As the Deputy Director for People Process & Technology, you will have responsibility for translating the HR Digital Strategy into deliverable, user centric programmes that bring a positive impact for our customers.
This is an exciting time to join us. The successful candidate will have an influential role to play not just in HMRC and the delivery of key projects like ServiceNow as part of HR Transformation, but across other government departments through working closely on Government Shared Services and the SAP cluster. This role reports into the Director HR Design, Technology and Operations.
You’ll bring experience of designing and evaluating solutions to deliver large scale change that adds value. You will have proven experience of providing strategic and technical leadership to a multi-disciplinary team. You will have knowledge of the contemporary digital HR landscape, particularly ServiceNow and SAP SuccessFactors.
You will have a recognised programme management qualification, experience of managing large budgets and have built processes and people teams to deliver change for the future. You will bring experience of leading process optimisation practices to drive sustainable improvements in business performance, and experience of working at senior level in a large complex organisation.
• You will be responsible for developing programmes that will support the HR function deliver products and services that are efficient, highly effective and user centred.
• You will develop, manage, monitor and implement the HR digital strategy in line with organisational values, objectives and priorities.
• You will create and support an environment of digital innovation and best practice, ensuring the use of technologies benefits our 65,000 colleagues across HMRC, supporting business objectives and new growth opportunities.
• You will lead a multi-disciplinary process team of about 40 who will undertake this work with our HR business process owners to deliver process and content improvements in terms of employee experience, efficiency and opportunities for automation and optimising technology.
Applicants should be able to demonstrate their experience and capability in the following areas:
• Experience of driving large scale business change, supported by a recognised programme management qualification.
• Recent experience of process optimisation and how that work aligns to successful roll out of HR technologies.
• Understanding of how HR technologies, specifically ServiceNow and SAP SuccessFactors, can drive benefit for customers and the broader business.
• Delivering customer centric solutions that improve both experience and outcomes.
• An excellent people leader with outstanding relationship and stakeholder management skills.
• Strong influencing and communication skills, ability to work closely with operational leaders to deliver great results.
Candidates are required to have a recognised programme management qualification.
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension
Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and you’ll benefit from regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you’ll be entitled to a large range of benefits.
• 25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to your public/bank holidays.
• This will be complemented by one further day paid privilege entitlement to mark the Queen’s Birthday.
• Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
• A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
• Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
• Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
• The use onsite facilities including fitness centres and staff canteens (where applicable).
• Occupational sick pay.
Things you need to know
Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check.
See our vetting charter.
People working with government assets must complete basic personnel security standard checks.
Selection process details
To apply for this post, you will need to complete the online application process which includes completing the application form as outlined below:
1. A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.
2. A Statement of Suitability (no longer than two pages) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.
Failure to submit a CV and a Statement of Suitability will mean we only have limited information on which to assess your application against the criteria in the person specification. Please ensure that the two documents contain your full name.
Should you encounter any issues with your application please get in touch with us on: email@example.com
If you do not receive an acknowledgement of your application within 48 hours, please contact us.
An application pre-sift will be conducted by the SCS Recruitment Team followed by an in-depth review by the Vacancy Holder and Panel.
The panel will assess and select applicants who demonstrate the best fit with the role by considering the evidence provided against the criteria set out in the ‘Person Specification’. Failure to address any or all of these may affect your application.
A decision is expected to be made by week commencing 31st January 2022 and all shortlisted candidates will be advised of the outcome shortly afterwards.
All shortlisted candidates may be offered an opportunity to have an informal conversation with a member of the panel. This is not an assessment phase but is an opportunity for each candidate to gain greater insight into the context of the role. This is optional, but highly recommended.
If shortlisted for interview, you may be asked to take part in an Individual Leadership Assessment .
These are a series of psychometric tests that do not result in a pass or fail decision, rather, they are designed to support the panel’s decision making and highlight areas for further exploration at interview.
Full details of the assessment process will be made available to shortlisted candidates should they be required.
We will send you a copy of any report for any assessment that you may have undergone as part of the recruitment process (where applicable).
You will be asked to attend an interview for a more in-depth discussion of your previous experience and professional competence.
We will also ask you to prepare a 5 minute verbal presentation. Details will be issued in advance of your interview.
Given the current situation with the pandemic, interviews are being conducted via video (full instructions will be issued prior to interview).
Regardless of the outcome, we will notify all candidates as soon as possible once all interviews have concluded.
As part of the recruitment process, we may share your data and assessment results internally with our SCS Talent team. This will provide insight into how to support your development and wider talent management, should you be successful in your application. If you do not want your data to be shared, then please inform the team by emailing firstname.lastname@example.org
Feedback will only be provided if you attend an interview or assessment.
This job is broadly open to the following groups:
- UK nationals
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the Republic of Ireland
- nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)
- relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
- relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
- certain family members of the relevant EU, EEA, Swiss or Turkish nationals
Further information on nationality requirements
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.
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.