Resourcing Lead (Jobshare)

Job Description \n
\nResourcing Lead (Jobshare) \n
\nSalary: National: £59,690 - £66,500 FTE. If the successful candidate is a current Civil Servant joining on level transfer, HM Treasury will honour their current substantive salary if higher. \n
\nContract Type: Permanent \n
\nWorking Pattern: This position is being recruited as a job share partner and can be between 0.5 and 0.7 FTE dependent on the preferences of the successful candidate, however, must cover at least Monday and Tuesday \n
\nLocation: Darlington (Feethams House) \n
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\nDo you want to be part of a friendly resourcing and diverse team and lead on recruitment policy for HM Treasury? If so, then this could be the ideal role for you! \n
\nAbout the Team \n
\nOur People and Capability Team are a diverse team of HR professionals who provide critical support to the department across a number of areas. We provide expert advice to enable the department to achieve its wider aims, delivering everything from day-to-day support to transformational change. We work closely with senior leaders to make sure that our work genuinely supports and makes valuable contributions to the organisation. You would be part of a friendly Resourcing team who are responsible for the full range of resourcing policies across HMT, as well as redeployment. We handle complex casework and contract manage several providers of recruitment services. We sit in the Resourcing and Reward Branch and work alongside other HR teams such as Casework & Policy, Workforce Planning and Talent and Capability to provide a comprehensive HR service to the Department. \n
\nThe key responsibilities of the post-holder will be: \n
\nLead on recruitment policy for HM Treasury. Implement a new framework for Civil Service recruitment expected in early 2027 and update policy to reflect the new framework. This will include working with people across the department to inform the approach to roll out and developing training. \n
\nAdvise seniors on resourcing policies and governance to enable the department to meet headcount targets. Implement any changes required to recruitment controls, including designing processes and communicating to the department. \n
\nAdvise hiring managers and leaders on workforce planning and resourcing decisions. This includes working with the senior Workforce Panel to agree recruitment approaches, handling resourcing policy queries and escalations, advising on the planning and terms of loans and secondments, and problem solving on unusual and senior resourcing needs. \n
\nLead on the redeployment of staff without a permanent role, including agreeing policy changes as required, overseeing the matching processes, and handling queries and escalations. Engage regularly with Trade Unions on the progress of redeployment and policy issues. \n
\nProvide leadership to the operational recruitment and onboarding teams, including supporting the teams through the introduction of new systems and ways of working. The role will also include line management of at least one staff member. \n
\nDrive innovation and continuous improvement in recruitment and onboarding, working with the HR Operations Transformation project team and team leads to identify how technology and process changes can improve efficiency. \n
\nSupport the Head of Resource and Reward in the leadership and management of the branch and participate in wider People & Capability team activities and projects as necessary. \n
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\nAbout You \n
\nWe want you to be able to have the ability to weigh up conflicting stakeholder perspectives, policy and risks and make recommendations in the best interest of the organisation as well as being able to understand fast changing organisational needs and ensure that team’s work aligns to these. We would like you to have experience of delivering a complex piece of work / project which involved a significant element of stakeholder engagement. Ideally, this project would involve a people focus. \n
\nQualifications \n
\nCandidates are not required to already hold a qualification but should be willing to work towards a CIPD qualification once in post. \n
\nSome of the Benefits our people love! \n
\n25 days annual leave (rising to 30 after 5 years), plus 8 public holidays and the King’s birthday (unless you have a legacy arrangement as an existing Civil Servant). Additionally, we operate flexitime systems, allowing employees to take up to an additional 2 days off each month \n
\nFlexible working patterns (part-time, job-share, condensed hours) \n
\nGenerous parental and adoption leave packages \n
\nAccess to a generous Defined Benefit pension scheme with employer contributions of 28% \n
\nAccess to a cycle-to-work salary sacrifice scheme and season ticket advances \n
\nA range of active staff networks, based around interests (e.g. analysts, music society, sports and social club) and diversity \n
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\nFor more information about the role and how to apply, please follow the apply link. \n