Deputy Director for Employee Relations & Reward

The People Design and Services (PDS) Directorate provides a specialist portfolio of expert services within the Chief People Officer Group. The Directorate is responsible for delivering policies, guidance, support and colleague experience that supports HMRC’s vision of being a trusted, modern tax and customs authority. Our aim is to bring real value for taxpayers and our customers, creating a great place to work for colleagues., This role is at the heart of that ambition with accountability for the continued transformation of our employment framework to enable the successful delivery of HMRC’s strategic objectives.
The role will have responsibility for managing the current reward and employee relations landscape and lead the Reward and Employee Relations teams.
The post holder will also periodically work in close collaboration with:
+ PDS Senior Leadership Team and PDS teams to ensure the effective delivery of directorate portfolio milestones, core service and change initiative delivery.
+ Colleagues in corporate communications; to oversee people-focused communications relevant to this role.
+ Senior Leaders in all HMRC Business Groups; to ensure that initiatives, strategies and approaches provide the right support for their Business tactical and operational business challenges and strategic needs.
+ Government People Group, seeking to influence the direction of travel and / or representing HMRC’s views on strategic reward and employee relations matters., The post holder will have responsibility for:
1.Leading and developing the Reward and Employee Relations teams, including oversight of the preparation, execution and distribution of annual pay awards for both delegated and SCS workforces.
2.The development of reward and incentive plans aligned to the Civil Service / HMRC reward policy and strategies, including trade union negotiation or consultation as appropriate. Leading the annual pay negotiations and developing HMRC’s strategy and position on reward.
3.Ensuring HMRC engagement with our trade unions in accordance with the departmental Employee Relations Agreement and responsibility for collective bargaining activity on behalf of the department. Building good relationships with the departmental trade unions in order to maintain constructive engagement in a heavily unionised environment.
4.Supporting work on HMRC’s Senior Civil Service (SCS) strategy such as SCS Reward.
5.The post-holder will also develop the future reward strategy for HMRC taking into account the future workforce needs and future operating state.
6.Protecting the organisation from an employment law and trade union legislation perspective., All Criminal Record Checks applications are considered fairly in accordance with the DBS Code of Practice and the Recruitment of ex-offenders Policy.
To see the full selection process please review the Candidate Pack attached below
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements
This job is broadly open to the following groups:
+ UK nationals
+ nationals of the Republic of Ireland
+ nationals of Commonwealth countries who have the right to work in the UK
+ nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
+ nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
+ individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
+ Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window)

Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).
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.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

+ Applying complex employment law and employee relations principles - significant experience of interpreting and applying complex employment law and ensuring that relevant HR design, strategy and solutions create the right conditions to drive business outcomes. Collaborate, consult and negotiate with departmental trade unions in the development of these.
+ Experience of leading Pay and Reward in a large, complex organisation, with the ability to drive through the delivery of high-quality reward activity, such as annual pay awards, whilst also considering the organisational strategic reward requirements.
+ Building and maintaining constructive relationships with Trades Unions, managing Employee Relations risks and managing disputes, in a changing and unpredictable landscape.
+ A CIPD or equivalent qualified HR professional with hands-on experience of leading trade union negotiations and consultation in a large, complex organisation.
+ A practical working knowledge of employment law to handle a range of collective and individual employee relations areas and developing organisational reward strategy. Able to explain complex matters simply to a non-HR practitioner and present confidently to a senior audience.
+ Using data and evidence to make decisions and influence - interpreting complex data to create and present evidence-based insight and recommendations that shape and inform future HR design, and drive, monitor and evaluate impact. Ability to oversee and develop papers for governance / senior leadership with numeracy to analyse information effectively.
+ Building and managing relationships and partnerships - influencing, consulting and negotiating at a strategic level with very senior stakeholders on employment design, strategy and framework issues both within HMRC and with Government People Group. Collaborating with stakeholders to achieve objectives, including experience of navigating conflicting views and priorities and negotiating with others to find common ground and commitments.
+ Capability building in an inclusive environment – experience of enhancing the capability of individuals and a team where they should expect, and they can operate in a safe, secure and inclusive way.
+ Mindset and approach: Resourceful and resilient, able to see both the bigger picture and engage in detail and drive a continuous improvement ethos. Empowering leadership.

Alongside your salary of £76,000, HM Revenue and Customs contributes £20,520 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
Whatever your role, we take your career and development seriously and want to enable you to build a successful career with the department and wider Civil Service.
It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and you’ll benefit from regular performance and development reviews to ensure this development is ongoing.
As a Civil Service employee, you’ll be entitled to a large range of benefits.
This includes:
+ 25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to your public holidays.
+ This will be complemented by one further day paid privilege entitlement to mark the King’s Birthday.
+ Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
+ Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
+ A competitive contributory pension scheme that you can enter as soon as you join and where we will make a significant contribution to the cost of your pension. Your contribution comes out of your salary before any tax is taken and will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
+ Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
+ Use of onsite facilities (where applicable).
+ Occupational sick pay.