HR Deputy Director

As one of DSIT’s HR Deputy Director, you will play a critical role in developing the DSIT people strategy. You will be working collaboratively and creatively to establish DSIT as a great place to work building on the Machinery of Government changes that brought civil servants together from 3 government departments to form DSIT., This is a unique and exciting opportunity for an ambitious and experienced HR leader to help shape the direction of the department and the HR function. Initially, a strong focus of this role will be working with the HRD to build a high-performing HR function for DSIT, alongside supporting the development of shared HR functions between multiple government departments. The role will naturally evolve over time as the HR function is established and the department matures.
You will be recognised as an influencer across HR, DSIT and CSHR, responsible for delivering and collaborating across a multi-disciplinary HR activity, which may including but not limited to the following assortment of areas:

• Pay & Reward


• Policy and Employee Relations


• Talent & Resourcing


• HR Strategy


• Inclusion and Culture


• Organisation Design and Development


• Business Partnering


• Strategic Workforce Planning


• Places

Reporting to the HR Director and with direct line management of HR experts within the relevant field, your teams will be responsible for designing the people systems and practices that will continue to shape the department, going into its second year. You will be at the forefront of the innovative HR shared functions approach and will work collaboratively with supporting departments to ensure effective use of combined HR expertise.
The role holder’s responsibilities include:
• Providing direct leadership, for a team of HR professionals of various specialisms, responsible for the harmonisation of People policies and systems from DSIT’s 3 legacy departments.
• Collaborate with the HR Director and senior management to develop HR strategies that align with departmental objectives. Contribute to the formulation of long-term HR plans and policies to support the department.
• Provide challenge, support and development opportunities to individuals within the team, ensuring high-quality performance in their post and as a HR professional.
• Work collaboratively with other colleagues on the HR and Corporate Services Senior Management Team within DSIT to provide strategic direction, decision and challenge within the HR function.
• Act as a sounding board to the team and as an escalation route (up to Director General / Permanent Secretary) for any complex issues arising.
• Lead or participate in HR projects and initiatives aimed at enhancing departmental effectiveness, improving employee experience, and driving HR innovation.
• Work with colleagues from across CSHR to continue to strengthen the HR professions delivery and establishment of the Shared Functional HR services with DSIT., 1. A CV setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, relevant achievements in recent posts,
together with reasons for any gaps within the last two years.
2. A Statement of Suitability (no more than 750 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for
the role, with particular reference clearly linked to the essential criteria in the person specification.
3. Final Interview
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security
Successful candidates must undergo a criminal record check.
People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements
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)
+ 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)

Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).
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.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).
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The successful candidate will be a strong, credible leader, and will need to show evidence of their capability in the following areas:
• Strong leadership and management skills with the ability to motivate and develop high-performing teams across a wide ranging portfolio of delivery.
• Extensive experience and in-depth knowledge of HR principles and practices.
• Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the department.
• Strategic thinker with the ability to translate business goals into HR initiatives and actions aligned with organisational objectives and implementing plans to address current and future workforce needs.
• Analytical mindset with proficiency in HR analytics and data-driven decision-making.
• Proven track record of driving HR initiatives and delivering results in a dynamic and fast-paced environment.
• The ability to deal with ambiguity and pace as well as being able to lead a team through change.
• Excellent verbal and written communication skills, with the ability to convey complex information clearly and concisely to a range of audiences., Fellowship CIPD or willingness to work towards

Alongside your salary of £75,000, Department for Science, Innovation & Technology contributes £20,250 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
The Department for Science, Innovation and Technology offers a competitive mix of benefits including:
+ A culture of flexible working, such as job sharing, homeworking and compressed hours.
+ Automatic enrolment into the Civil Service Pension Scheme, with an average employer contribution of 27%.
+ A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30.
+ An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue.
+ Access to a range of retail, travel and lifestyle employee discounts.
+ A hybrid office/home based working model where staff will spend a norm of 40-60% of their time in the office (minimum of 40%) over a month with flex dependent on balancing business and individual need.