About the job

Job summary

DWP is looking for an SEO Pay and Reward Policy Advisor to support key work strands to deliver an ambitious and competitive pay, reward and employee strategy and offer for the largest Government department.

This role is ideal for a colleague with experience in pay and reward, together with an excellent understanding of HR and stakeholder engagement.

Job description

The Pay & Reward Policy Advisor role is a key role responsible for a wide range of functional activities across the Pay, Reward and Honours Team. The role encompasses the potential to flex across all functional areas in response to changing priorities; however, the current vacancy will sit with the Pay & Reward function and successful candidates can expect to be involved in a range of the following:  

• Managing the annual delegated pay award, including:
  • Providing input into developing options and proposals.
  • Actively support in the handling and preparation for participating in Trades Unions negotiations.
  • Managing pay award communications.
  • Reviewing and assuring intranet documents and guidance to support the award.
• Working with the Department’s arms length bodies and partnership teams to advise and progress annual pay remits and other required returns.
• Supporting in analysing impact, implementing and communicating statutory changes such as the National Living Wage uplifts.
• Providing expert advice to the business and senior stakeholders on complex pay policy issues and queries to deliver the right solution for the department.
• Upskilling HRBP community on Pay and Reward policies and processes.
• Assisting in application of pay policies and resolve pay issues for employees on protected non-DWP Terms and Conditions.
• Managing correspondence including briefings for senior officials, Parliamentary Questions (PQ) and Freedom of Information (FoI) requests with due regard to deadlines and department protocols.
• Supporting on the review of current policies and processes and developing changes to enable transformation of the new HR/payroll system and ensure policies are fit for purpose.
• Leading on specific pay related projects to deliver high quality outcomes.
• Reviewing pay-related business cases such as for Recruitment and Retention Addition or Flexible Starting Pay requests.
• If based in Wales, the ability to speak Welsh is desirable

 

Person specification

Essential Criteria

• Proven and demonstrable experience in a pay and reward setting with a sound understanding of public sector pay policy with experience of working within an HR or corporate function in a complex organisation (Lead Criteria).
• Strong analytical and numerical skills with the ability to problem solve and make strong evidence-based decisions.
• A keen desire to continuously develop own and team’s capability through effective team-working and knowledge-sharing.
• Experience of developing and maintaining policies.
• Strong drafting and written and oral communication skills.
• An ability to develop and foster strong relationships with a range of stakeholders across the organisation and other Government departments.
• A strong team player with experience of managing and delivering against multiple projects in a busy environment.

Benefits

Alongside your salary of £40,201, Department for Work and Pensions contributes £10,854 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.

Application

As part of the application process you will be asked to complete a personal statement (max 1000 words). Further details around what this will entail are listed on the application form.

The selection process will assess candidates’ behaviours, strengths and experience. Shortlisted candidates will be invited to attend a blended video interview.  

Sift  

Your Personal Statement (max 1000 words) should explain how your personal skills, experience and qualities make you a suitable candidate for this role. Your personal statement will be assessed against the Essential Criteria set out in the advert. 

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

• Proven and demonstrable experience in a pay and reward setting with a sound understanding of public sector pay policy with experience of working within an HR or corporate function in a complex organisation (Lead Criteria).

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

Interview

Shortlisted candidates will be invited to attend a blended video interview, within which you will also be asked to provide a presentation on a topic to be notified prior to interview. The presentation will be strictly timed to five minutes and no visual aids will be allowed. 

Strong candidates will also be able to present evidence of the following Civil Service Behaviours:

• Communicating and Influencing
• Delivering at Pace
• Making Effective Decisions
• Working together 

Sift and interview dates to be confirmed. 

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 and reserve list candidates will be appointed in merit order.

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

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 or 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

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.

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.

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.

New entrants are expected to join on the minimum of the pay band.

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.

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.