Corporate & Delivery - Human Resources - Head of Resourcing Continuous Improvement London, England
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About the job
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About the job
Job summary
The Home Office has one of the most challenging and critical jobs in Whitehall: to keep Britain safe and secure. We operate at the heart of the Government's agenda, leading on immigration and passports, drugs policy, crime policy, counter-extremism and counterterrorism and work to ensure visible, responsive and accountable policing in the UK. The challenges the Department faces are significant and can change rapidly in the global environment in which we operate, making this one of the most exciting and stimulating Government Departments in which to work.
The Home Office needs great people with relevant professional skills and capabilities to achieve the mission of keeping citizens safe and our country secure. The Home Office Resourcing Centre (HORC) oversees, manages and administers all resourcing activities across the Home Office. It ensures that the organisation can successfully attract and retain good people through the design of quality roles and use of specific targeted resourcing, attraction and selection strategies.
Job description
The Head of Resourcing Continuous Improvement is accountable and responsible for ensuring that resourcing process, policy and compliance improvements are identified, implemented and supported by appropriate technologies across the resourcing function at the Home Office. The role is responsible for ensuring that the Home Office Resourcing function is aligned to cross-government strategy and initiatives and developing a Home Office offer that is best in class across government. The post holder will need to demonstrate strong leadership and relationship management skills, with a relentless continuous improvement focus, an agile approach and an ability to network with managers and stakeholders at all levels. They will need to understand government-wide initiatives and the impact on Home Office service of these, adapting and integrating for the Department as required.
The Head of Resourcing Continuous Improvement reports directly to the Deputy Director Resourcing and is responsible for managing small delivery teams including Technology & Continuous Improvement, Brand & Experience and Resourcing Analytics.
There are 2 roles available, 1 Permanent role and 1 Fixed Term Appointment for 12 months, to complete a finite piece of work.
Existing permanent/FTA HORC staff may be based at their current locations.
In line with HO Hybrid Working policy, this post can be based at any of the locations listed and there will be flexibility to adopt a hybrid working pattern which would see the post holder spend 40% of their week in the office, with the remainder working from home.
Person specification
The post holder will have demonstrable understanding and excellent knowledge of Civil Service recruitment process, specifically with knowledge of technology used across government and by service delivery partners with an excellent working knowledge of industry best practice.
They will understand the importance of using metrics to underpin their work and anticipate the impact of their strategies. The post holder will have excellent planning skills and the ability to understand where technology can impact excellence in service delivery, thinking strategically to ensure that resourcing service provision is supported to meet changing business needs.
The post holder will have to use creative thought to lead a team to develop different solutions that improve recruitment process and delivery, assessing possible options, evaluating risks and making judgements on the most appropriate technical, process or delivery solution considering internal Home Office and cross-Whitehall requirements. They will lead Home Office service and process improvement projects and work across Departments, representing the Home Office on cross-government working groups, providing leadership and direction for improvement projects. This will include planning, monitoring and controlling activities and understanding technical dependencies within the Home Office and more broadly and providing expert advice to senior stakeholders.
The post holder must have demonstrable understanding of resourcing strategy and policy and an excellent understanding of how to use metrics to analyse problems, volume query to assess the efficacy of possible solutions.
Key Accountabilities:
- Ensuring data, analytics and case studies are used to assess potential improvements.
- Overseeing the automation of resourcing processes and managing relationships with suppliers if necessary.
- Ensuring that technologies introduced to the Home Office resourcing function are future proofed and linked to wider technology changes in HR, the Home Office and across government.
- Overseeing the evaluation and improvement of the Home Office’s attraction strategies and methodologies.
- Ensuring that a resourcing continuous improvement programme plan is created and maintained effectively.
- Overseeing the identification and mitigation of project risks across the resourcing programme.
- Proactively identifying and prioritising improvements based on the Home Office People Strategy and Resourcing Strategy.
- Represent the Home Office in cross-Civil Service resourcing improvement activity – sharing best practice and contributing to improved government recruitment services.
- Ensure the function is compliant with Home Office and Cabinet Office policy.
- Work with other recruitment teams across government and wider industry to identify opportunities for partnership working.
