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Human Resources

Change Delivery Support Hub Lead – 60313
£60,504 – £76,000


We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit:

Overview of the role:

The Department

The Ministry of Justice is one of the largest departments across Whitehall with a high profile, fast-paced and complex delivery and reform agenda. Our vision is to deliver a world-class justice system that works for everyone in society.

The role of the Ministry is to protect the public and reduce reoffending, and to provide a more effective, transparent, and responsive criminal justice system for victims and the public. We will achieve this by improving public safety, reforming prisons, probation, and youth justice to build a system that delivers swifter access to justice with increased certainty for all citizens whatever their background.

For more information on who we are and what we do, please visit:

People Group and Change Delivery Division

The success of these reforms lies with the people who work in the Ministry of Justice and the role of People Group is to support the organisation by enabling our colleagues to work to their full potential. We operate as a cluster of HR services working seamlessly to provide expert support, advice, and delivery throughout the employee lifecycle.

Change Delivery is one of the customer-facing services in People Group central to the delivery of the Secretary of State’s priorities to reform the justice system. We are comprised of around 60 HR, Change and Project Management professionals.

We provide specialist people change advice, shaping and designing tailored interventions aligned with the strategic and operational requirements of the department for some of the biggest and most complex change programmes across government. We work in partnership with the organisation, co-creating people centred solutions to deliver long lasting sustained behaviour change. We can only achieve this by working collaboratively in multi-disciplinary project teams with our HR subject matter experts from across People Group.

We are a relatively young Division committed to putting people at the centre of what we do. The Division has just been through a review of its service delivery model to continue to strengthen our track record in developing and engaging with our staff, encouraging co-creation and innovation. Our aim is to develop a safe space, allowing staff to be creative in a challenging and stretching environment which supports them to reach their full potential.

The Change Delivery Support Hub is central to this work. Its portfolio includes responsibility for CD reporting tools, managing Programme HR keyholder reviews, maintaining a robust risks and issues log, supporting the development of the annual CD business plan and monitoring its delivery, servicing the Change Delivery Portfolio Board, managing people change demand and resource supply, maintaining commissioning documentation, workforce and capability planning, corporate activity such as business support to the SLT, performance management, team recruitment, communication, engagement and development.

The role:

This is an exciting time to be joining the Change Delivery Directorate as we start to implement new agile ways of working that will embed sustainable change, get the team closer to our customers and ensure value for money. Comprising the Portfolio team and the Business Support team, the Support Hub sits at the heart of our delivery and is essential to building customer confidence, assuring and governing our change activity and providing expert support services to our delivery teams and SLT.

Following the bringing together of the Portfolio and Business Support teams as part of our function review, this is a new role sitting on the Change Delivery Senior Leadership Team. It presents an opportunity for you to both put your mark on how the Hub continues its development and to influence the wider change delivery agenda. You will use your excellent leadership and coaching skills to create a single team and culture from two previously separate teams, whilst implementing the findings of our recent review of governance, internal systems and processes. You will be an effective and clear communicator, able to engage with people at all levels and possess the ability to positively influence colleagues at all levels. In addition, you will have a proven track record of building strong working partnerships at change team level, across a broad based HR function and with colleagues and consultants delivering change across a complex organisation wide landscape.

You will have a solid understanding of HR processes and practices across the entire employee lifecycle and will have led, developed and supported talent management and capability building programmes (such as performance, development, skills and competencies, career paths and talent and workforce and succession planning activity) and recruitment and retention campaigns in previous roles. You will have experience of delivering or working on major change projects so will understand the project delivery lifecycle, governance and assurance structures and toolkits. You will also understand the importance of an engaged and inclusive workforce and reflect this in your working practices.

You will be committed to driving innovation and continuous improvement through changing behaviours and should be able to easily assess and understand how different aspects of change delivery works to make recommendations and decisions on how the Support Hub will provide the right, most effective and best service to the rest of the Division.

Working in partnership with the Grade 6 Change Portfolio business partnering and Major Projects leads, you will use your expertise to drive strategic internal change and make improvements to Change Delivery systems or processes resulting in a better experience and results for staff and customers alike.

To be successful you will be a self-starter with drive and energy, strong interpersonal skills and a team-centric and collaborative way of working. Your focus will be on delivering a high quality, data driven, customer service to a wide customer base. Strong leadership, engagement and interpersonal skills are just as important as HR, project and change management experience.

