About the job
The Office for National Statistics (ONS) is the UK’s largest producer of official statistics, covering a range of key economic, social and demographic topics. These include measuring changes in the value of the UK economy, estimating the size, geographic distribution and characteristics of the population, and providing indicators of price inflation, employment, earnings, crime and migration.
ONS is committed to creating a working environment where we are all consistently inspired to deliver our best work. Our HR team is at the forefront of implementing industry-leading, game-changing people practices. As double CIPD award winners, our commitment to improving people fundamentals is coupled with our drive towards more innovative approaches enabling us to attract, nurture and retain the best.
Reporting to the Deputy Director of Strategy and Organisational Effectiveness, you will lead a team of circa 12 HR professionals working within the team’s three core strands of Inclusion, Culture and Wellbeing.
The Inclusion, Culture and Wellbeing lead is a strategic role within the People and Business Services senior leadership team. Your focus will be to drive the development of an enhanced ONS workplace culture with the right behaviours, performance and employee involvement to create a brilliant place to work. Ensuring alignment to the ONS Strategy, People Plan and wider Civil Service agendas will also be crucial for success. You will be a key, visible leader for Inclusion, Culture and Wellbeing across the organisation and government, working with HR colleagues, Business Partners and other internal and external stakeholders to provide expert advice to the business to drive change and best practice.
Responsibilities• Lead and manage a team who focus on developing and embedding inclusion, wellbeing and culture improvement across the organisation, working collaboratively with the wider ONS people function and experts from across the Civil Service to support the delivery of this multi-faceted agenda.
• Take a systemic view of inclusion, wellbeing and culture that extends beyond the core ‘people’ systems to ensure change and improvement is embedded across all levers. This includes operating models, organisational design, governance and decision frameworks, strategic planning, investment and change and communications frameworks.
• Design, develop and implement organisation-wide inclusion, wellbeing and culture strategies with consistent core elements that drive towards delivering the overarching shift required, yet are tailored and impactful for different business areas and audiences across the organisation.
• Develop approaches and initiatives that enable all employees to engage with and align to the organisation strategy and help articulate and develop new ways of working that are required to deliver the organisation’s goals.
• Develop an approach and strategy to employee engagement which includes the annual People Survey encompassing full implementation, stakeholder plans and management, communication plans / initiatives, leader / team capability development and ongoing evaluation of engagement and focused actions in response to Survey experiences and feedback.
• Work with the People Analytics team to understand the wellbeing of the organisation using the PERMA model, particularly in terms of how effectively ONS is maximising its key strategic people levers of culture, leadership, talent, diversity and capability to achieve its purpose and organisational goals.
• Oversee development and delivery of the Inclusion and Diversity (I&D) strategy and approach for the organisation, ensuring alignment with the broader cultural development required and the Civil Service Diversity and Inclusion Standard and Practice Expectations. This will involve working with senior leaders, employee networks, the wider HR team and the business to assess organisational I&D maturity.
• Influence, educate and manage key stakeholders including the Board, Sub-Committees, the Executive Team and senior leadership teams across the business.
• Drive forward the full integration of the Inclusion, Culture and Wellbeing teams, which already work closely together, to embed clarity of shared purpose, a collaborative approach to work and effective, flexible resourcing.
• Build the capability of the HRBP Community to lead transformational cultural change in their Business Unit / Function by coaching business leaders and facilitating effective, constructive conversations.
• Continually review current and future state inclusion, culture and wellbeing goals for the organisation, identifying strengths, gaps and drivers to keep developing towards our optimum workplace.
• Strong people leadership and the vision to create and sustain a culture of accountability, ownership and delivery within the team. Ability to engage, inspire and motivate others, actively encourage them to be innovative and proactive and empower them to make decisions and take responsibility for those decisions.
• High levels of self-awareness and situational awareness with a natural ability to appropriately adapt their personal and leadership styles. Persuasive and adaptive negotiating skills.
• The ability to think systemically and to connect strategically complex pieces of work both current and into the future. Ability to deal with ambiguity and make positive use of the opportunities it presents and respond positively to complexity and uncertainty.
• Comfortable with data and curious about People Analytics. Ability to communicate insight to HR and business area colleagues and influence the ability to think laterally and strategically to generate people insights with business relevance.
• Excellent oral and written communication, interpersonal, facilitation and presentation skills. Ability to influence confidently across the depth and breadth of executive and senior leadership.
• Experience in leading and managing all the systemic elements that form part of change across large, complex enterprises, ideally across a range of industries and organisations.
• Subject matter expert in at least one of culture, wellbeing, engagement and diversity and inclusion.
We'll assess you against these behaviours during the selection process:
- Changing and Improving
- Working Together
- Seeing the Big Picture
- Making Effective Decisions