About the job

Job summary

The role available will be based in Birmingham, Blackpool, Glasgow, Leeds, Manchester, Newcastle-Upon-Tyne, Sheffield and Treforest (Pontypridd). ​

​You will be asked for your preferences for up to 2 locations, these will tell us where you would prefer to work if you are successful. Please do not select a location unless you are prepared to accept a role in that location.​

​​​Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission's Recruitment Principles here. Successful candidates will be posted in merit order based on your location preferences, where appropriate, and the geographical requirements of the business. Dependent on your position on the merit list, if none of your location preferences remain at the point we make a job offer DWP may offer you a role at an alternative advertised location. If we are unable to offer you a role in any of your preferred locations, and you are unable to accept a role at an alternative advertised location, we will add you to the reserve list if one is being held.​

Our DWP People and Capability Group, combining HR, Learning Delivery and Health & Safety expertise, is one of the largest in the UK, and our strong focus on team working, strategic influencing and developing professional capability will ensure that you have plenty of opportunities to develop your own networks and career whilst making a real difference in delivering the business strategy. ​

​DWP supports many of the most vulnerable individuals in our society and the People Safety Team supports the department’s aim in ensuring that the business remains compliant to legislative changes and its policies and processes remain centred around ensuring the health and safety of its people, customers, and partners at all times. ​

This is a key role within the People Safety Team and involves promoting the health, safety and wellbeing of our people. The vacancy holder will recognise that non-work factors and life events contribute to stress, as well as stress experienced at work. They will manage the Stress Policy and ensure the Department focus on a proactive and effective stress management system. ​

​A willingness to undertake Health and Safety and Workplace Stress related learning/accreditation, eg NVQ Level 3 in Health and Safety Management or NEBOSH General Certificate, within 2 years.​

Job description

• Confidently engage with stakeholders at all levels to generate commitment to understand and combat the risks in relation to work related stress and psychological harm strategy across DWP. Develop and maintain excellent working relationships with a wide range of colleagues across People & Capability, Centre of Expertise for Diversity, Equity, Inclusion and Wellbeing and the wider department and external organisations (eg HSE). ​
• Drawing on the Stevenson/Farmer ‘Thriving at Work’ recommendations through the HSE Stress Risk Assessment approach, utilising the Management Standards approach through consultation with the wider DWP network (focus groups).  ​
• Leading and driving forward work, including the development of robust delivery plans in line with the team’s priority areas which support the delivery of the Departmental H&S Strategy. ​
• Lead, co-ordinate and develop responses to requests for senior level papers, briefings, correspondence providing timely and accurate information. ​
• Working with analysts and other colleagues to evaluate the effectiveness of our Stress policy, procedures, and advice, using this learning to redesign and focus the Stress strategy.  ​
• Line management responsibilities. 
• Have a solid level of knowledge and insight into work related stress, keeping abreast of wider industry developments.  Use personal expertise and a business-focused approach to further the work-related stress priorities by resolving complex issues making sound decisions based on experience and developing new approaches to improving outcomes.  ​
• Have excellent communication skills both written and oral, including an ability to present confidently to groups of all sizes. Able to flex style according to the audience and manage challenging stakeholders and situations.  ​
• Have strong collaboration and partnering skills to work with a diverse range of stakeholders, coaching and influencing them to build and maintain strong relationships.   ​
• Be able to work at pace and lead through effective prioritisation and time management to meet priorities and deadlines through multiple concurrent projects.  ​
• Have proven leadership skills and be comfortable in providing constructive challenge. The postholder will have a positive approach to whole team efforts and be adaptable to change, striving for continued improvement and efficiency. ​​

Person specification

• The ideal candidate will ideally be qualified to a minimum of level 3 in a H&S discipline or equivalent. The candidate will be required to lead a small team through launching and embedding the reviewed work-related stress arrangements at pace. Therefore, this role will require an established level of competence in team leadership and psychological risk strategy to include H&S policy drafting and leading Trade Union engagement. (LEAD) ​​
• The candidate will have experience in developing insights strategy and gathering insights, leading the team to be competent to facilitate focus groups of colleagues in order that they reach fair and accurate conclusions. Leading the team to prepare and draft papers of recommendations using balanced considerations and compelling rationale is a key requirement of this role.​
• The candidate will be able to evidence a developed practitioner level of knowledge and insight into work related stress and trauma from a legislative position.  They will be able to show their personal expertise and a business-focused approach to further the work-related stress priorities by resolving complex issues making sound decisions based on experience and developing new approaches to improving outcomes.
• There is a requirement for the candidate to be able to demonstrate enhanced people engagement skills, evidencing their aptitude for building strong collaborative working relationships with team colleagues, and stakeholders outside the team (the wider department and external organisations).
• For jobs based in Wales the ability to speak Welsh is desirable.

