership & Management Capability

  • Understand the leadership capability needs and develop and grow leadership capability and effectiveness through coaching, challenging and mentoring Directors on business and people issues.
  • Working through the Organisational Capability Team to obtain appropriate services to equip leadership teams to role model leading effective change.
  • Understand the management capability gaps and support the business to build capability.

Employee Relations

  • Oversight of complex casework, supporting Directors and their SLTs to access the right casework and legal advice.
  • Using casework intel to identify where further interventions may be appropriate to address cultural or individual behaviour change and management capability

Employee Engagement

  • Partnering the SLT through the analysis and insights of the People Survey results at a director level. Supporting in the response action planning and facilitating access to advice and services to support interventions.
  • Holding the business to account on employee engagement activity, which is led from the top, helping identify best practise across HMPPS

Attendance & Wellbeing

  • Oversight of AWDL to enable the Director to hold SLTs to account on attendance across their business area
  • Partner leaders to drive the right interventions, facilitating access to appropriate services to drive down AWDL. Advise and lead on appropriate strategies to address causes of high AWDL.
  • Enable the business to understand the current health of their workforce and support the business to access wellbeing services

Equality Diversity & Inclusion

  • Ensure equality impacts are understood and considered in the execution of all people initiatives

Qualifications

You must have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification), and actively demonstrating Continuous Professional Development or willing to gain the qualification within 2 years of appointment. 

Location/Travel:

Base locations; Caernarfon JSO, Cardiff Churchill House, Haverfordwest JSO, Merthyr Tydfill JSO, Newport JSO, Swansea JSO, Usk JSO and Wrexham JSO.

There is a requirement for the successful applicant’s to travel to any MoJ, Prison or Probation site within Wales

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 four behaviours listed below:

  • Seeing the Big Picture (Lead Behaviour)
  • Communicating and Influencing
  • Leadership
  • Managing a Quality Service

Should we receive a large number of applications, we will sift primarily on the lead behaviour of Seeing the Big Picture. Successful applicants will then be invited to an interview, testing both behaviours and strengths

Statement of Suitability - Please outline the skills and experience you hold which demonstrate your suitability for this role in 500 words.

Please submit an anonymous copy of your CV.

You will have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification) or be willing to work towards it and actively demonstrate Continuous Professional Development.

Interview:

Interviews will be held virtually via MS Teams.

Candidates invited to interview will be assessed on the four Behaviours (listed above).

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 8732

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 8732

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Seeing the Big Picture, 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
Seeing the Big Picture
Communicating and Influencing
Leadership
Managing a Quality Service
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
Technical
Technical Questions Application Form Question Word Limit
250
Specific qualification requirements
You must have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification), and be actively demonstrating Continuous Professional Development or indicate that you are willing to gain the qualification within 2 years of appointment.

Interview stage assessments

Interview Dates
Expected early September 2025
Behaviours
Seeing the Big Picture
Communicating and Influencing
Leadership
Managing a Quality Service
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)