hr manager Glasgow, Scotland
Job description
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About the job
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Things you need to know
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Location
About the job
Job summary
Business Unit Overview
The government spends around £49 billion each year on contracts with third-party providers. Not only is this a huge sum of money, it also represents a vast array of important (and often life-enhancing or life-saving) goods and services, making the government’s need for capable commercial specialists increasingly important. Recognising this, the Government Commercial Organisation (GCO) was established in 2014 to be the employer of senior commercial professionals (now Grade 7 and above) and support departments in improving their commercial capability.
Working to the Government’s Chief Commercial Officer, the award-winning Commercial Capability Team, was set up at the same time, within the Cabinet Office to support those in the GCO and the wider Government Commercial Function (GCF). Over the past few years the size of the GCO has increased to circa 1500 employees, and requires a team of professionals to support this population.
The HR Operations Team acts as the central engine room, supporting the delivery of key objectives to improve the workplace, ways of working and employee experience, whilst ensuring the key administrative responsibilities of the People Services teams are efficiently managed and governed. The team also effectively manages relationships across a diverse range of stakeholders and boundaries.
Reporting to the Deputy Director of the Commercial Capability People Services team, the Head of Operations - People Services role offers a fantastic opportunity for a person with a passion for delivering and improving the customer journey. It is a multi-faceted role comprising the delivery of services across Recruitment, HR, Business Partnering, Talent, Performance Management and Reward requiring the role holder to balance strategic and operational demands.
Job description
The main responsibilities of this role involve leadership and direction of the People Services Operations team. Key responsibilities will include, but are not limited to:
- HR Services: leading a team of circa 10 people to ensure that they are providing clear, timely and accurate HR advice to the Commercial Specialists employed in the GCO. This involves collaborative working with the wider Heads of HR to provide customer focused HR activity across the full employee life cycle.
- HR Systems: overseeing the current HR system and helping to ensure that any new system will meet the needs of GCO employees and the organisation is ready for the change. This involves attending Workday board meetings and the design authority meeting to approve changes or feed in requirements to improve the user journey.
- New joiners: being accountable for the new joiner experience ensuring the onboarding process is smooth and in the future working with the Head of Recruitment to integrate the recruitment operations team into the current HR operational team.
- Performance Management: ensuring the system enables the new approach to performance management to be delivered effectively. This involves working with the Head of Performance & Talent in particular to design suitable solutions and engagement sessions to help build line manager capability.
- Pay and annual pay award: managing the third-party payroll provider so that employees are paid on time, escalations are resolved and errors reduced plus supporting the operational delivery of the annual pay award so that annual compensation changes are delivered in line with the strategy. This involves working with the Head of Reward in particular.
- Finance and budget management: managing the relevant budget ensuring that appropriate cost and controls are in place to pay our suppliers. This involves working with finance and commercial colleagues.
- HR Policy Development/Continuous Improvement: Development of HR Policy and champion best practise with innovative ways of working that deliver a high-quality service for end users, which promotes growth and efficiency within the team.
Person specification
Essential Criteria
The successful candidate must:
- Have evidence of people management experience in an operational environment.
- Demonstrate significant operational expertise in a leadership role, ideally gained from both the private sector and the civil service.
- Be able to demonstrate change within Diversity and Inclusion. Have the ability to lead and influence within this area and be a role model for behaviour change.
- Be confident analysing large volumes of data and using findings to support decision making processes.
Essential Experience (Lead Criteria)
- Significant experience of managing HR operational services ideally across a range of HR disciplines to multiple client areas.
- Excellent communication skills, including the ability to influence and engage to bring together individuals from various professions to deliver impactful change.
- A track record of setting high standards and delivering results in a complex and demanding environment. You will be able to demonstrate how you can prioritise a portfolio of work proactively and be accountable for the delivery of the outcomes.
Essential Technical Skills
- Qualifications and memberships: CIPD qualified or willing to work towards achieving this qualification
Desirable Attributes
- Experience of managing a HR Operations service to multiple business areas.
- Excellent written and oral communication skills, with the ability to present clear, well-structured reports and briefs.
Behaviours
We'll assess you against these behaviours during the selection process:
- Leadership
- Seeing the Big Picture
- Communicating and Influencing
- Changing and Improving
We only ask for evidence of these behaviours on your application form:
- Leadership
Benefits
- Learning and development tailored to your role.
- An environment with flexible working options.
- A culture encouraging inclusion and diversity.
- A Civil Service Pension which provides an attractive pension, benefits for dependants and average employer contributions of 27%.
- A minimum of 25 days of paid annual leave, increasing by one day per year up to a maximum of 30.
Things you need to know
Selection process details
Application process
As part of the application process, you will be assessed on your Experience and will be asked to complete:
- A name-blind (anonymous) CV which includes job history & skills and experience (please specify your CIPD qualification, if applicable).
- A name-blind statement of suitability (500 words max.) is also required. Referring to the essential experience section of the job advert please demonstrate how you are suitable for the role by providing relevant examples.
- Written evidence of the lead behaviour of Leadership for this role (250 words maximum). Please make your examples as relevant as possible to the role.
Should a large number of applications be received, an initial sift may be undertaken using the lead Behaviour of Leadership. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
At interview you will be assessed on behaviours.
Expected timeline (subject to change)
Expected sift date – w/c 7th August
Expected interview date/s – w/c 21st August
Interview location - Online (Google Meet)
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
Further Information
A reserve list may be held for a period of 12 months from which further appointments can be made.
Any move to Cabinet 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
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 /Disclosure Scotland 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.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email [email protected]
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.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.
Reasonable Adjustment
If a person with disabilities is put 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.
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
Further information
If you feel that your application has not been treated in accordance with the Recruitment Principles, and wish to make a complaint, then in the first instance you should contact Government Recruitment Service at: [email protected].
If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission at: [email protected].
For further information on the Recruitment Principles, and bringing a complaint to the Civil Service Commission, please visit their website at: https://civilservicecommission.independent.gov.uk.
