24123 - Head of Tribunals Strategy and Irregular Migration

### Salary
The national salary is £71,381 - £80,419. London salary is £75,674 - £85,257. Your salary will be dependent on your base location

Job description

Head of Tribunals Strategy and Irregular Migration

Grade 6

Civil, Family, Tribunals & Administration of Justice Directorate

The Directorate is recruiting permanently for Grade 6 – Head of Tribunals Strategy and Irregular Migration. This campaign is open to all staff within the Ministry of Justice and is available on level transfer and substantive promotion.

Candidates are reminded that to be eligible for this campaign; you must still be employed by the Ministry of Justice as a civil servant at the point of accepting the role.

If you resign or your FTA contract ends before you are made and accept an offer, you will become ineligible and you will be withdrawn from the process.

Location:

Successful candidates will have the option to be based at one of the following locations:

- 102 Petty France, London
- 5 Wellington Place, Leeds

Occasional travel between the two locations may be required. We offer a hybrid working model, allowing for a balance between remote work and time spent in your base location (102 Petty France or 5 Wellington Place Leeds) .

Ways of Working

At the MoJ we believe and promote alternative ways of working, these roles are available as:

- Full-time, part-time or the option to job share
- Flexible working patterns

We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity

Salary

Existing Civil Servants will have their salary calculated in accordance with the Department’s pay on transfer / pay on promotion rules.

The Ministry of Justice (MoJ)

MoJ is the largest government department, employing over 90,000 people with a budget of approximately £10 billion. Each year, millions of people use our services across the UK - including at 500 courts and tribunals, and 133 prisons in England and Wales.

Further information can be found at https://www.gov.uk/government/organisations/ministry-of-justice

The Work of the Tribunals, Fees and Irregular Migration Division

The division is responsible for 3 key policy areas:

Tribunals

The Tribunals system is part of the system of Courts and Tribunals. This includes a wide range of matters, including appeals in relation to welfare benefits, entitlement to come to, or remain in, the UK, the lawfulness of detention under the Mental Health Act 1983, as well as appeals against tax assessments, and decisions of regulators appeals. The Tribunal system also handles disputes about employment rights, and in relation to certain housing matters.

The division supports the Lord Chancellor on all aspects of the policy area, including taking forward primary and secondary legislation; developing and implementing policy reforms to improve the efficiency and effectiveness of the Tribunal system; as well as providing briefings for Ministerial meetings, and for answers to Parliamentary Questions; and supporting the work of the Tribunal Procedure Committee.

Irregular Migration

Tackling Irregular Migration and clearing the asylum backlog is one of the Government’s top priorities. The division has overarching responsibility for shaping and implementing policy across the MoJ in this area, and in particular, in ensuring the fair and effective administration of the immigration appeals system.

The Immigration and Asylum Tribunal is facing exceptional demand pressures, largely due to the high level of asylum claims and related drive to clear the asylum claim backlog. The division works across Government and the MoJ to shape policy proposals across this area in response to this challenge. The team is also responsible for implementing any justice reforms in this area, including those driven by policy changes in the wider asylum and immigration system. As such we work closely with stakeholders (including the Home Office, No. 10, His Majesty’s Court and Tribunal Service, Judicial Office & the Legal Aid Agency).

Court and Tribunal Fees

Court and tribunal fees are charges paid by court or tribunal users for specific services provided by HM Courts & Tribunals Service (HMCTS), such as issuing a claim, filing an appeal, making an application, requesting a hearing, or obtaining certain documents. These fees contribute towards the cost of administering the justice system.

The division has responsibility for shaping and implementing fees policy across the MoJ. The team works with experts and stakeholders – financial, legal, analytical services, operational teams, the judiciary, legal professions and other government departments to design the way we set fees across HM Courts and Tribunals Service, the Office for the Public Guardian and the Supreme Court. Delivering effective fees policy ensures that essential income is generated for the department (reducing the burden on the taxpayer), while protecting access to justice for people and organisations to enforce, defend or protect their rights.

Head of Tribunals Strategy and Irregular Migration - the role

We are looking to recruit a Grade 6 Head of Tribunals Strategy and Irregular Migration. This involves working closely with a range of cross government stakeholders and MoJ agencies, including key delivery partners such as HMCTS, Judicial Office and the Legal Aid Agency, as well as with analysts, legal and finance leads. This post holder will also work closely with other government department’s policy and operational teams.

This is a high profile and fast paced role; the post holder will be required to respond to developments and changing priorities at short notice.

A key part of this role involves leading the team responsible for addressing Tribunals Demand, which is a key priority for the Lord Chancellor. Demand across several major tribunal jurisdictions is growing faster than the system can sustainably absorb. This means longer waits for users to resolve issues, which can have a profound impact on their lives.

