About the job

Job summary

We are looking to recruit an enthusiastic SEO Strategic Finance and HR lead in the Environmental Quality Directorate’s Chemicals Pesticides and Hazardous Waste (CPHW) Division. The Division delivers policies which ensure the effective management of chemicals throughout their life cycle, for everyone, the environment, and the economy. We work closely with a number of delivery partners to achieve our goals, including other Government Departments, as well as Government Agencies, Regulators, academia and international organisations.   

 

The role is in CPHW’s Business Management Team and is focused on managing and delivering key financial activities for the wider Division as well as taking forward other project management work as required. The team is currently made up of 0.3 G6, 1 x G7, 1 x SEO, 1 x HEO, 1 x AO. The post will report to the G7 Team Leader. We are looking for a confident professional who is accustomed to handling data at pace and information from a range of sources and translating it into comprehensive and informative outputs. We are looking for a candidate who can pro-actively drive forward deliverables, while understanding the bigger picture and building effective relationships with a range of staff across Defra, its agencies, and external parties. The role is pivotal to the functioning of the Division and offers the opportunity to work on a variety of exciting delivery workstreams.  

Job description

An overview of responsibilities is set out below:  

1) Lead on Divisional day to day budgets and support on future finance bids:  

• Responsible for managing CPHW’s finances: budget spend and forecasts and associated processes and reporting standards. This includes: 

• • Supporting the Deputy Directors and G6s on resource forecasting, cost estimations and financial management reporting
  • Working to track the actual and forecast Programme and Capital spend across the year for each of CPHW’s budgets
  • Attending monthly EQ finance leads meetings to develop and share best practice
  • Work with Defra Finance Business Partners to ensure current staffing structure and funding arrangements are reflected in workforce planning systems at DEFRA 
  • Complete detailed monthly checks against our actual transactions 
  • Manage discussions with CPHW’s delivery bodies (e.g. Health and Safety Executive, Environment Agency, Natural England) in regard to their actual and forecast budget and support the development of delivery agreements and Key Performance Indicators (KPIs) for each body
  • Facilitate training as necessary for CPHW, overseeing the processes
  • Manage the end-to-end payment process within CPHW – from contract to final closure of the purchase orders (including the end of year process) including working closely with evidence teams on contract milestones

• Working with various teams to support CPHW’s strategic financial bids into Government Budgets and Spending Reviews alongside the G7 and G6 in team, providing quality assurance across any proposed budgetary items. 

 2) Support the HEO in leading on Divisional strategic workforce planning and other cross-cutting HR matters:  

• Develop CPHW’s HR and People Plan
• Own the process for starters and leavers and run recruitment campaigns for the Division as required
• Support the development of CPHW’s performance management process
• Manage the process for CPHW’s performance management
• Manage CPHW’s workforce planner and organogram
• Support the tracking of our overall FTE and ensure that we are keeping within both budgetary and financial limits
• Resolve complex recruitment and HR issues as these arise
• Line manage 1 x HEO and oversee their finance and HR responsibilities

This is not an exhaustive list and the post holder need to be flexible and adapt their responsibilities to meet business demands. In return we can offer a variety of on the job learning and shadowing opportunities as well as access to training courses and events to help develop their career as well as their contribution to the Division. 

Person specification

Key points of experience required include an ability to:  

• Analyse, critique and make sense of numerical and written data and be able to break this down into simple key messages
• Line manage effectively & to get the best out of a growing, capable and motivated team. Delegate tasks effectively and track their completion
• Deliver at pace within often tight timescales and changing objectives. Demonstrable ability to cope with ambiguity
• Influence colleagues internal and external to CPHW and Defra to achieve outcomes
• Align work with wider departmental objectives and apply strategic thinking to what is being delivered
• Resolve tricky delivery problems, escalating to G7 as required
• Be comfortable working with Excel and navigating government financial management, monitoring and tracking processes
• A track record of providing quality corporate/business support across people, workforce, and financial areas
• Ability to re-prioritise effectively and maintain required quality levels when faced with competing demand

We are looking for a confident professional who is accustomed to handling data and information from a range of sources and translating it into comprehensive and informative outputs. We are looking for a candidate who can pro-actively drive forward deliverables, while understanding the bigger picture and building effective relationships with a range of staff across Defra, its agencies and external parties. 

