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General Information

Salary
The national salary range is £58,511 - £65,329, London salary range is £63,343 - £70,725. Your salary will be dependent on your base location
Working Pattern
Full Time
Vacancy Approach
External
Location
Leeds, London
Region
London, Yorkshire and the Humber
Closing Date
11-Aug-2026
Post Type
Permanent
Civil Service Grade
Grade 7
Number of jobs available
1
Reserve List
12 Months
Job ID
20490

Descriptions & requirements

Job description
Role title: Senior HR Business Partner, HR for the Judiciary (London/Leeds)

Team/Directorate: Team: HRBP and OD&D Directorate: Judicial Office Human Resources

Location: This position can be based at RCJ, London WC2A 2LL or 5, Wellington Place, Leeds, LS1 4AP. Judicial Office expectation is for minimum 60% office attendance over each quarter, with some travel to other offices and courts, subject to business requirements

Overview of the role:

The Judicial Office

The Judicial Office (JO) reports to, and is accountable to, the Lady Chief Justice and was established in 2006 to provide support to her and to the wider judiciary 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 His Majesties Courts & Tribunal Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.

Overview of Judicial HR

Judicial Office Human Resources (JOHR) places Judicial Office Holders (JOH) at the centre of our service, ensuring we are visible, proactive as well as responsive, and that we collaborate with colleagues across the Judicial Office, and beyond to ensure we provide judicial office holders with excellent HR support and professional expertise.

JOHR supports the senior judiciary, leadership judges, and works in partnership with HMCTS and MoJ to ensure the Lady Chief Justice and the Senior President of Tribunals have a properly resourced, visible, and accessible HR service based on the needs of the judiciary.

We are not a typical HR team in that everything we do needs to meet the, often complex, needs of the judiciary who are office holders and not employees or Civil Servants.  This provides us with an interesting set of HR challenges. It also provides us with unique opportunities to work with the judiciary at all levels and gives us ample opportunity to broaden our HR skills sets and use our HR and business insights to be curious and creative about doing things differently and continuously learn. 

The role  

Reporting to the G6 Head of HRBP and OD&D, this role forms part of a team of three G7 Senior HR Business Partners (SHRBP), responsible for delivery of expert, professional HRBP and OD&D support to Judicial Office Holders, including judges, non-legal members and lay magistrates across England and Wales.

The Team:

A cohort of HRBPs and HR Advisors, spread across England and Wales, delivers frontline HR Business Partnering support to Judicial stakeholders via a range of approaches including, but not limited to; delivering HR-focussed sessions at events, court visits to build awareness of HR policies and processes, coordinating with JOHR, HMCTS and MoJ colleagues on cross-cutting support resources, providing tailored support to Leadership Judges, including on complex pastoral matters.

A HR Team Leader oversees MyHR (HR digital platform for Judicial Office Holders to access frontline HR support) and the HR Support Officers who run this system. Specifically ensuring service design meets the needs of the judiciary and stakeholders, alongside quality assurance of work.

In addition to BAU HR Business Partnering services, the team also provides OD&D support on key projects, in line with business priorities and people change aspirations.

Summary:

As SHRBP, the post holder will be responsible for delivering a credible and expert HR service to Judicial Office Holder stakeholders, demonstrating both interest and curiosity in a regional and jurisdictional context and using this to shape the Judicial HR offer and provide potential solutions/options and their implementation. 

In addition to direct SHRBP support to senior stakeholders in their portfolio areas, the post holder will provide engaged and supportive leadership to a team of HRBPs and HRAs within their management line, acting as an escalation route as needed.  

They will lead on OD&D project work, responding to commissions as required; scoping and delivering pragmatic, people-focussed insights and recommendations based on credible data analysis, professional expertise and risk management. 

They will collaborate with their G7 SHRBP peers and G6 Head of unit, leading strategic and management decision-making, cross-cutting HR and wider JO activities and embedding a culture of continuous improvement.

This role represents an exciting opportunity to influence the way we operate; we are seeking a motivated and proactive HR Professional to help us lead the team into the future.