Changing and Improving  ​

Work with others to identify areas for improvement and simplify processes to use fewer resources. Use technology where possible to increase efficiency. Encourage ideas for change from a wide range of sources. Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change. Encourage an environment where colleagues know that they can challenge decisions and issues safely. Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users. ​

Managing a Quality Service  ​

Develop, implement, maintain and review systems and services to ensure delivery of professional excellence. Work with stakeholders to set priorities, objectives and timescales. Successfully deliver high quality outcomes that meet the customers’ needs and gives value for money. Identify risks and resolve issues efficiently. Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements. Establish ways to find and respond to feedback from customers about the services provided. 

Making Effective Decisions ​

Understand own level of responsibility and empower others to make decisions where appropriate. Analyse and use a range of relevant, credible information from internal and external sources to support decisions. Invite challenge and where appropriate involve others in decision making. Display confidence when making difficult decisions, even if they prove to be unpopular. Consult with others to ensure the potential impacts on end users have been considered. Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks.​

Benefits

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an average employer contribution of 27%

Location

Applicants should apply for suitable posts where they can travel to and from their home office location daily within a reasonable time.

Please be aware that this role can only be worked in the UK and not overseas. Relocation costs will not be reimbursed.

Hybrid Working

This job role may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home.  This is a voluntary, non-contractual arrangement and your office will be your contractual place of work. The number of days that anyone will be able to work at home will be determined primarily by business need but personal circumstances and other relevant circumstances will also be taken into account. If you are successful, any opportunities for hybrid working, including whether a hybrid working arrangement is suitable for you, will be discussed with you prior to you taking up your post.

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.

As part of the application process you will be asked to submit a CV and complete a 1250 word personal statement. Further details around what this will entail are listed on the application form.

CV

The CV is an on-line tool accessed through the Civil Service Jobsite and there is no requirement to upload your 
personal CV. Our CV element is short, and allows an initial check of eligibility, so please put the main content of 
your evidence and skills in your Personal Statement.

Written Sift​

The written sift will be conducted using evidence from your Personal Statement and will be assessed against the Key Criteria within the advert.​

Should a large number of applications be received, an initial sift may be conducted using the lead criteria:

• The ideal candidate will ideally be qualified to a minimum of level 3 in a H&S discipline or equivalent. The candidate will be required to lead a small team through launching and embedding the reviewed work-related stress arrangements at pace. Therefore, this role will require an established level of competence in team leadership and psychological risk strategy to include H&S policy drafting and leading Trade Union engagement.

Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview. 

When completing your personal statement, please read and understand the Key Criteria and lead behaviour thoroughly, as this is what your written evidence will assessed against. The personal statement is limited to 1250 words.

Interview​

Shortlisted candidates will be invited to attend an interview. This will be a video interview. The interview panel will be a minimum of two people. The interview will assess: Behaviours,  Strengths and Experience.  The interview aims to be more of a conversation exploring the candidate’s capability for the role. ​

To help you prepare and settle into the interview you will be sent the behaviour questions in advance of your interview. These questions should be treated as confidential. The interview panel may ask you other questions which will not be shared in advance, including follow-up questions, and those about your experience, abilities and strengths.​

​Candidates will be asked further probing questions to determine suitability for the role. ​

​Selection and Feedback​

We will notify all candidates as soon as possible.​

Sift and interview dates to be confirmed. 

Reasonable Adjustment

At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.

We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.

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

Contact Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the “Reasonable Adjustments” 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.

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

Security Information

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 /Disclosure Scotland 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 

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 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.

Further Information

Find out more about Working for DWP

A reserve list may be held for a period of 6 months from which further appointments can be made.

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

Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing.

The Civil Service values honesty and integrity and expects all candidates to abide by these principles. Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action.

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.