The Home Of Flexible Working, Find Your Flex Logo

Deputy Director, Cabinet Office HR

It is an exciting period to be working at the centre of Government and this role in HR provides the opportunity to be at the heart of shaping and implementing people related change across Cabinet Office.

This is an important role with strong elements of strategy and delivery oversight. Fast paced and varied, the work involves considerable engagement with a complex range of senior stakeholders. The role holder will be accountable for delivering a wide range of HR priorities for the Cabinet Office, and ensuring that our people related strategies, services and products are developed to and maintained at the highest possible standards.

The post-holder will lead a team of c.30 people, to deliver a complex and varied HR portfolio. This portfolio may contain areas from across the HR spectrum. This post also has a key role in leadership for the wider HR directorate. The post holder is part of a small senior team reporting to the Cabinet Office HR director.

The post-holder will need a strong track record in stakeholder management, able to persuade and influence at the most senior levels. They will need impeccable organisational and leadership skills, and proven experience for delivering in a pressurised environment. This role requires the ability to independently think on your feet to deal with unexpected events and unique challenges.

This is a truly a varied and challenging leadership role. All our Deputy Directors are expected to be interchangeable and could be asked to change portfolio during their time with the Cabinet Office. They are expected to play an active role in leading the HR Group as a whole and to contribute to the leadership of the wider Department and Civil Service.

Key Activities and Accountabilities

• Lead on a broad range of people related work streams to ensure the Cabinet Office has an engaged, skilled and flexible workforce and the organisational capability to deliver its strategic objectives;
• Overseeing the development of high quality, intuitive; strategies, policies and procedures to drive cultural transformation across the Department;
• Providing strategic direction and leadership on people issues to ensure
effective HR practices are in place that offer the highest quality support to the Cabinet Office workforce;
• Developing and leading a highly effective and business-focused HR team, providing direction, motivation and leadership to staff within the team to ensure they reach their maximum potential and deliver high quality
professional support across the Cabinet Office;
• Providing expert advice on a range of operational, pay, casework and strategic HR issues;
• Responsibility for own HR budget and prudently controlling resources within that budget to minimise variance from targets;
• Play a full part as a senior member of the HR community across the Civil Service, contributing to its development as a profession.

Person Specification

Essential Criteria

• Significant experience in a variety of HR leadership roles with a depth of experience across the HR spectrum. This may include the implementation of change programmes, HR projects or policies, organisational design and development, diversity and inclusion, or leading HR operations;
• Strong visible leadership with a proven ability to attract, develop, and retain a diverse, engaged and high-performing workforce at all levels of an organisation;
• Evidence of building relationships quickly including effective and credible engagement of senior stakeholders, and nurturing these relationships into collaborative partnerships that foster cultural transformation;
• Highly developed strategic thinking ability and the resilience to sustain the strategy and deliver at pace, often through high levels of ambiguity and organisational complexity;
• Evidence of delivery of policies, projects or programmes in a fast paced and politically complex environment;
• Demonstrable and visible commitment to growing diverse and inclusive cultures across complex, matrix-led organisations;
• A relevant HR professional qualification (Chartered Membership of CIPD or equivalent), and commitment to own continuing professional development.