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Human Resources

Human Resources Advisor (Midlands) – 60181
£30,451 – £34,105
Birmingham

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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:

https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity

The successful candidate will be able to negotiate an alternative office base, within the West Midlands or East Midlands areas.

Overview of the role

Judicial Office HR (JO HR) places judicial office holders 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.

JO HR supports the senior judiciary, leadership judges, and works in partnership with Her Majesties Courts & Tribunal Service (HMCTS) and Ministry of Justice (MoJ) to ensure the Lord Chief Justice and the Senior President of Tribunals have a properly resourced, visible and accessible HR service based on the needs of the judiciary

With a passion for people/operational management and a desire to build an HR generalist foundation for a future career, the post holder will work with the HRBP’s to optimise the effective working relationship and ensure maximum HR support for the judiciary. 

Summary

Reporting to a HR Business Partner (HRBP) the post holder will need to be agile, forward looking and ready to adapt to the evolving priorities of the judiciary.

The mission of the HRBP and OD&D team is to provide professional and quality support, advice and guidance to judicial office holders and by adding this value we further the delivery of justice. Our collaboration with wider Judicial HR, Judicial Office and HMCTS colleagues is key to support a common purpose to provide a seamless service to all judicial office holders.  We are proud to make a difference to judicial office holders through the service we provide.

The role involves a proactive approach to problem solving and finding solutions to HR challenges.  With a detailed understanding of the judiciary and their unique position as office holders the role is key to enabling accurate interpretation of HR policy, and the delivery of HR processes to maintain sufficient support to the judiciary. 

The post holder will contribute to the link between the judiciary and the HR Centres of Expertise and Operations teams working collaboratively to achieve effective outcomes. 

As a key point of contact to the judiciary, the post holder will be required to manage judicial expectations and gather intelligence to provide specialist advice or deploy the appropriate service from within the Judicial Office. This is an ambiguous environment, and the post holder must be comfortable working autonomously, garnering credible information from a range of sources to provide accurate advice.

Activities & Duties

  • Appraising, assessing and adapting to a range of issues on a day-to-day basis and offering options to assist the judiciary in discharging their pastoral responsibilities.
  • Build relationships and personal credibility with the judiciary.
  • Supporting the HR triage service to judicial office holders.  This requires a keen attention to detail, and the ability to ensure information and advice provided is timely, and accurate.
  • The post holder will have autonomy to make decisions within their area of work, to deploy appropriate resources using initiative and in communication with their established network of contacts across the wider HR community.
  • Consider 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, knowing when to seek advice and guidance from their management team as appropriate. 
  • Interpreting HR advice may require follow up questions, discussion or further investigation to understand the wider impact of the issue.
  • Decisions might involve considerable discretion but will be constrained by policy and informed practice.
  • Operating as an integral member of the HRBP/OD&D Team, scanning for emerging trends and acting as an intelligent customer into the wider HR Team on behalf of judiciary located in the Regions.

Key tasks

  • Working closely with the HRBPs to support delivery of a strategic field-based HR service
  • Analysing HR data and applying understanding to decide on an appropriate intervention or course of action and making recommendations to the HRBPs
  • Sickness absence monitoring and escalating any concerns or trends to the HRBP
  • Provide advice to enable leadership judges to take proactive steps to deal with or pre-empt issues relating to judicial health, welfare and to provide high quality timely advice on specific or generalised HR problems 
  • Formulation of reports which can be fed back into key areas of the organisation
  • Oversight of all record keeping, ensuring compliance with GDPR and data retention policies
  • Liaison with HMCTS on complex workplace adjustment cases
  • Collation of Judicial Office Holder appeal information, and drafting of briefing notes
  • Supporting the HR triage system, ensuring the advice and signposting is accurate and timely
  • Signposting complex queries to the correct part of JO HR
  • Responding to queries which require review of numerous policies, T&C’s etc in order to provide accurate advice
  • Providing HR support to judges, taking minutes in appropriate meetings which require HR to be present
  • Forming a collaborative relationship with stakeholders namely regional support units to garner insights on regional performance.
  • Demonstrate commitment to continuous development, professional expertise and skill.

Behaviours & Strengths (for Recruitment/Success Profiles):

Behaviours

  • Communicating and influencing
  • Making effective decisions
  • Managing a Quality Service
  • Working Together

Essential Knowledge, Experience and Skills

  • An ability to forge strong working relationships; being recognised as a trusted Advisor
  • Able to work well under pressure
  • Experience of managing change
  • Excellent communication skills, both in verbal and written formats, including the confidence to speak with authority when operating at a senior level
  • Experience of working in an operational delivery environment and/or knowledge and experience of HR, or as a manager working with complex problems
  • Confidence working autonomously and in an ambiguous environment

Desirable Knowledge, Experience and Skills

  • Understanding of the judiciary
  • Previous experience of working in a HR team/environment

Qualifications

  • Credible HR/operational experience
  • Level 3 or 5 qualified / CIPD qualified or willing to work towards. This role can be linked to the HR Apprenticeship (Level 5) and as a route into CIPD qualification.

Security clearance required

Security clearance will include a requirement of CTC and DBS

Salary

£30,451 - £34,105

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.

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 UKor 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

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: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.