Workplace Transformation Senior HR Business Partner

The Workplace Transformation People Impacts Team is the people strand of a major transformation programme which in turn, is positioned within the Corporate Transformation Directorate and works closely with Programme and Estates colleagues on people impacts related to estate driven changes. This is a critical role within the senior leadership team within the programme and you will play a vital role in shaping team, directorate, departmental, cross Civil Service HR priorities and cross cutting department activities. You will provide leadership, coaching and support to a highly functioning professional team providing an objective view and challenge from a people impact perspective. This role places particular emphasis on:

• A successful track record of working in an HR function or a complex People Management/ organisational change position in a relevant senior capacity dealing with complex people management and/or development issues at pace and scale.
• A solutions-focused approach that takes account of the bigger strategic picture and people-related impacts and enables organisational change and improvement across a broad and complex portfolio., Successful candidates can expect to be involved in a range of the following:
• As an integral member of the WTP People Impacts Leadership team, you will operate at a senior and strategic level, providing an objective view, challenging and acting as an intelligent customer into the wider Programme SLT.
• In the context of the Programme's Strategic Priorities, you will lead on the human aspects of landing change well, ensuring the people elements are at the forefront of design; planning, delivery and interventions. Identifying challenges and mitigations through prioritised activity.
• Leading a team of HR professionals, ensuring high levels of engagement and performance are achieved, using coaching and influencing to ensure prioritisation and high-value delivery are maintained.
• Using data, metrics and feedback to identify and address continuous improvement; ensuring business leaders and decision makers understand the drivers of employee engagement and their relationship with business performance and that services are joined up and aligned with the strategic direction of WTP.
• Building relationships with internal/external practitioners and networks, scanning for emerging trends, innovations, best practice and understanding the external HR sector. Providing expert advice to align with P&C policy and strategy.
• Working flexibly, collaboratively and at pace across the whole of DWP, ensuring effective planning and deployment of HR resource/expertise fully support the strategic approach and implementation of cultural change .
• Fully engaging with own development, career planning and performance., We'll assess you against these behaviours during the selection process:
• Seeing the Big Picture
• Leadership
• Communicating and Influencing
• Changing and Improving, To help you prepare and settle into the interview you will be sent the behaviour questions in advance of the interview, 5 days prior to your interview. These questions should be treated as confidential. The interview panel may ask you other questions which will not be shared in advance, including follow-up questions, and those about your strengths.
Candidates will be asked further probing questions to determine suitability for the role. 3. Selection and Feedback We will notify all candidates as soon as possible. Sift and interview dates to be confirmed. Shortlisted candidates will be able to present evidence in their Interview of their experience and the following Behaviours: Seeing the big picture: Develop and maintain an understanding of economic, social, political, environmental and technological developments to ensure activity is relevant. Ensure plans and activities in your area of work reflect wider strategic priorities and communicate effectively with senior leaders to influence future strategies. Adopt a government-wide perspective to ensure alignment of activity and policy. Bring together views, perspectives and diverse needs of stakeholders to gain a broader understanding of the issues surrounding policies and activities. Leadership: Promote diversity, inclusion and equality of opportunity, respecting difference and external experience. Welcome and respond to views and challenges from others, despite any conflicting pressures to ignore or give in to them. Stand by, promote or defend own and team's actions and decisions where needed. Seek out shared interests beyond own area of responsibility, understanding the extent of the impact actions have on the organisation. Inspire and motivate teams to be fully engaged in their work and dedicated to their role. Communicating and Influencing: Communicate with others in a clear, honest and enthusiastic way in order to build trust. Explain complex issues in a way that is easy to understand. Take into account people's individual needs. Deliver difficult messages with clarity and sensitivity, being persuasive when required. Consider the impact of the language used. Remain open-minded and impartial in discussions, whilst respecting the diverse interests and opinions of others. Introduce different methods for communication, including making the most of digital resources whilst getting value for money. Monitor the effectiveness of own and team communications and take action to improve where necessary. Changing and Improving: Encourage, recognise and share innovative ideas from a diverse range of colleagues and stakeholders. Give people space to take initiative and praise them for their creativity. Create an environment where people feel safe to challenge and know their voice will be heard. Make changes which add value and clearly articulate how changes will benefit the business. Understand and identify the role of technology in public service delivery and policy implementation. Consider the full impact of implementing changes on culture, structure, morale and the impacts on the diverse range of end users, including accessibility needs. Identify early signs that things are going wrong and respond promptly. Provide constructive challenge to senior management on change proposals. Further Information Find out more about Working for DWP A reserve list may be held for a period of 12 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 If successful and transferring from another Government Department a criminal record check may be carried out.,
• 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
  
  A proven track record and experience in a relevant senior capacity of stakeholder engagement specifically relating to HR issues and solutions which have enabled organisational transformation at scale. Ideally your experience will be rooted in a large and complex organisation (Lead Criteria) .
• An ability to understand the client business and an ability to communicate confidently about HR issues and solutions in the language of the business .
• A demonstrable capacity for strategic thinking, planning and contributing on a broad scale to the leadership and development of an HR Function and teams that deliver professional, credible, joined up and effective service.
• The ability to build strong, trust-based professional partnerships with a range of stakeholders, constructively challenge and provide appropriate feedback .
• Strong understanding of the key drivers of employee engagement, clearly linking people activities and interventions to a business outcome and evidence impact on the business through appropriate metrics and insight.
• CIPD qualified or currently studying toward full membership, and actively demonstrating Continuous Professional Development. If you are not currently qualified you need to be committed to gain full CIPD membership on the basis of your track record and experience., The Civil Service embraces diversity and promotes equal opportunities. DWP is recognised as a Disability Confident Leader, demonstrating the departmental commitment to attracting, recruiting and retaining disabled people and supporting them in achieving their full potential. We run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria for the advertised role. To be considered for an interview, you must have:
• A physical or mental impairment which has a substantial and long term (over 12 months) adverse effect on your ability to carry out normal day to day activities; or a long-term health condition.
• Demonstrated that you meet all the minimum qualifying criteria set out in the advertisement for the post at the application and testing stages.
A full definition and examples of conditions can be found on this webpage. You will be asked at the initial application stage if you wish to apply via the scheme. 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.

Alongside your salary of 72,664, Department for Work and Pensions contributes 21,050 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. DWP have a broad benefits package built around your work-life balance which includes:
• Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
• Generous annual leave - at least 23 days on entry, increasing up to 30 days over time (pro-rata for part time employees), plus 9 days public and privilege leave.
• Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
• Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
• Family friendly policies including enhanced maternity and shared parental leave pay after 1 year's continuous service.
• Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
• An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Women's Network, National Race Network, National Disability Network (THRIVE) and many more.