The Department for Work and Pensions is the UK’s largest public service department with more than 80,000 colleagues serving 22 million people and processing payments of more than £180 billion per year. The work of the Department is critical to keeping children out of poverty, supporting people to find employment and creating a fair and affordable system to improve the life chances of society’s most vulnerable people.
As HR Director, Strategy you will be a key member of the HR Senior Leadership Team reporting to Debbie Alder, Director General for HR (DWP). A highly visible role, you will lead a team of more than 100 people, collaborating with colleagues and the Permanent Secretary to shape the future vision and drive organisational transformation for a Department of significant scale. This transformation will be driven by employee experience and capability that makes a difference that really matters.
Developing a people strategy, employee experience and organisation design that actively supports the Department’s future business strategy to 2023.
Ensure the Department has an engaged, skilled and motivated workforce at all levels and the organisational capability to deliver the current strategic priorities and future strategic objectives.
Play an active part in the future direction and leadership of the Department through membership of the HR Executive Leadership Team.
Provide support and leadership to a highly effective, business-focussed HR function, motivating colleagues to ensure they reach their maximum potential and deliver high-quality professional support across the Department.
- A visible leader with a proven ability to attract, develop, and retain a diverse, engaged and high-performing workforce at all levels.
- A track-record of success in shaping and delivering significant organisation design and development within a complex and diverse multi-stakeholder environment.
- The ability to build highly effective and influential relationships at all levels, including engendering trust and providing challenge at Board level.
- Highly developed strategic thinking ability and the resilience to sustain the strategy and deliver at pace, often through high levels of ambiguity and organisational complexity.
We view recruitment as a two way process and therefore we will we will offer you the opportunity to have an informal conversation with Debbie Alder prior to the interviews and also with Julie Pinder, the current post holder, should you be successful following the shortlist stage.
Being mindful of the scrutiny on public sector pay, external candidates should expect their salary on appointment to be c. £120,000 per annum.
Existing Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary, while those appointed on level transfer will retain their existing salary.