Senior HR Business Partner (Ref: 21359)

Job summary

Job description

Job Title: Senior Human Resources Business Partner

Grade 7

Team/Directorate: MoJ People and Capability - HR Business Partnering (HMPPS)

Overview of the role:

The Ministry of Justice (MoJ) is responsible for everything that goes into running the UK’s criminal and civil justice systems, creating the foundations for a safe, fair and prosperous society. We are one of the largest government departments with over 88,000 staff based across England and Wales. We are responsible for 500 courts and tribunals, 122 prisons, the policies underpinning the system and much more.

MoJ People and Capability supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide to ensure the delivery of high-quality services for our customers. MoJ People and Capability has over 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services are our people.

HR Business Partners work closely with Senior Leaders supporting the development of business strategies through HR Consultancy and Interventions on people issues, and successfully delivering change programmes and initiatives through comprehensive People change approaches.

Reporting into a Grade 6 Area Lead HRBP, this role sits within HMPPS HR Business Partnering, specifically the Wales & Community Accommodation Services (CAS) HR Team, and will predominantly be partnering with CAS. Please note that business partnering arrangements are subject to change and postholders will be expected to accommodate changes in partnering arrangements in line with business need (including providing cover and support for other business areas within the regional team where required).

You will be responsible for forging productive relationships with relevant senior leadership teams, enabling translation of business priorities and strategy into a coherent people agenda with targeted interventions.

Working alongside Directors and their Senior Leadership Team to design and deliver tailored HR interventions to drive improvements in effective leadership, people management, organisational design and development, change management and workforce strategy.

Key to this role is the need to be a credible HR professional with the ability to establish quality relationships. Working across the regional / expert services HR team, this role is the primary contact for senior stakeholders and success is reliant upon the strength and support of the rest of the HR Business Partnering (HMPPS) and MoJ People and Capability via Shared Services and Expert Services, as such the individual will need to be able to deliver through others.

You will be:

• Leading the strategic business conversation on people priorities at a director level.
• Continuously evaluating the impact of internal and external influences on the workforce.
• Working with your Grade 6 leading and developing an HRBP team.
• Sharing learning and evidence-based practice from across the Ministry of Justice, the wider Civil Service function and wider public and private sectors comparators.
• Designing and/or commissioning large scale HR interventions from HR Centres of Expertise.
• Coaching leaders on the implementation and timely and efficient delivery of planned and unplanned Human Resources programmes.
• Playing a key role in driving up the standard of leadership and people management.

Responsibilities, Activities & Duties:

The post holder will be required to bring together the people priorities for their business area at a director level. Partnering anywhere between one and three Directors and their senior leadership teams dependent on the complexity of the customer group.

1. Strategic partnering: Contributing to the business conversation by supporting leaders to drive people strategies that enable depts/Arm’s Length Bodies to deliver their objectives.
2. Solving: Provide strategic input on HR topics and help leaders develop effective people solutions.
3. Connecting: Help the organisation draw on appropriate People and Capability services and shared service support.
4. Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively.

Key Delivery Strands:

Business & Culture Change

• Development and implementation of HR strategy
• Working with Directors as part of Senior Management Teams to develop and implement HR and business strategy ensuring that HMPPS has the right structure, climate and capability to manage change and transition.
• Advise on the people implications arising from significant change initiatives and provide technical HR/employment oversight.

Resourcing & Retention

• Ensure effective workforce planning at a director level that aligns to budget allocations, and meets capacity and capability requirements, and deploys appropriate attraction, talent and development strategies.
• To partner the business to execute appropriate resourcing strategies to include understanding the talent pipeline to SCS1 and Band 11 through succession planning and addressing appropriate development needs to develop credible successors

Leadership & Management Capability

• Understand the leadership capability needs and develop and grow leadership capability and effectiveness through coaching, challenging and mentoring Directors on business and people issues.
• Working through the Organisational Capability Team to obtain appropriate services to equip leadership teams to role model leading effective change.
• Understand the management capability gaps and support the business to build capability.

Employee Relations

• Oversight of complex casework, supporting Directors and their SLTs to access the right casework and legal advice.
• Using casework intel to identify where further interventions may be appropriate to address cultural or individual behaviour change and management capability

Employee Engagement

• Partnering the SLT through the analysis and insights of the People Survey results at a director level. Supporting in the response action planning and facilitating access to advice and services to support interventions.
• Holding the business to account on employee engagement activity, which is led from the top, helping identify best practise across HMPPS

Attendance & Wellbeing

• Oversight of AWDL to enable the Director to hold SLTs to account on attendance across their business area
• Partner leaders to drive the right interventions, facilitating access to appropriate services to drive down AWDL. Advise and lead on appropriate strategies to address causes of high AWDL.
• Enable the business to understand the current health of their workforce and support the business to access wellbeing services

Equality Diversity & Inclusion

• Ensure equality impacts are understood and considered in the execution of all people initiatives

Essential Knowledge, Experience and Skills:

Essential Criteria

• Excellent communication and networking skills with the ability to persuade and influence others, establishing collaborative relationships with a wide range of stakeholders at a director level (assessed