We are therefore pursuing a wider programme to modernise the tribunals system so that it is better able to respond to rising demand, which the post holder will be responsible for. This portfolio of work will focus on developing policies to: hold other government departments more accountable for the demand they create, develop policy for technology and AI to modernise the system, encourage earlier resolution of disputes, better manage judicial capacity and reducing avoidable demand.

In addition to the above programme of work, the role will be responsible for leading all cross-cutting elements of tribunals policy, both proactively and reactively. This includes for example, cross-cutting analysis and Ministerial and Senior Official briefing on issues such devolution, quarterly receipt and caseload statistics, modernisation and funding.

The role also includes leadership of the MoJ’s contribution to Hotel Exit in the Irregular Migration portfolio. This involves shaping MoJ’s policy response to unprecedented demand in the Immigration and Asylum Chamber, working flexibly and credibly across Government to secure progress.

Across the whole portfolio, this role will include:

- Providing the highest quality advice to Ministers to help shape and define the direction of tribunals strategy and irregular migration policy, advising Ministers and senior officials on the more contentious aspects of the policy area, including risks and mitigations, and ensuring that Ministerial policy decisions are implemented at pace.
- Initiating policy development and implementation in this high-profile area, working at pace and in partnership with analytical, legal and operational colleagues.
- Developing and maintain influential and effective relationships with key stakeholders across government, including the Home Office, His Majesty’s Court & Tribunals Service and representing the Department at cross-Government meetings.
- Leading and developing a high functioning policy team, fostering a culture of continuous improvement, innovation and diversity in policy making.
- Taking a wider responsibility for culture and staff experience across the Directorate and beyond.

Skills and Experience

Essential:

- Excellent strategic thinking skills, including the ability to set direction for a portfolio of work in a high-profile, high-pressured and complex policy area.
- Ability to lead, manage and mobilise experts, including analytical and legal as well as operational teams, to deliver policy outcomes through and with others.
- Highly effective communication skills and the ability to analyse, interpret and translate complex policy and legislative issues into clear advice for Ministers.
- Personal credibility and excellent stakeholder and relationship management skills, with the ability to build effective relationships, influence and challenge at senior levels, including with colleagues in OGDs and operational organisations.
- Ability to establish and manage a high performing team, creating a culture of diversity, inclusion and continuous improvement.
- Ability to manage staff through periods of ambiguity and change, and to help teams navigate the day-to-day complexity of working with OGDs and operational organisations.

Desirable:

- Knowledge and understanding of the courts or tribunal system.

Additional Information

- If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.
- Candidates applying from HMPPS should note that the Ministry of Justice does not have the same conditions of employment as HMPPS. It is the candidate’s responsibility to ensure they are aware of the terms and conditions they will adopt should they be successful.
- The MoJ is proud to be Level 3 Disability Confident. Disability Confident is the approach through which we offer guaranteed interviews for all people with disabilities meeting the minimum criteria for the advertised role as set out in the job description.

Application process

You will be assessed against the Civil service success profiles framework .

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Experience

You will be asked to provide a CV during the application process to assess any demonstrable experience, career history and achievements that are relevant to the role.

You will also be asked to upload a Statement of Suitability of no more than 1000 words stating what you would bring to the role, with reference to the Skills and Experience listed above.

Successful applicants will be invited to an interview, testing both behaviours and strengths.

Candidates invited to Interview

Please note that interviews will be carried out remotely.

At interview you will be assessed against behaviours where you will be asked to provide examples of how you have demonstrated them. In addition, you will also be asked strength-based questions.

Behaviours:

The following Behaviours will be tested at interview:

- Seeing the Big Picture
- Leadership
- Working together

It may help to use one or more examples of a piece of work you have completed or a situation you have been in and use the WHO or STAR model to explain:

- WHO - What it was? How you approached the work/situation? What the Outcomes were, what did you achieve? Or
- STAR - What was the Situation? What were the Tasks? What Action did you take?  What were the Results of your actions?

Please also refer to the CS Behaviours framework for more details at this grade:

Success Profiles: Civil Service behaviours - GOV.UK

Strengths:

It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this. Further information on Civil Service Strengths can be found via this link Success Profiles: Strengths - GOV.UK

Interviews are expected to take place in December 2026.

Contact information

If you would like to know more about this role, please contact [email protected]

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 - 24123

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

### Guidance for the Statement of Suitability
Candidates to state what they would bring to the role, with reference to the skills and experience listed in the job advert
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here (https://www.gov.uk/government/publications/success-profiles/success-profiles-strengths).

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.