Benefits

Alongside your salary of £39,439, Department for Environment, Food and Rural Affairs contributes £10,649 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Experience and Technical skills.

Application process

As part of the application process you will be asked to complete a CV and a 500-word personal statement covering how you meet the essential criteria. 250-word behaviour statements will also be required for the following three behaviours:

• Managing a Quality Service
• Communicating and Influencing
• Making effective decisions

The CV will ask for your Job History, Qualifications and Past Skills and Experience. Your CV will not be assessed as part of the sift.

You should use the Personal Statement to explain how your skills and experience make you suitable for the role. Please refer to the essential criteria as detailed in the person specification.

Further details around what this will entail are listed on the application form

Sift

Should a large number of applications be received, an initial sift may be conducted using the lead behaviour, Managing a Quality Service. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview.

Sift is likely to take place in w/c 26th February, with interviews expected to take place on w/c 11th March.

Interview

If successful at application stage, you will be invited to interview where you will be assessed on the three Behaviours noted above, and on Strengths. 

A technical exercise (testing technical skills relating to Excel and financial data manipulation) and follow up presentation will be part of the interview. 

Please note that all interviews will be conducted remotely via video call. Further information will be provided to candidates in advance of interviews.

Location

As part of the pre-employment process for this post, successful candidate(s) will be able to agree a contractual workplace from those locations listed in this advert. The agreed contractual workplace is then the substantive and permanent place of work for the successful candidate(s). Where the location is ‘National’ the successful appointee should discuss and agree an appropriate contractual location in line with both Defra’s location policy and site capacity, prior to proceeding with pre-employment processes. Successful applicants currently employed by the hiring Defra organisation for this post may choose to remain in their current contractual location or may choose to change contractual location to one of those listed above. This should be discussed and agreed prior to proceeding with pre-employment processes. The agreed amount of time spent at a workplace for this post will reflect the requirement for Civil Servants to spend at least 60% of their working time in an organisation workplace with the option to work the remaining time flexibly from home. Working time spent at a workplace may include time spent at other organisational locations including field-based operational locations, together with supplier, customer or partner locations. This is a non-contractual agreement which is consistent with common Civil Service expectations.

Travel costs to non-contractual workplaces will be subject to departmental travel and subsistence policies. Travel costs to contractual workplaces are the responsibility of the employee.

The successful candidate is required to carry out all their duties from a UK location and cannot do so from an overseas location at any time.

Defra includes the core department, APHA, RPA, Cefas and VMD.

Reserve List

A reserve list may be held for a period of 12 months from which further appointments can be made.

Merit Lists

Where more than one location is advertised, candidates will be posted in merit order by location. You will be asked to state your location preference on your application.

Salary 

New entrants to the Civil Service are expected to start on the minimum of the pay band. The internal roles rules apply to existing Civil Servants, i.e. level transfers move on current salary or the pay range minimum, transfers on promotion move to new pay range minimum or receive 10% increase. Either case is determined by whichever is the highest.

Visa Sponsorship Statement

Please take note that Defra does not hold a UK Visa & Immigration (UKVI) Skilled Worker License sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship.

Reasonable Adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. 

If you need a change to be made so that you can make your application, you should: 

• Contact Government Recruitment Service via defrarecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
• Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional. 

Accessibility

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

Criminal Record Check

If successful and transferring from another Government Department, a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading. 

Internal Fraud Database Check

Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.

A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

Higher Security Clearance 

Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter.

All of these posts require the successful candidate to hold basic security clearance. Candidates posted to London may be subject to a higher level of clearance because of the security requirements for that location. Job offers to these posts are made on the basis of merit. Security vetting will only take place after the receipt of a job offer. 

Childcare Vouchers 

Any move to Defra from another employer will mean you can no longer access childcare vouchers. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Feedback will only be provided if you attend an interview or assessment.

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.