Job Opportunities in United Kingdom

£47,657 - £52,040

1

12 Months

London

London

London CTS Royal Courts of Justice, WC2A 2LL

SEO

SEO

Permanent

Full Time

Human Resources

Yes

Judicial Office/HR for the Judiciary/Leadership Development and Talent team.
Role: Leadership and Talent Lead
Grade: SEO
Role title:
Leadership Development and Talent Lead
Team/Directorate:
Centres of Expertise, HR for the Judiciary
Overview of the Judicial Office
This is standardised wording and cannot be amended.
The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005.
In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.
The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (Mo J) and others across Government as well as with the legal professions.
We are an Arm’s Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.
See JO staff talk about working here: https://design102.wistia.com/medias/uhgtmbtnlv
Overview of the team
The Leadership Development and Talent (LDT) team sits within the Centres of Expertise as part of Judicial HR. The team’s primary focus is to develop the range of support and interventions available to support leadership judges in their leadership roles. This includes both written material (guidance and intranet resources), activities (such as appraisal, mentoring and coaching) and interventions (such as induction events).
Hybrid Working Requirement
This is standardised wording and cannot be amended.
This position is eligible for hybrid working (current minimum requirement for time spent at base location is 60%, which is subject to business requirements).
Summary of the role
Reporting to the Head of the LDT team, the role involves scoping, developing and implementing a portfolio of forward-looking approaches aimed at supporting the judiciary’s ambition to ensure that it has both the expertise and flexibility to meet evolving demand and to ensure judicial office-holders are appropriately developed, including through leadership interventions, mentoring and appraisal.
The majority of the role is project based and the role holder will need to manage their portfolio of project work along with supporting the team’s wider activities (e.g. finance) The role contains a significant element of communication - both face to face with all levels of seniority, and especially, in producing high quality written material.
We are looking for an HR professional (qualified at level 5, or willing to work towards) with demonstrable experience delivering improvements in leadership development in a complex environment.
Responsibilities,Activities & Duties:

• Developing/designing and delivering leadership development and other events (which may take place either in person or on-line) ensuring effective HR and other content that addresses development priorities.
• Developing materials, guidance and other interventions (especially for the intranet) in an innovative way that reflects the current and future needs of the judiciary (for example using technology, podcasts, webinars as well as face to face events etc).
• Oversee provision of ongoing services/support in areas such as mentoring, feedback or coaching. Where necessary, manage relationships with external service providers.
• Work collaboratively with HR and colleagues across JO/Judicial College/Communications to deliver work objectives and to ensure that relevant stakeholder views are considered.
• Provide and contribute to papers/briefings and updates for senior judiciary and officials, including the Leadership Lead Judge, Lady Chief Justice and Judicial Executive Board.
• Management of LDT Team’s budget, using the JO bespoke finance system, including reporting and future planning.

Essential Knowledge, Experience and Skills
This role offers an opportunity for the successful candidate to apply their skills and experience in a unique context, that of supporting an independent judiciary, making the role substantially different from other civil service HR roles.
Essential Criteria

• Ability to successfully develop and deliver leadership development and other related interventions across a complex multi-faceted arena, taking into account different customer needs and concerns.
• Ability to confidently deliver and support delivery of face-to-face learning and development.
• Excellent communication skills (written and face to face) and ability to articulate and explain complex concepts in language appropriate for the audience.
• Excellent interpersonal, influencing and stakeholder skills, with the ability to build and use effective and credible relationships at all levels including with the judiciary.
• Flexible and resilient, with an ability to adapt to emerging or changing priorities.
• Knowledge of, and experience of using project management techniques.
• Ability and willingness to undertake budget management and reporting
• Level 5 CIPD qualified, or willing to work towards qualification within 18 months of being in the role.

Desirable Knowledge, Experience and Skills
Desirable Criteria

• Experience of working with Judicial Office Holders and knowledge of the judiciary.

Please contact iain.mckerrow@judiciary.uk if you would like to discuss this role
Behaviours (for Recruitment/Success Profiles):
We will assess you against the essential criteria set out above and against the following five behaviours. If you are successful for interview, please note you will also be assessed against the strengths element of the success profile framework
Success profiles – Behaviours (level 3):
1. Communicating and Influencing
2. Developing self and others
3. Leadership
4. Managing a Quality Service
5. Working collaboratively
Assessment process at application
Candidates will be sifted on their applications including the following behaviours:
1. Communicating and Influencing
2. Developing self and others
3. Leadership
4. Managing a Quality Service
5. Working collaboratively
There will be a lead behaviour of Communicating and Influencing (which in the event of a high number of applications will be used to sift applications on)
Assessment process at interview
Candidates for interview will be tested on the behaviours listed above, strengths and their experience respective to the Job Specification.

Working Arrangements & Further Information
The Mo J offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different Mo J sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.
Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.
For nationally advertised roles, the successful candidate(s) will be appointed to a Mo J office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.
Some of Mo J’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining Mo J who are new to the Civil Service. Staff joining Mo J from other civil service employers will transfer onto the new Mo J terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' Mo J terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.
Mo J candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.
All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. Mo J welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the Mo J’s Flexible Working policy.
Benefits
The Mo J offers a range of benefits:
Annual Leave
Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.
There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.
Pension
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
Training
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
Networks
The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.
Support

• A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service
The Civil Service Code 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)

As a Disability Confident employer, Mo J are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. Mo J are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.
For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.
You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.
Diversity & 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.

Estimated to be 16th and 17th December 2024

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com Please quote the job reference - 92133.

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