Croydon, London, Manchester, Sheffield
£93,000 to £110,000 (This role is offered as a fixed term appointment until March 2022 (reviewed in October 2021).
The Director for Organisational Effectiveness, alongside the HR Chief Operating Officer (COO), are essential partners for the Chief People Officer (CPO). The CPO is the HR Professional Lead for the Home Office and the wider Civil Service HR Function. As a member of both the Department’s Executive Committee and the Civil Service HR Function Board, she leads in prioritising strategic direction, stakeholder relationships and business engagement. The key priority for the Director for Organisational Effectiveness is to deliver organisational change within the Home Office, ultimately to help it transform into a listening and learning organisation. Success will include inspiring a professional and trusted community across the department to drive, facilitate and embed cross-Departmental action to transform the Home Office into one that listens, learns and seeks to continuously improve.
The role has direct responsibility for leading organisational development, leadership, health and safety, engagement and inclusion strategies that underpin Home Office objectives. This will include:
Leading a Departmental Culture Change approach, drawing on existing insights (Our Home Office, people survey, audits, insights from SCS, Windrush and other lessons learned reports to diagnose the ‘as-is’ and what will need to change to get there and design suitable strategies to make that happen including delivering or enabling Organisation Design and Development interventions; developing a community culture change approach and establishing a clear and compelling employee value proposition that inspires, empowers and motivates current and future employees through Departmental talent and recruitment processes.
Leading on the reform and implementation of the Department’s D&I strategy.
Ensuring delivery against the recommendations within Windrush Lessons Learned in a way that brings systemic change and not a tick box exercise, this will involve (not exhaustively) working in partnership with key stakeholders to develop the desired future culture. This will include transforming the organisation into a listening and learning organisation.
Working closely with key stakeholders such as internal comms, strategy and transformation directorate to ensure various workstreams, policies and processes are aligned, coherent and delivering engaged and indicators are aligned, such as the rich data set provided by the people survey.
Developing the leadership strategy for the Home Office, which will include developing an effective senior leadership community, with SCS role modelling the desired behaviours and are confidently and collaboratively able to lead our people. This will require collective, group and individual interventions with senior stakeholders to measurably improve our organisational collective leadership and create a SCS community.
Leading the Policy, Health, Safety and wellbeing teams to ensure the provision of 'Competent Advice", Assurance, Policy, Guidance, Training, MI, Management Systems and Strategy. This also includes being accountable for the OH and EAP contracts and act as facilitator and guide the business in response to enforcement and litigation.
Driving a culture of Engagement for the organisation to be an open and inclusive employer where people feel engaged and empowered to give their best, measuring progress through the People Survey and encouraging action on the results.
Leading the development and delivery of the HR leadership, organisation development, policy, engagement and health and safety plan to implement the HR Transformation vision.
Please see Candidate Pack for further information.
Significant experience of delivering organisational and behavioural change in large-scale, complex organisations where transformation and change are delivered alongside a focus on continuous improvement of Business as Usual, informed by evidence-based insight.
Awareness of the bigger picture that enables creation and delivery of added value through long term strategies that results in lasting change; this evidence could be across any aspect of HR but ideally in diversity and inclusion, wellbeing or engagement spheres.
Emotionally intelligent, inclusive and corporate leader fully able to attract, retain, build and harness the diverse talents of the entire HR team to create an environment of collective ambition, enjoyment, customer focus and professionalism.
A strong credible influencer, able to interpret data to create and present evidence-based insight that drives continuous improvement and excellence in our HR systems and practice.
Excellent communication skills and effective stakeholder relationship management at all levels, that facilitates working across boundaries including with outsourced services and third party suppliers.
Relevant professional qualification (MCIPD, confident FCIPD will be achieved within one year, or equivalent professional HR experience, notably in specialist areas of Organisational Design and Development and/or diversity and inclusion).
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension
Things you need to know
Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is developed vetting.
People working with government assets must complete basic personnel security standard checks.
Selection process details:
As part of the online application process you will be asked to complete the following:
Provide some basic personal information;
A CV - setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, including details where applicable of budgets and numbers of people managed, relevant achievements in recent posts, together with reasons for any gaps within the last two years;
A Statement of Suitability – (limited to 1200 words) providing evidence in response to the questions below:
- Describe how you have successfully delivered organisational and behavioural change in a large-scale, complex organisations?
- How would you create tangible programmes which are centrally led but organisationally delivered, in an organisation of this scale and complexity, with a subject matter that is often ‘wooly’?
- How do you, as a leader, go about creating an inclusive environment?
It is essential that in your written application you give evidence, using examples, of proven experience. These responses will be developed and discussed with candidates invited for interview.
Feedback will only be provided if you attend an interview or assessment.
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries
- nationals from the EU, EEA or Switzerland with (or eligible for) status under the European Union Settlement Scheme (EUSS)
- relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
- relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
- certain family members of the relevant EU, EEA, Swiss or Turkish nationals
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.
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
Apply and further information
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants:
Job contact :
Name : Peter Guilder
Email : firstname.lastname@example.org or 07545 441127
Recruitment team :
Email : email@example.com
11:55 pm on Sunday 24th January 2021
w/c 1st February 2021
w/c 8th / 15th February 2021
Final Panel Interviews Date
w/c 22nd February 2021
How to Apply
To apply for this role, please submit an up to date copy of your CV, along with a Supporting Statement that addresses the criteria set out in the person specification, using examples to demonstrate how you meet the essential requirements. Please provide your home, work, mobile and email contact details and let us know of any dates when you are not available or where you may have difficulty with the indicative timetable. You should also provide the names, positions, organisations and contact details for two referees, one of whom should be your current or most recent employer. If you do not wish us to approach your referees without your prior permission, please state this clearly.
Once you have submitted your application, you will receive an automated email to confirm that you have applied. If you do not receive this email, please make contact with GatenbySanderson.