HR Performance Manager Kent, Surrey and Sussex Prisons – HMP Lewes – 44653
£24,002 - £31,973
We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity
Overview of the role:
The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.
With a passion for People Management and a desire to build an HR generalist foundation for a future career, the post holder will work with the Head of Regional or National People Service Delivery and key stakeholders to optimise the effective working relationship and ensure maximum impact of HR on Business effectiveness.
The role involves a proactive approach to problem solving and enabling the business to find solutions to HR challenges. With a generalist knowledge of case management and essential functional HR experience, the role is key to enabling business leaders through interpretation of HR policy, application of Case Management advice and the delivery of key HR processes to maintain the links with essential systems; SSCL, Occupational Health, Civil Service Pensions etc.
As an HR professional in either a regional role or an HQ delivery role to a sector of the business, the post holder will support business leaders, managers and specialists with more complex HR cases and provide a professional link to the central Case Management service, working together to achieve effective outcomes.
As the first point of contact to the business, the post holder would be required to manage stakeholder expectations and gather business intelligence to provide specialist advice or deploy the appropriate service from within the team.
Responsibilities, Activities & Duties:
Supporting an area of the business with wide ranging impact, appraising, assessing and adapting to a wide range of issues on a day-to-day basis and developing options to maintain or improve performance.
Role holder will have autonomy to make decisions within their discrete area of work to deploy appropriate resources using initiative and in communication with their established network of contacts across the wider HR community.
Interpreting HR advice which may require follow up questions or discussion to understand the wider impact of the issue.
Decisions might involve considerable discretion but will be constrained by policy and best practice.
Analysing HR data and applying understanding to decide on an appropriate intervention or course of action.
Considering sensitive or multiple opposing opinions to establish facts; establishing the best approach; determining appropriate methodologies; analysis to ensure quality and application of results.
Exercise judgement and make decisions based on their own interpretation. Details may be unclear and require further investigation.
Required to maintain team relationships by supporting others, contribute to team decisions and use initiative to solve problems.
Contribute directly to the achievement of operational organisational objectives by developing internal credibility and providing guidance and consultancy to managers on HR related issues, which include:
ET, Grievance, Disciplinary Support Attendance Management Support Audit, Assurance & Compliance
Commissioner: Expert Services & Support (Internal & External) Civil Service Liaison
Behaviours & Strengths (for Recruitment/ Success Profiles): You will need to demonstrate your skills and experience against the following criteria:
Changing & Improving
• Work with others to identify areas for improvement and simplify processes to use fewer resources.
• Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change.
• Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.
Communicating & Influencing
• Communicate in a straightforward, honest and engaging manner, choosing appropriate styles to maximise understanding and impact. Share information as appropriate and check understanding
• Self-starter with drive and energy, strong interpersonal skills and a team-centric and collaborative way of working.
• Ensure that important messages are communicated with colleagues and stakeholders respectfully, taking into consideration the diversity of interests.
Managing a Quality Service
• Develop, implement, maintain and review systems and services to ensure delivery of professional excellence.
• Successfully deliver high quality outcomes that meet the customers’ needs and gives value for money.
• Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements.
Delivering at Pace
• Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation.
• Regularly monitor your own and team’s work against milestones.
• Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance.
Essential Knowledge, Experience and Skills:
Previous experience of an HR delivery role.
The ability to confidently build and manage a diverse range of relationships, including with senior stakeholders.
Supporting others to optimise performance of their People Management Skills.
Excellent communication skills, both in verbal and written formats.
Ability to analyse and understand data and apply analytics to business delivery.
Desirable Knowledge, Experience and Skills:
Previous Experience of working in a HR team within the Civil Service and an awareness of the wider CSHR operating model.
Experience of HR consultancy work or other service delivery based on a Customer Relationship Model.
Member of the Chartered Institute of Personnel and Development (CIPD) or equivalent or willing to work towards a qualification as part of career development.
This role can be linked to the HR Apprenticeship (Level 5) and may be appropriate as a route into CIPD qualification.
Security clearance required:
Security clearance will depend on the environment and may include a requirement of CTC, SC, DBS
Working Arrangements & Further Information
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 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.
- 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 any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
- Paid paternity, adoption and maternity leave.
- Free annual sight tests for employees who use computer screens.
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.
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
1- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am – 6pm) or e mail Mojfirstname.lastname@example.org);
2- To Ministry of Justice Resourcing (email@example.com);
3- To the Civil Service Commission (details available here)
The Civil Service embraces diversity and promotes equality of opportunity.
There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria.
Grading Structure Review
The Ministry of Justice is currently undergoing a review of posts which are currently graded at Band A to realign our grading structure with the majority of the wider Civil Service.
Posts advertised at Band A may be graded at either Grade 6 or Grade 7 once the review has taken place.