Job Description

Details

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Reference number

430481
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Salary

56,745 - 63,051
A Civil Service Pension with an employer contribution of 28.97%
GBP
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Job grade

Senior Executive Officer
UKRI Band F###

Contract type

Fixed term###

Length of employment

12 Months###

Business area

UKRI - Human Resources###

Type of role

Human Resources###

Working pattern

Full-time, Part-time###

Number of jobs available

2

Contents

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Location About the job Benefits Things you need to know Apply and further information

Location

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Didcot, Warrington

About the job

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Job summary

About the role

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Two 12-month opportunities exist for HR Strategic Business Partners to partner with senior leaders in the Science and Technology Facilities Council developing and directing an HR agenda that closely supports organisational and business goals and builds organisational and people capabilities. These opportunities have arisen as STFC embarks on a Transformation Programme requiring additional resource to join the STFC HR business partnering team.



The roles will support the development of local people strategy and, with the support of HR community and centres of expertise, deploy appropriate processes and solutions throughout the business.



The roles will be based at Rutherford Appleton Laboratory in Oxfordshire or at Daresbury Laboratory in Cheshire although travel to all STFC UK sites will be required on a regular basis.



Whilst hybrid working is encouraged, the roles would normally be on-site at least 3 days per week.

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Job description

Your responsibilities:

Developing trusted partnering relationships with leaders/managers, building professional credibility and mutual trust. Supporting leaders/managers in navigating business transformation and culture change activities through providing advice, challenge, coaching and being 'a critical friend' across their access to and use of the full range of HR services. With the HR Operations team, ensuring effective HR service delivery to managers and employees, meeting regularly to review themes arising from queries, requests, casework and campaigns; and address any issues, complaints or ideas arising. Developing and delivering a programme of interventions to ensure that current and future skill/capability requirements are captured and prioritised as part of the skills strategy and incorporated into learning and development programmes. Providing challenge, suggestions and interventions for restructuring, improved ways of working, team effectiveness, productivity and morale, and changing working practices - sharing insights and drawing in the centres of expertise support for local managers/leaders as required. Supporting the rollout of new initiatives (eg workforce planning, performance management, leadership and learning), engaging effectively with leaders/managers to ensure their buy-in to the changes, and delivery against UKRI and local objectives. Overseeing the development and delivery of people related planning initiatives (eg workforce and budget plans, risk registers) to ensure the agenda is understood and debated by managers/leaders. With Resourcing and HR Operations, ensure effective attraction/selection/hiring, appointment, redeployment, secondment, exit and termination. Supporting the delivery and local implementation of the annual HR business lifecycle and manage the local deployment of reward and performance management to deliver alignment and compliance. Supporting the development of local people management capability, working with colleagues in HR Operations to ensure access to good advice and encourage adoption of self-service. Maintaining oversight of local employee relations cases to ensure that risk profile is understood, cases are consistently resolved, root causes identified and tackled, and that escalated cases are concluded satisfactorily. Analysing and gathering insight from HR data, surveys and other feedback to monitor and report on KPIs, to diagnose issues/trends/concerns, ensuring that mitigations/plans are in place and escalating as necessary. Creating and delivering HR programmes to embed initiatives, support cultural and behavioural change and deliver transformation projects of varying scope. Providing MI on projects/initiatives, giving the appropriate risk assurance to stakeholders. Supporting the local delivery of a range of UKRI HR projects and programmes, ensuring that initiatives are prioritized and delivered with impact and pace, follow recognized portfolio, programme and project management methods, consider all people implications, opportunities and risks, and deliver agreed people benefits. Line Management responsibilities for one or more team members ###

Person specification

The below criteria will be scored during Shortlisting (S), Interview (I) or both (S&I).

Essential

CIPD membership and/or University Degree or equivalent relevant professional experience (S) In depth knowledge and experience of successfully leading in a variety of HR roles in complex organisational environments/specialist workforces (including demonstrable organisational development experience) (I) Experience in developing local people focused interventions (set within an overarching HR strategy and frameworks) that support performance management, talent, leadership and capability development, workforce planning, recruitment, behaviour and culture change. (S&I) Demonstrable collaboration skills, and experience of influencing stakeholders and decision makers (S&I) Experience in using data and analytics to bring new insight, demonstrate impact and return on investment. (I) Strong influencing and communication skills with experience of empowering diverse teams to drive change, engagement and capability development, inclusion and diversity. (S&I) Experience of managing and prioritising multiple change management and project management workstreams (S&I) Experience of leading and developing individuals and small teams (S&I)

Benefits

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Alongside your salary of 56,745, UK Research and Innovation contributes 16,439 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.Learning and development tailored to your role An environment with flexible working options A culture encouraging inclusion and diversity A Civil Service pension with an employer contribution of 28.97%

Things you need to know

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Selection process details

1st interview incl presentation


Interviews will either take place remotely via Teams or in person, face to face.



Feedback will only be provided if you attend an interview or assessment.###

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 .



See our vetting charter .
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) 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
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Working for the Civil Service

Please note this Post is NOT regulated by the Civil Service Commission.
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.###

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 and the Civil Service Diversity and Inclusion Strategy .

Apply and further information

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Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.###

Contact point for applicants

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Job contact :

Name : Recruitment Team Email : recruitment@ukri.org
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Recruitment team

* Email : recruitment@ukri.org