About the job

Job summary

The Workforce Planning, Capacity and Performance Lead is at the heart of strategic workforce planning, and tactical workforce planning for both the People and Capability (PandC) and Corporate Transformation (CT) Functions. The role works collaboratively with a number of stakeholders across both Functions alongside Finance Group to provide insight, context and direction to the ever-evolving needs of the business and the changing shape and size of the workforce.

Job description

This role requires experience as a professional who has worked closely with the people profession, who is focussed, adaptable, flexible and has had exposure to working at a strategic level. A proven track record of managing stakeholder relationships in a challenging and complex operating environment is ideal.

Crucially we are looking for someone who will also have experience of working with people data and interpreting management information from a variety of sources to support evidence-driven strategic level decision making relating to workforce planning. You will have the ability to understand future workforce requirements, analyse trends and risks, and use this to inform the strategic workforce plan.

We are looking for a key player who will play a role in the development and implementation of the strategic workforce plan, which will enable both the PandC and CT Functions to deliver current and future priorities.

This individual will manage a small team and will build relationships while collaborating with a variety of stakeholders across both PandC and CT as well as the wider Department to develop plans, align activities and deliver strategic interventions. 

Person specification

Essential Criteria

• Demonstrable experience of managing workforce planning performance for a complex organisation comprising of various levers and dealing with complex factors affecting workforce planning. (Lead Criteria)
• Experience in successful stakeholder engagement, with the confidence to challenge stakeholders and data and the ability to work in partnership with HR Business Partners and other HR colleagues, to solve complex issues relating to workforce changes.
• Ability to analyse data relating to workforce resource demand and supply to provide insight to inform future strategies and evaluate effectiveness of existing practices.
• Have an understanding of the major business/change drivers and external influencing factors which impacts workforce demand and supply. Able to identify risks, issues and opportunities with the ability to translate them to differing audiences.
• Experience of providing inclusive and visible, leadership, being a role model for colleagues and setting a clear understanding for team members to achieve objectives.

Benefits

Alongside your salary, DWP contributes 28.97% towards you being a member of the Civil Service Defined Benefit Pension Scheme.

We also have a broad benefits package built around your work-life balance which includes:

• Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
• Generous annual leave – at least 23 days on entry, increasing up to 30 days over time (pro–rata for part time employees), plus 9 days public and privilege leave.
• Support for finance wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
• Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
• Family friendly policies including enhanced maternity and shared parental leave pay after 1 year’s continuous service.
• Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
• An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Women’s Network, National Race Network, National Disability Network (THRIVE) and many more.

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.

Written Sift

As part of the application process you will be asked to complete:

A CV setting out your career history (this will not be scored in the sifting process; it will provide context for the personal statement). Please ensure you have provided reasons for any gaps within the last two years.

A supporting Personal Statement (maximum 1000 words) explaining how you consider your skills, experience and achievements providing evidence of your suitability for the role, with particular reference to the essential key criteria in the job role specification.

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

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

"Demonstrable experience of managing workforce planning performance for a complex organisation comprising of various functions and dealing with complex factors affecting workforce planning (Lead criteria)"

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

Interview

Candidates who progress to interview will be invited to a 40-50 minute virtual MS Teams interview with a panel consisting of a minimum of two people. 

Candidates will be asked questions which assess Behaviours and Strengths. 

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.

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 /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.

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

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.

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.