Responsibilities, Activities & Duties:
  • Ensuring strategic delivery of key JOHR objectives, informed by LCJ and SPT priorities
  • Operating as an integral member of the SHRBP cohort, demonstrating collaboration, adaptability and expertise to drive strategic thinking and workforce planning across the team, including the MyHR service. 
  • Providing supportive leadership, effective line management and mentoring to their team, enabling them to deliver a high-quality HR offer to our JOH stakeholders and embedding continuous improvement principles.
  • Applying a proactive, innovative and flexible approach to problem solving, within a unique HR operating environment
  • Acting as a trusted advisor to Leadership Judges, providing HR insight to inform the HR offer and influence HR issues.
  • Working as an effective OD&D practitioner across the region and organisation, supporting effective and impactful people change.
  • Working in partnership with wider JOHR teams in order to implement priority HR activities, drive awareness and embedding of HR polices and practice.
  • Using HR metrics, performance and insight to identify and address HR continuous improvement opportunities. Provide data and themes analysis on service performance, whilst horizon scanning technological improvements and advancements to service
  • Building and maintaining strong, influential working relationships with stakeholders, including Leadership Judges, HMCTS HR Business Partners, HMCTS operational staff, across the wider HR Function and Judicial Office colleagues. 
  • Working with internal and external stakeholders to improve performance of system, making changes where required
  • Participating in wider Judicial Office activities and working groups
  • Championing the JO Values of Purpose, Humanity, Openness and Together  
Behaviours & Strengths (for Recruitment/Success Profiles):

Behaviours

Seeing the Big Picture 
Communicating and Influencing
Leadership
Managing a Quality Service

Essential Knowledge, Experience and Skills:
  • Highly credible and technically proficient HR professional with a strong client focus and well-honed influencing skills. 
  • Equally confident in operating in a world of ambiguity, with an ability to understand a complex environment
  • Ability to understand or quickly gain an understanding of the judiciary, identify people issues in a proactive way and communicate confidently and persuasively about solutions in the language of the judiciary, constructively challenging and providing appropriate feedback with tenacity and ethical integrity. 
  • Experience leading and mentoring more junior colleagues, building confidence and capability
  • Ability to effectively assess people risk and mitigation, with a pragmatic approach to delivering solutions and complex change
  • Experience of building strong, trust-based relationships with a range of diverse and demanding stakeholders. 
  • Understand the key drivers of improved employee engagement, clearly linking people activities and interventions to business priorities and outcomes. 
  • Experience in the use of HR metrics to provide valuable people insights and identify continuous improvement opportunities
  • Knowledge of OD&D practice, approaches and methodologies that support impactful people change initiatives
Desirable Knowledge, Experience and Skills:
  • Experience of working with Judicial Office Holders and knowledge of the judiciary.
  • Experience implementing and embedding people transformation
Qualifications:

Essential: 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.

Desirable: 
Organisational Development and Design practitioner or People Change practitioner qualification

Security clearance required: CTC

Additional Information: There may be a need to attend meetings with the judiciary before or after court (before 9.30am and after 4.30pm) so there will be the need for flexibility in this regard. 

Our selection process ensures a comprehensive assessment of each applicant's qualifications, skills, and potential fit within our organisation.  This vacancy is using Success Profiles and will assess Behaviours, Strengths and Experience. 

The selection process for this role will be:

Application Stage: Sift of CV and personal statement and behaviour statement

Interview Stage: Interview and presentation

You must be successful at each stage to progress to the next stage.

Application stage

Experience: You will be asked to submit an anonymous copy of your CV and to provide a Personal Statement / Statement of Suitability in no more than 750 words. This statement should outline your relevant skills, experience, and achievements. Please provide evidence of your Experience of the following:
  • Building strong, effective relationships as a HR professional to understand stakeholders’ needs and priorities
  • Applying a pragmatic approach to delivering HR solutions in the face of complexity
  • Building confidence and capability in others to effectively deliver a high-quality HR service 
Behaviours: You will be asked to provide a 250-word statement on the following Behaviour; Seeing the Big Picture

Should a large number of applications be received, an initial sift may be conducted using the Behaviour; Seeing the Big Picture 

Feedback will not be provided at application or short-list stages.  
 
Interview stage 

All applicants that progress to interview will be assessed on Behaviours, Strengths and Experience in line with Civil Service Success Profiles, as set out above. It is anticipated that interviews will take place in person at the Royal Courts of Justice and Wellington Place, Leeds in the w/c 24th and 31st August, but please note that these dates are subject to change.
 
You will be asked to prepare and present a 5-minute presentation. The subject of this will be sent to you prior to interview.

If you would like to speak with someone about the role, please contact moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.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: 20490

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: 20490

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
Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Specific membership requirements
Chartered MCIPD (or equivalent / working towards) essential
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Expected: Week commencing 24/08/2026
Behaviours
Seeing the Big Picture
Leadership
Communicating and Influencing
Managing a Quality Service
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
Level of security checks required
Counter Terrorism Check (CTC)

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.  Please see our candidate guidance for more information on appropriate and inappropriate use.