23516 - Joint Head Judicial Workforce & Attraction Team: Attraction & Outreach

This vacancy is only available to existing Civil Servant employees and employees of accredited non-departmental public bodies (NDPBs). Please review the "Eligibility" section before you apply.

Job description

Joint Head of Judicial Workforce & Attraction: Attraction and Outreach

Grade: Grade 7

Directorate / Team: Judicial Office HR – Judicial Workforce & Attraction Team

Reports to: Head of Centres of Expertise, Judicial Office HR

Location: Royal Courts of Justice, London

Salary: £63,343

Contract: Permanent

Judicial Office

The Judicial Office reports to, and is accountable to, the Lady Chief Justice. We support the Lady Chief Justice and the wider judiciary in upholding the rule of law and delivering justice impartially, speedily and efficiently. We also support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

We are an Arm’s Length Body sponsored by the Ministry of Justice. Our work sits in a distinctive and complex environment: priorities are agreed with the senior judiciary and delivered in close partnership with HM Courts & Tribunals Service, the Ministry of Justice, the Judicial Appointments Commission, other government bodies and the legal professions.

Judicial HR

Judicial HR is not a typical HR function. Everything we do must meet the often complex needs of judicial office holders, who are not employees or civil servants. The Centres of Expertise portfolio provides specialist leadership across strategic judicial resourcing, HR policy and strategy, and welfare and casework.

Summary of the role

The Judicial Office is seeking a Grade 7 Joint Head of Judicial Workforce & Attraction: Attraction and Outreach, to provide strategic leadership for attraction, outreach and candidate pipeline development relating to judicial recruitment.

This is a new, dedicated leadership role within the Judicial Workforce & Attraction Team. It has been created to strengthen how we plan and deliver attraction activity. The postholder will lead outreach activity in support of judicial recruitment exercises, oversee judicial work shadowing and candidate support, and develop a more evidence-led approach to candidate preparedness and attraction. They will work across a complex stakeholder landscape to ensure activity is targeted, inclusive, well governed and aligned with future judicial workforce needs.

Responsibilities

- Lead the development and delivery of a coherent judicial attraction and outreach strategy, ensuring activity is planned early and aligned with current and future judicial workforce requirements.
- Use eligible pool analysis, recruitment outcomes, candidate feedback and wider workforce insight to identify pipeline gaps, target activity and evaluate impact, particularly for salaried and hard-to-fill roles.
- Develop a joined-up candidate preparedness offer, providing strategic oversight of outreach seminars, judicial work shadowing, study groups and relevant elements of candidate support programmes.
- Improve how judicial opportunities are presented by reviewing candidate information, adverts and seminars, and by exploring how flexible working models may support attraction.
- Build effective partnerships with the Judicial Appointments Commission, HM Courts & Tribunals Service, the Ministry of Justice, the judiciary, professional bodies and internal Judicial Office colleagues
- Provide visible leadership, high-quality advice and effective governance, ensuring attraction and candidate support programmes are accessible, fair, consistently managed and focused on agreed priorities.

Who we are looking for

You will be a strategic and improvement-focused leader who can create clarity in a developing area, use evidence to make sound decisions and bring partners with you. You will understand how attraction and outreach contribute to immediate recruitment delivery, diversity objectives and the long-term sustainability of the judiciary.

Essential knowledge, experience and skills

- Experience of leading strategic attraction, outreach, recruitment, workforce planning, talent, diversity or pipeline development activity.
- Strong ability to use data, evidence and insight to shape priorities and inform senior decision-making.
- Experience of working with senior stakeholders and building effective partnerships across organisational boundaries.
- Experience of working with professional bodies, legal networks, senior office holders or independent appointments processes
- Excellent written and verbal communication skills, with the ability to produce clear advice, briefings and strategic recommendations.
- A strong understanding of judicial recruitment principles and processes; knowledge of judicial appointments and judicial resourcing.
- CIPD qualified (Associate Level 5) or equivalent

Behaviours for recruitment / Success Profiles

- Seeing the Big Picture
- Managing a Quality Service
- Communicating and Influencing
- Making Effective Decisions

Assessment process at application

- An anonymised CV.
- A statement of suitability of up to 1,000 words.

If a high number of applications is received, an initial sift may be conducted on the CV. Candidates who pass the initial sift will either progress to a full sift, where all application criteria are assessed, or progress directly to interview.

Assessment process at interview

Interview by Microsoft Teams. Candidates will be assessed against the advertised behaviours and experience.

Additional Information

Working Arrangements & Further Information

The MoJ 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 MoJ 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: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map . All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ 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. MoJ 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 MoJ’s Flexible Working policy.

Benefits

The MoJ 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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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 www. www.GOV.UK (https://www.gov.uk/help-with-childcare-costs/tax-free-childcare) or Childcare Choices (https://www.childcarechoices.gov.uk/) . 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 Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected] (mailto:[email protected]) );
- To Ministry of Justice Resourcing team ( [email protected] (mailto:[email protected]) );
- To the Civil Service Commission (details available here (https://civilservicecommission.independent.gov.uk/recruitment/recruitment-complaints/) )

As a Disability Confident employer, MoJ 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. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

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 TBS Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos .

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 .

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families (https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.gov.uk%2Fsettled-status-eu-citizens-families&data=05%7C01%7Cchristopher.jeffery%40soprasteria.com%7C8a2293860362402c15da08dbf4cff146%7C8b87af7d86474dc78df45f69a2011bb5%7C0%7C0%7C638372946312587803%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=s%2BxUsev%2BGeeK%2FLgTUjpjfTJu%2FjpKQZ%2BQPJXNduvik3Q%3D&reserved=0)
- 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 (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference: 23516

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail [email protected]

Please quote the job reference: 23516

### Guidance for the Statement of Suitability
As part of the application process please submit a tailored CV demonstrating how your skills, knowledge and experience meet the requirements of the role. Please provide a personal statement, of up to 1,000 words, demonstrating how you meet the essential criteria of the role.

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.