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Human Resources

HR Business Partner – East Midlands – 57894
£36,049 – £47,591
Multiple Locations


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 job 

This is a significant strategic HR role at senior level.

As an HRBP you will be responsible for partnering an allocated part of the HMPPS organisation to deliver their business plan aims and objectives through the delivery of an effective people management service, including supporting national, regional and local change programmes and priorities whilst delivering a range of HRBP services.

The role will require regular travel to provide a level of visibility in the parts of the business you are partnering, attend key local meetings and where applicable regional meetings and to undertake professional development as required. 

This position reports to a Senior HRBP. 

The role has no direct reports or budget responsibility, but has responsibility for ensuring that resources (including monies) are used effectively.

Location will be via mutual agreement and based on the needs of the business.


This is a significant strategic HR leadership role requiring high levels of people and business management skills. 

The job holder will:

  • Provide an HR business partnership to Senior Stakeholders and senior teams in their allocated part of the business to improve and develop performance delivery through effective people management and engagement. Work with business senior teams and HR Change Leads to manage people aspects of business change programmes and initiatives.
  • Provide high level analysis and input on HR issues to the business, including options development, solution design to meet business need, risk identification, assessment, mitigation and management.
  • Be required to have a clear understanding of the part of the business they are partnering, it’s priorities and be able to translate the required business outcomes into a strategic people plan that will add value to the performance of the business.
  • Develop strong relationships with Governors, Heads of LDU, Head of Group and senior teams to ensure that the business needs are addressed and to promote understanding of the HR Operating Model.

The role requires a professional approach and must ensure that delivery is in line with the requirements of Civil Service HR, proactively role modelling activities and behaviours which promote core HMPPS values including diversity and equality of opportunity and supporting and being a positive advocate of the HR Operating Model (HROM). 

This is a non-operational job with no line management responsibilities. 

Responsibilities, Activities and Duties 

The job holder will be required to carry out the following responsibilities, activities and duties:

HR Leadership, Strategy & Planning 

Required to establish an influential and effective partnership with the governor/LDU Heads and senior teams to deliver people strategies and providing HR insight to influence change initiatives at a strategic and tactical level.  Using business insight to take required business outcomes and translate them into effective HR plans that will deliver HR solutions which will support the achievement of the outcome.

Effectively use both business insight and MI to make the case for investment in HR initiatives/activity that will help the business to be more effective. Takes the lead for one aspect/strand of strategic delivery for the local HR team, co-ordinating activity and making effective use of HR and OD resources.

Strategic Resourcing & Talent Management 

Develops and implements strategic workforce planning arrangements that identify business requirements effectively. Must work closely with managers and be able to provide profiling and resource management skills to ensure that resourcing needs are managed within workforce management structures to maximise operational effectiveness. To support the identification of talent at all staffing levels.  To develop strategic plans for talent management and leadership development within the business working with HR colleagues as needed for specialist advice and input.

Employee Relations & Engagement 

Responsible for working with the relevant senior teams to develop plans and supporting activity to improve employee engagement. To facilitate and extend the understanding of key engagement within the business.

Developing Capability 

Required to develop and energise line management to identify and improve the capability of their staff, helping them to develop a performance driven culture based firmly within the Competency & Qualities Framework. In partnership with the Governor/Head of LDU and senior team to identify the overarching development needs of the workforce to deliver effective performance over the longer term. Responsible for the implementation and delivery of a coaching approach to management and leadership, influencing and mentoring managers in effecting their people management capabilities. 

Managing Business Change  

Responsible for ensuring that all HR aspects of major business change are effectively managed: assessing the best approach to business change for the business that will enhance employee engagement; supporting the Governor/Head of LDU and the senior  team; and, liaising with HR  colleagues as necessary to provide appropriate support and resources. To ensure that all HR processes are applied correctly in respect of TUPE or other responsibilities. To be a part of any closure or establishment change programme managed geographically.

Policy Implementation & Service Delivery  

To champion and explain the HR Operating Model and assist managers to gain the greatest benefit in people management and delivery. To support the implementation of all new HR processes and practices enabling them to be integrated into operations effectively. 

Diversity & Equality

Actively promote diversity and equality of staff across the business.  Consider ways to improve organisational effectiveness in regard to diversity and equality aspects of HR activity e.g. making the workforce more diverse, talent management.

Undertake other management tasks including:

  • Ensure all HMPPS standards and Service Delivery Indicators (SDIs) are implemented and managed within the relevant work area.
  • Ensure all national and local policies and procedures are implemented and compliant e.g. National Security Framework (NSF), Local Security Strategy (LSS), Finance Manual. 
  • Attend as directed any relevant boards/meetings and actively contribute, either as chair or team member.
  • Provides leadership and direction to managers and staff within their defined work area through briefings, building informal and formal relationships and effective communication.
  • Produce relevant reports as required and ensure all correspondence is replied to within agreed timescales.
  • Liaise and form good relationships with internal and external stakeholders. 
  • Manage resources to deliver the activities within the defined work area, and contribute to the mid-to-long term business planning process.
  • Ensure the defined work area and associated activities comply with Health and Safety legislation. Ensure all risk assessments are undertaken and staff are made aware of their personal responsibility towards ensuring Health and Safety compliance.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.


  • Seeing the Big Picture
  • Changing and Improving
  • Making Effective Decisions
  • Managing a Quality Service
  • Delivering at Pace
  • Communicating and Influencing
  • Developing Self and Others

Essential Experience

  • Line Management/Change Management or Project Management skills/ experience.
  • HR experience in a variety of areas including OD, L&D etc.
  • Extracting, analysing, presenting MI and data to the business.

Technical Requirements

  • Graduate membership of the Chartered Institute of Personnel & Development (CIPD) or equivalent experience.

Minimum Eligibility 

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

All external candidates are subject to 6 month’s probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS.

All staff are required to declare whether they are a member of a group or organisation which HMPPS consider to be racist.


The national salary range is £36,049 - £41,095, London salary range is £41,747 - £47,591. 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: