CSHR Casework Consultant Newcastle upon Tyne, England
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About the job
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Location
About the job
Job summary
Job description
- Delivering a customer-focused service by providing complete, accurate and timely professional expert HR advice, coaching and supporting managers at all levels
- Improving manager confidence and capability by coaching them through challenging workplace issues on an individual basis or delivering bespoke up-skilling events
- Understanding and interpreting legal requirements to develop a range of suitable options and associated risk analysis through the application of up to date knowledge of HR policies and Employment Law
- Supporting and handling Employment Tribunal claims, liaising with relevant internal and external stakeholders (e.g. Occupational Health, Government Legal department, investigators, mediators), attending Employment Tribunals where required
Person specification
Key Criteria:
- Strong communication and interpersonal skills with the proven ability to get to the heart of serious and complex issues and simplify them, demonstrate judgement to make sound decisions about recommended options/course of action and tailoring communications appropriately.
- Ability to analyse and challenge complex information and identify the potential risks associated with different courses of action to ensure advice given is sound and in line with current practices – and do this at pace.
- Ability to build and maintain effective trust based working relationships with a range of diverse and demanding internal and external stakeholders to support the delivery of effective business outcomes whilst giving full consideration to opposing views.
- Ability to work to competing deadlines, producing accurate well-thought-out communications which are adapted to suit customer needs and provide the relevant information clearly and concisely.
- Knowledge of HR policies, processes and guidance and experience of applying them in practice – or the ability to learn this quickly.
- Effectively manage and prioritise high caseload to meet demanding timescales.
Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Managing a Quality Service
- Delivering at Pace
- Making Effective Decisions
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
Written sift, followed by a Video Interview (MS Teams).
Sift and interview dates to be confirmed.
Written Sift
As part of the application process you will be asked to complete a personal statement of 750 words to provide the responses to the specific questions below. Further details around what this will entail are listed on the application form.
The written sift will be conducted using evidence from your responses to the following key questions:
Q1. How have you used guidance and processes to influence high quality decisions? (Lead Question)
Q2. How does your experience to date demonstrate your ability to communicate and challenge effectively?
Q3. How does your experience to date demonstrate your ability to adapt to change at pace.
Please answer each of these three questions, using no more than 250-words in response to each individual question.
When considering your responses, it may help to use the WHO or STAR model to explain: What the task/ work was, How you approached the task/work/situation and what the Outcomes were, what did you achieve? Or What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?
Should a large number of applications be received, an initial sift may be conducted using the lead question: How have you used guidance and processes to influence high quality decisions? Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The evidence you provide in your application must relate to your own experiences. If evidence of plagiarism is found your application will be withdrawn.
The interview
This will consist of MS Teams which should take approximately between 30 - 40 minutes.
Blended Interview
You will be asked to provide a 5 minute presentation on a specific subject, which you will be provided with in your invitation to interview. You will not be allowed to use any supporting documents or slides for this presentation, but you can use prompts or personal notes.
At the interview you will be asked a mixture of Behaviour and Strength questions. You will be provided with the behaviour questions a minimum of 3 working days before the interview. A blended interview aims to be more of a conversation at interview offering a more inclusive approach.
The Strength and Behaviour based questioning explores what the candidate can and has done, but also their potential.
An example of a Behavioural question would be; Tell me about a time when you’ve had to deal with a difficult customer. It may help to use one or more examples of a piece of work you have completed or a situation you have been in, and use the WHO or STAR model to explain: What was the task, How you approached the work/situation and what the Outcomes were, what did you achieve? Or What was the Situation? That were the Tasks? What Action did you take? What were the Results of your actions? Examples of Strength based questions include: What motivates you? What do you like doing? What makes this enjoyable? Can you think of one small manageable step that would improve x for you? It is difficult to prepare for strength type questions. However you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this.
The evidence you provide in your application must relate to your own experiences. If evidence of plagiarism is found your application will be withdrawn.
Further Information
Find out more about Working for DWP
A reserve list may be held for a period of 6 months from which further appointments can be made.
Any move to DWP 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
If successful and transferring from another Government Department a criminal record check may be carried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.
However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing [email protected] stating the job reference number in the subject heading.
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.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing.
Reasonable Adjustment
At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.
We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.
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 “Reasonable Adjustments” 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 will only be provided if you attend an interview or assessment.
Security
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
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission. Click here to visit the Civil Service Commission.
