Overview This is an exciting opportunity to provide strategic HR partnering to senior leaders in HM Prisons and Probation (HMPPS). You will be critical ensuring HMPPS meets its aims in protecting the public and reducing reoffending and gain unique experience which will enable you to progress in your career. This role sits within the HR Business Partner (HMPPS) Team which is the front facing arm of the People & Capability Function supporting a number of business units across HMPPS. The post holder will partner senior leaders within the Probation Service or National Services, dependent on the customer groups. It's an interesting time to join the team with a huge amount of opportunity to be involved in supporting business change in a complex environment. Working in partnership with senior leaders, this role will be responsible for supporting the business to deliver against people priorities. The postholder will operate as an implementer, facilitating access to central services and working alongside the business to execute innovative people initiatives. The postholder will be required to partner customer groups in various locations across the Midlands region and may be called upon to support regional or national projects across areas of the business. As a qualified (or aspiring) HR professional, the postholder will use a combination of generalist knowledge, personal skills and experience to advise and partner senior leaders on how best to align the people and business priorities. Most roles require line management responsibility. The post holder will be required to bring together the people priorities for their probation customer group or National Services at a senior level. Responsibilities

Solving: Provide strategic input on HR topics and help leaders develop effective people solutions Connecting: Help the organisation draw on appropriate People Function Services and shared service support Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively

Key Delivery Strands Change Management

Understanding the business and the drivers for change to be able to support the business with the people elements of change implementation. Support the business through reorganisation, restructures and redeployment.

Resourcing & Retention

Working in partnership with the business and finance to understand the current and predicted workforce picture based on attrition and recruitment forecasting. Support in the execution of interventions to address resourcing and retention challenges and facilitating access to the right services across MOJ People and Capability. Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles.

Management & Leadership Capability

Understand the line manager and leadership capabilities within the business unit and support the business to access centrally run learning through the learning and development team or help to develop the right learning interventions. Support senior leaders with the development of their leadership teams.

Attendance & Performance

Help build management confidence and capability in managing absence, performance, conduct and grievance cases ensuring the right advice can be accessed. Work with the business to understand the casework picture and support senior leaders to drive action to progress cases within policy timelines, supporting in the access of advice. Work between HR and the business to ensure the policies are understood and embedded. Understand the role of the unions and support managers with union engagement related to people activity.

Employee Experience and Staff Engagement

Working with the senior leaders to analyse and identify the right people priorities through the annual Civil Service People Survey. Bringing in other workforce and people data as required to enable the business area to bring together an appropriate engagement delivery plan. Supporting the stakeholder group to implement the right employee engagement interventions, accessing the right support from within the people group drawing on best practice and central offers.

Inclusion & Well-being

Ensure diversity and inclusion runs through all people strategies and action plan. Facilitate access to products and services to help support networks to improve delivery. Support the business to access the necessary wellbeing services for staff. Bringing together all that is available through the People Function to provide the right well-being package or service dependent on the need.

Behaviours and Strengths Please provide examples of how you have met each of the following behaviours listed below. Applicants will be expected to demonstrate the essential criteria within the application behaviour responses. At interview, you will be assessed on the behaviours and Strengths.

Seeing the Big Picture (Lead Behaviour) Communicating and Influencing Managing a Quality Service Working Together

You will be assessed against the Civil Service Success Profiles framework. Should we receive a large number of applications, we will sift primarily on the lead behaviour of Seeing the Big Picture. Successful applicants will then be invited to an interview, testing both behaviours and strengths. Qualifications

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. Ability to confidently build and manage a diverse range of relationships, including senior stakeholders. Experience of delivering in an HR team. Experience of delivering HR plans, people management, and supporting others to optimise performance of their staff. Excellent communication skills, both verbal and written. Ability to analyse and understand data to ensure evidence-based decisions support business delivery.

Security Checks Level of security checks required: Baseline Personnal Security Standard (BPSS). Working Arrangements and 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. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity. Arrangements will be discussed and agreed with the successful candidate and subject to regular review. Benefits

Annual Leave: 25 days on appointment, increasing to 30 days after five years' service, plus a scheme to buy or sell up to three days leave each year, additional paid time off for public holidays and one privilege day. Pension: The Civil Service offers a choice of pension schemes. Training: Commitment to staff development and a range of training and development opportunities. Networks: Opportunity to join employee-run networks providing advice and support. Support: Range of 'Family Friendly' policies, access to flexible benefits, childcare support, paid paternity, adoption and maternity leave, free annual sight tests for screen users.

Equality, Diversity and Inclusion

Disability Confident employer: MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, making adjustments throughout recruitment and workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. The Civil Service is committed to attracting, retaining and investing in talent wherever it is found.

For further questions regarding the role, please contact Rachel.Richards1@justice.gov.uk. #J-18808-Ljbffr