About the job

Job summary

As the Head of Policy, Pay and Reward at the Department for Business and Trade (DBT) you will be part of a high performing and dynamic team who provide professional advice to employees across the globe. The Pay, Policy and Reward team is part of the Human Resources directorate and works to optimise the Pay and Reward offer in the department as well as develop the policy approach for DBT. You will define, within Cabinet Office guidance, how we reward and recognise our people to drive performance, considering innovative ways of working within reward, and build an exceptional employee value proposition. 
 
DBT is building the UK’s trade capability and therefore it is vital that we are able to attract and retain the right people with the right skills. Your delivery of the departmental reward strategy will ensure that DBT can attract and retain the best, and most diverse talent across the globe. 
 
As well as leading and setting direction for your team, the role requires close liaison with key stakeholders and customers at all levels from across the department, including the Permanent Secretary and People Committee. You will also be required to engage with and influence HM Treasury and Cabinet Office and represent DBT at cross-Whitehall forums, demonstrating credible and visible leadership. 
 
Ideally, you will have a strong knowledge of Civil Service pay and reward practice, and external reward trends with commitment to continuing to build your expertise in this area. 
 
This is an exciting opportunity to be part of the HR Leadership team within a fast paced, high profile department. The role will require someone who can deliver at pace and respond quickly to new requirements, while simultaneously directing the strategic vision and leading the team towards new thinking and best practice. Due to the ongoing evolution of the HR Function within DBT, it is possible that in future the duties of the role may alter but any change would require the same background and experience of the successful candidate.

Job description

• Developing a reward and recognition strategy that supports the outcome delivery plan, People strategy and legislative requirements and builds our employee value proposition, using relevant data and insights to inform proposals and decisions. 

• Leading and managing a team of pay and reward advisors and modellers, with accountability for the content in pay remit submissions as well as providing more general pay support and expertise to DBT senior management. 

• Working closely with finance colleagues to agree affordability, building strong relationships with senior stakeholders and negotiating with our trade unions to deliver the annual pay award for Delegated Grades. 

• In line with Cabinet Office guidance, lead the annual Senior Civil Service (SCS) pay award and subsequent action for the departments Remuneration Committee.  

• Support our Arm’s Length Bodies with strategic pay objectives, including any pay case requirements.  

• Ensuring genuine collaboration across HR to develop user friendly policies that fit with DBT’s wider organisational strategy and aims; consulting with Trade Unions and supporting HR colleagues to ensure policies are relevant to the business. 

• Leadership of a small team of policy professionals, providing clear advice and suitable policies for the department to succeed.

• Engaging with business areas on specific pay policy areas e.g. specialist pay and allowances; local employee pay.

• Management of benefit and recognition programmes.

• Liaising with FCDO and other Partners on the OneHMG platform to develop flexible and innovative pay solutions overseas, ensuring local labour law and local market position are considered in the development of recommendations. 

• Leading a successful and timely response to any statutory agendas e.g Gender Pay Gap.

• To build and sustain high level working relationships across Whitehall, including with HM Treasury, Cabinet Office, Civil Service People Group, FCDO and other overseas departments. 

Person specification

Skills and Experience

Essential Criteria 

• A solid and rounded technical expertise in reward including in market comparisons, pay range and policy setting and relating policies to business dynamics. 

• Experience in leading policy development, including consultation, implementation and advice. 

• Ability to think and act both strategically and operationally, managing and improving day to day delivery while keeping longer term objectives in mind and understanding how priorities align across functions. 

• Excellent leadership skills, able to support individuals and teams to perform and grow in the delivery of the pay and reward agenda and to manage highly confidential and business sensitive information. 

• A collaborative working style and ability to build strong relationships with colleagues from across the department, establishing credibility with stakeholders at all levels of seniority to engage and influence them in a complex environment.

• Strong analytical ability and numeracy, with a minimum of intermediate level Excel skills.

• Experience working with Trade Unions and managing consultation processes.

Desirable Criteria  

• Knowledge of civil service pay policies and guidance. 
• Understanding of modelling, scenario building and testing using Excel. 
• Experience in successfully leading and delivering complex projects.
• MCIPD qualified or willing to work towards.

Personal Attributes & Skills 

DBT provides an excellent platform for candidates to lead, develop and excel in their career. This role is a high-profile position within the department, that requires individuals who can think innovatively about how to reward within the boundaries of regulations and legislation surrounding Civil Service pay. 

We are actively seeking diverse candidates and welcome applications from any gender, race, background, sexual orientation and disability status.

Benefits

Alongside your salary of £64,432, Department for Business and Trade contributes £17,396 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 and Experience.

Interviews for this vacancy will be conducted virtually. We will, however, consider in-person interviews by exception.

Please ensure that you check your emails regularly as all updates from us will be sent to you this way.

To apply for this post, you will be asked to complete the following as part of the online application:    

• A CV setting out your career history, with key responsibilities and achievements. Provide employment history that relates to the essential criteria, and that any gaps in employment history within the last 2 years are explained. The CV should not exceed more than 2 x A4 pages. 
• A Personal Statement of up to 750 words, explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role in reference to the essential criteria. 

It is likely that the sift will take place 1-2 weeks after the closing date and interviews 3-5 weeks after the closing date though this is subject to change.

In the event that there is a high volume of applicants, a short sift will be conducted based on CV only. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview. 

If you are offered an interview, you will be asked to give a short presentation. You will receive further details for the presentation prior to the interview to prepare. 

Reasonable Adjustments

We are committed to supporting candidates so they can perform at their best throughout the recruitment process. This includes making reasonable adjustments to our process. In order to request an adjustment: 

Complete the ‘Assistance required’ section on the ‘Additional requirements’ page of your application form to tell us what changes or help you might need further on in the recruitment process. 

Alternatively contact the Government Recruitment Service at DBTrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.  

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

Candidate Support

You may want to join a virtual Candidate Support Session. These sessions include helpful tips and advice on the recruitment process, from application to interview.  

Please see attached Candidate Pack for further information on: Diversity and Inclusion; Benefits; Learning and Development; Working Patterns and what we deliver as a department. 

Further Information:

• A reserve list may be held for a period of 12 months from which further appointments can be made. Reserve Lists will be for each location and appointments made in merit order based on location preferences.   
• Any move to the Department for Business and Trade from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments.
• The Department will not consider sponsoring a visa or issuing a Certificate of Sponsorship. We are unable to offer advice on any Visa and Immigration cases.  
• New entrants are expected to join on the minimum of the pay band.  
• 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. Any applicant who has 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.  
• Terms and Conditions are attached. Please take time to read the document to determine how these may affect you.
• Please note – the successful candidate will be expected to remain in post for a minimum of 18 months before being released for another role.
• This role may be considered as a secondment opportunity. Please reach out to the hiring manager listed at the bottom of this advert to discuss. 

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service /Disclosure Scotland/Access NI 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. 

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk 

For further information on the Access NI confidential checking service telephone: the Access NI Helpline on 0300 200 7888 and ask to speak to the operations manager in confidence, or email accessni@ani.x.gsi.gov.uk 

Vetting

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 further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

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

Security

Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).

See our vetting charter (opens in a new window). 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.