Responsibilities, Activities & Duties:

Leadership & Delivery Management  

  • Provide visible and strong leadership to the Support Hub team and Change Delivery SLT enabling the team to join up through shared purpose and culture to provide an expert service to Change Delivery colleagues.
  • Thinking strategically and systemically to apply knowledge and professional judgement and using business and behavioural insights to influence a more agile way of delivering change with team members, senior leaders and customer boards. 
  • Provide thought leadership around all capability and workforce activity including horizon and demand scanning, resource planning, performance management, reward and recognition guidance, internal recruitment, skills assessment and cohesive development strategies, including for the SLT.
  • Navigate complex political and ambiguous landscapes to develop robust governance and assurance strategies, processes and plans, ensuring appropriate and proportionate project management disciplines are in place to achieve strategic benefits and enhance the reputation of the Change Delivery division.
  • Lead a multidisciplinary team of project and HR professionals (civil servants, contractors and suppliers) managing performance, outputs and measurement, ensuring a wide understanding of the service offer and a partnership approach which draws in expertise from across People Group and beyond. 
  • Enhance and embed the evolving agile Change Delivery offer and operating model by strengthening links and learning with Project Delivery Profession, HRBPs and People Group Expert Centres to define and build people change capability and expertise within MoJ.
  • Work as part of Change Delivery and People Group’s senior leaders network to provide insight, guidance and direction that continuously improves the service and develops the potential and capability within our people and themselves.
  • Act as CD SLT sponsor for the annual People Survey and engagement activity and for delivering and embedding the diversity, inclusion and equality agenda within Change Delivery teams and activity.


  • Contribute to Divisional resource management for both the portfolio and individual projects, including managing resources; ensure business cases evidence investment costs and potential savings to support the case for change; undertake all necessary procurement and approval; ensuring effective recharge models are in place where necessary.
  • Support the Divisional Director with the annual Challenge sessions which seek to ensure future direction of service, best use of budget and resource allocation.

Stakeholder and Communications Management  

  • Quickly build trust and credibility through effective relationships with SROs, sponsors and leaders, confidently challenging approaches and boundaries to drive forward the required changes.  
  • Lead robust stakeholder management to support organisational change, assessing levels of engagement in leaders and actively managing to achieve high levels of commitment. 
  • Lead the functional communications strategy and own or direct the programme communications plan that supports the understanding and acceptance of change ensuring a focus on achieving cultural and behavioural change outcomes.  

Selection Process:

This vacancy is using Success Profiles, and will assess your Behaviours, Strengths and Experience. Please refer to the Civil Service Success Profile guidance to find out more about each of the elements for the grade to which you are applying.

Application stage:

At application stage, candidates are asked to provide:

  • A CV of no more than 2 pages setting out your skills, career history with key responsibilities and achievements and any qualifications you may have relevant to the role.
  • A supporting statement setting out how you meet the essential knowledge, experience and skills set out in the job advert (1250 words max). Giving examples rather than just saying you’re experienced with a certain requirement will strengthen your statement and enable the sift panel to understand more about your suitability for the role.

In the event of a high volume of applications, the initial sift will be undertaken using your supporting statement against the essential criteria. Candidates who pass the initial sift will be progressed to a full sift against all the elements listed above.

Interview stage

Candidates successful at sift will be invited to an interview where you will be assessed on your demonstration of the behaviours set out below at Grade 6 level, in addition to strengths relevant to the role (not shared in advance).

  • Leadership (Lead Behaviour)
  • Communicating and Influencing
  • Working Together
  • Making Effective Decisions

Candidates will also likely be asked to give a short presentation at interview to assess the Leadership behaviour, the details of which will be released with the sift scores to those invited to interview.

Interviews will be held via video utilising Microsoft Teams. Further details and instructions will be provided closer to the scheduled interview.

You will be provided with sufficient notice of the confirmed dates.

Essential knowledge, experience and skills:

  • Experience of leading matrix managed teams including project resources and other HR functional experts to ensure projects are delivered on time
  • Strong evidence of visible and effective leadership, building confident senior stakeholder relationships in a complex, fast paced change environment with conflicting priorities. 
  • Experience of navigating ambiguous requirements, adapting to changing circumstances and adverse situations whilst remaining calm, reassuring others and maintaining performance.   
  • An expert in interpersonal and communication skills with a proven track record of establishing and building strong, collaborative and productive relationships across team, Divisional and organisational boundaries.   
  • Strong demonstration of influencing change and making effective strategic decisions that affect multiple services or business areas, at pace and in consultation with stakeholders.   
  • Excellent leadership skills with the ability to develop and lead an inclusive, high performing, and professional change team. 
  • In depth professional HR and/or change/project management expertise, knowledge and experience in leading, designing and implementing organisational changes on major government programmes and projects.

Desirable knowledge, experience and skills:

Experience of leading HR, Change or Project Management teams in complex organisations


CIPD, APMG Change Management Practitioner, PRINCE 2, Managing Successful Programmes and/or Project Leadership Programme, Agile Project Leadership 

Security clearance required:

All candidates are subject to BPSS security and identity checks prior to taking up post

All external candidates new to the Civil Service are subject to 6-month probation.


The national salary range is £60,504 - £72,000, London salary range is £63,866 - £76,000. Your salary will be dependent on your base location

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). 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, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


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.


The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.


The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.


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.


  • 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 UKor Childcare Choices. You can determine your eligibility at
  • 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

The Civil Service embraces diversity and promotes equal opportunities. 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 SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: