Head of Talent, Development and Engagement

Are you experienced in leading an established talent or development function?
Do you enjoy influencing the direction, culture, values, and goals across a complex organisation?
Would you love the opportunity to design and deliver talent development, management and leadership development or culture development programmes?
If so, we are looking for a Head of Talent, Development and Engagement to join us at the Maritime and Coastguard Agency (MCA) and we'd love to hear from you!
The Maritime and Coastguard Agency (MCA) implements the government’s maritime safety policy in the United Kingdom and works to prevent the loss of life and occurrence of pollution on the coast and at sea.
Safer lives. Safer Ships. Cleaner Seas.
Our vision is to be a world-leading organisation, accelerating the transition to sustainable shipping with non-negotiable safety standards. We put our people, our customers and our planet at the heart of everything we do.
We are committed to giving all our colleagues purpose, professionalism and pride in what we do. We work in supportive, diverse and inclusive teams.
We want everyone to feel valued and supported to achieve their potential at MCA.
This culture of inclusion is underpinned by our staff networks groups covering, Women’s, LGBTQI+, Race, Carers, Mental Wellbeing and volunteer Respect Ambassadors., Whilst we welcome applications from candidates seeking part time/flexible working hours, there will be a business requirement for candidates to work a minimum of 30 hours for specific locations. For further information please contact athena.alevizopoulos@mcga.gov.uk.
Who is the Head of Talent and Development?
The Head of Talent, Development and Engagement reports to the Assistant Director (AD), Human Resources (HR) and is a member of the HR Leadership Team ("HRLT"). They support the AD HR in setting the strategic direction of the people agenda within MCA and specifically developing and driving the execution of the Talent, Development, Wellbeing and Engagement strategy.
The Head of Talent, Development and Engagement is accountable for the development and subsequent delivery of specialist talent, development and engagement strategies that drive improved workforce effectiveness. They will operate at a strategic level with the MCA Executive Team, Senior Leadership Team, managers and staff and support major change programmes across the Agency where required.
The work of the Talent, Development and Engagement team involves using insights from a range of data sources including the People Survey and Investors in People results, HR Management Information, exit interviews, casework, wellbeing data, and employee networks to drive projects and changes that increase employee engagement. They will work closely with executive colleagues, external providers, and stakeholders to support the delivery of workforce productivity and value through talent identification and development, targeted learning strategies, and enhanced employee engagement.
Your responsibilities include but are not limited to:
+ Lead and manage a team of professionals to deliver high-quality talent, development, wellbeing and engagement strategies.
+ Lead the development and subsequent delivery of the talent, development, and engagement strategies that support the MCA’s strategic goals and values by attracting, developing, and retaining high-potential individuals. Align the strategy and programmes to the organisation's strategic objectives, HR policies, and other relevant people strategies and plans.
+ Set the strategic direction of management & leadership development within the organisation, working closely with the Executive Board and across departments to identify and implement the right interventions.
+ Oversee the design and implementation of the talent strategy, focusing on building ready successors throughout the grades. Working with senior leaders and HR business partners, identify ways to strengthen the talent pipeline through effective workforce planning ensuring potential successors are given the support and development required and identifying interventions to address any succession gaps.
+ Work in partnership with leaders to advance strategic plans for the development of the workforce in critical future skills areas (for example, data analysis, AI, etc.).
+ Use data and insights from various sources, including People Survey and Investors in People results, HR MI, exit interviews, casework, wellbeing data, and employee networks, to identify areas for improvement and drive engagement strategies.
+ Develop a clear communication strategy and plan, working in partnership with Internal Communications.
+ Collaborate with leaders across the organisation to design and deliver interventions that enhance employee engagement, wellbeing and organisational culture. Influence the development of a culture characterised by safe, just, and fair practices, inclusion, diversity, ethics, innovation, and sustainability.
+ Build and maintain a reputation for the organisation as a people-centred and career-enhancing workplace where leading-edge management and leadership practices are the norm.
+ Ensure that initiatives are evidence-based and their impact on employee engagement, wellbeing and organisational performance is measured.
For further information about the role and responsibilities, please see the attached role profile., This role will be based in the Southampton HQ (or relevant office). MCA supports flexible working and operates a hybrid working model between home and office for this role, giving you greater flexibility over where and when you work.
The expectation is that you will spend a minimum 60% of your working time based at your principal workplace or out on official business. Details of the arrangement will be discussed further with your line manager.
There may be a requirement for occasional travel on official duty within the UK, which may involve overnight stays. Notice will be given prior to travel.

Behaviours
We'll assess you against these behaviours during the selection process:
+ Seeing the Big Picture
+ Making Effective Decisions
+ Leadership
+ Communicating and Influencing
+ Working Together
+ Managing a Quality Service, It is essential when submitting your Personal Statement that you provide as much detail as possible, and utilise the full word count given, against the essential criteria outlined above as this will be used in conjunction with your CV to assess candidate suitability to move to the next round in the recruitment process.
Sift and Interview Dates:
The sift is due to take place from 9th December 2024.
Interviews/assessments are likely to be held from 18th December 2024
This interview could be conducted online via Teams or face to face at one of our offices. Further details will be provided to you should you be selected for interview.
We will try to meet the dates set out in the advert. There may be occasions when these dates will change. You will be provided with sufficient notice of the confirmed dates.
The selection process will be designed specifically for the role. As a result, your assessment will include:
+ An interview.
+ A presentation.
You’re encouraged to become familiar with the role profile, as you may be assessed against any of the criteria recorded within.
Reasonable Adjustments
As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes., 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.
Feedback will only be provided if you attend an interview or assessment.

Security
Successful candidates must undergo a criminal record check.
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).

Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

To be successful as the Head of Talent and Development, you will have:
+ Have a proven track record of leading an established Human Resources function, shaping its direction, culture, values, and goals.
+ Must be capable of setting the strategic direction for talent, development, and engagement that aligns with the organisation's strategic objectives. This includes working closely with senior leaders and HR business partners to strengthen the talent pipeline and address succession gaps.
+ Able to be adept at using data and insights from various sources, such as People Survey results, HR Management Information, and wellbeing data, to identify areas for improvement and drive engagement strategies.
+ Experience leading and managing a team of professionals to deliver high-quality talent, development, and engagement services.
+ The candidate should possess strong communication skills and the ability to collaborate with and influence leaders across the organisation to design and deliver interventions that enhance employee engagement and organisational culture.
+ The candidate should have awareness of wellbeing strategies and action plans that focus on developing resilience and proactive intervention., + Experience in leading an established talent or development function and influencing the direction, culture, values, and goals across a complex organisation.
+ A relevant qualification or equivalent experience in leadership, management, coaching, HR, learning or other related discipline.
+ Experience of design and delivery of talent development, management and leadership development, or culture development programmes.

Alongside your salary of £54,857, Maritime and Coastguard Agency contributes £15,892 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
Being part of our brilliant Civil Service means you will have access to a wide range of fantastic benefits. We offer generous annual leave, attractive pension options, flexible working, inclusive working environments and much more to support a healthy work/life balance.