- Overall responsibility for effective management of resource (people and budget) for continuous improvement activity.
- Conduct benchmarking and horizon scan for opportunities to improve recruitment capabilities, technology and processes – identifying actionable improvements and articulating business cases for investment.
Key Responsibilities:
- Lead transformation of resourcing across the Home Office to dramatically improve the candidate and vacancy holder experience by delivering new technology, processes and ways of working.
- Day to day leadership of delivery teams including Technology & Continuous Improvement, Brand & Experience and Resourcing Analytics.
- Lead change management activity associated with the implementation of recruitment improvement projects.
- Implement further improvements to the end-to-end recruitment and wider resourcing processes as funding and business agreement is secured.
- Lead the day-to-day management of contracted out resources.
- Oversee and assure resourcing process improvements, managing engagement with senior stakeholders where required.
- Collate issues and conduct root cause analysis to understand problems within existing resourcing processes.
- Work in partnership with the HR Operations Team to ensure that all milestones, dependencies, risks, budget plans, benefits and reporting is accurate and on track.
- Manage stakeholder engagement and communications for all recruitment improvement and automation activity.
- Provide/deliver regular reports to senior stakeholders and Boards.
Essential criteria
- Experience of large-scale transformation programmes, affecting processes, systems and operating models.
- Leadership of a team/teams to deliver a large-scale change in service.
- Experience of working in recruitment and delivery of high-volume recruitment.
- Experience of working with a wide variety of teams and stakeholders, leveraging strong stakeholder engagement and management.
- Strong leadership and management skills.
- Excellent communication, problem solving, influencing and negotiation skills.
- Ability to work under pressure when faced with competing demands from the business.
- Change and Project Management or the equivalent experience.
Desirable criteria
- Has run or worked with agile methodologies to implement technology solutions.
- Knowledge or experience of HR digital disrupters including Robotic Automation Processes (RPA); Artificial Intelligence (AI); Cloud systems.
Qualifications
Behaviours
We'll assess you against these behaviours during the selection process:
- Changing and Improving
- Communicating and Influencing
- Making Effective Decisions
- Seeing the Big Picture
Benefits
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an average employer contribution of 27%
Things you need to know
Selection process details
- A CV detailing job history/qualifications/skills
- A Statement of Suitability (personal statement) (maximum 1250 words)
Further details around what this will entail are listed on the application form.
The Statement of Suitability should be aligned to demonstrate your skills and experience for the role and how you meet the essential criteria as detailed in the job description. When applying please confirm if you are interested in the Permanent or Fixed term role.
The sift will be held on the CV and the Statement of Suitability (personal statement).
If you are successful at sift stage, you will be invited to an interview which will be a blended approach of Strength-based questions (no preparation necessary) and Behaviour based questions, as listed on the job advert.
Sift and Interview dates
Sift will take place week commencing - 22nd May 2023
Interviews will take place week commencing - 5th June 2023 (subject to change).
We will try to meet the dates set out in the advert, however on occasions these dates may change.
- A laptop (personal or work) with a working webcam
- Good internet connection
- Microsoft Teams
PLEASE NOTE: Due to time constraints we may not be able to offer alternative interview date(s). It is therefore expected that candidates who are successful at sift stage will make themselves available during the above time frame given.
Further Information
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.
A reserve list of successful candidates will be kept for 12 months. Should another role or similar role become available within that period you may be offered this position.
When completing your application, you will have the opportunity to select your preferred location(s). Please ensure you select all locations you are interested in.
Candidates who are successful at Interview will be placed in order of merit per location and provisional job offers will be made in strict merit order per location preference. Provisional offers are made, as they are on condition that you successfully pass all pre-employment checks.
Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.
We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
For further information please see the attached notes for candidates which must be read before making an application.
Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.
Transfer Terms: Voluntary.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of Home Office acceptable ID documents.
Any move to the Home Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
- Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs
- Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
See our vetting charter (opens in a new window).
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the Republic of Ireland
- nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS) (opens in a new window)
- 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
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
Apply and further information
Contact point for applicants
Job contact :
Recruitment team
Further information
principles, and wish to make a complaint, then you should contact in the first instance
[email protected]. If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission.
