At a Glance
- Tasks: Lead recruitment and resourcing strategies while enhancing diversity and inclusion.
- Company: Join the dynamic DCMS HR team during an exciting transformation phase.
- Benefits: Competitive salary, inclusive workplace, and opportunities for professional growth.
- Other info: Engage with senior stakeholders and co-manage the resourcing budget.
- Why this job: Make a real impact on shaping resourcing policies and strategies in a high-profile environment.
- Qualifications: Experience in recruitment and strong leadership skills required.
The predicted salary is between 50000 - 60000 £ per year.
This role is part of DCMS's resourcing team, which is part of the People and Workplace (P&W) directorate. P&W is made up of the department's people team, which encompasses all of our HR functions, alongside colleagues working in security and property/workplace services. It is an exciting time to join DCMS HR. We have recently launched a People Strategy which sets the direction of our work for the years ahead, and there is lots to do. This role is one of three team leader roles within our resourcing team. Our remit has recently expanded, and we are looking for a team leader to join us who is up for the challenge of helping us to navigate and embed an increased set of responsibilities.
Responsibilities
- Recruitment – leading resourcing business partners and coordinators to fill roles from entry to executive (SCS) level.
- Exit management & redeployment – developing a centre of expertise and redesigning the redeployment approach to serve organisational workforce goals.
- Executive (SCS) performance & talent – running a comprehensive programme of performance and talent activity for leaders across the department.
- Resourcing policy – owning the suite of resourcing policies, including the recruitment process, expressions of interest, secondments, visa sponsorship and ensuring they are fit for purpose and aligned to organisational strategy.
- Resourcing strategy – designing and shaping the delivery of the new HR and finance platform in close collaboration with cross‑government stakeholders and the Matrix programme team.
- Diversity & inclusion – building a more representative department by collaborating with the D&I team, testing initiatives such as interview question sharing, and supporting application & interview preparation for applicants.
- Leadership – providing day‑to‑day leadership across the team (resourcing business partners, coordinators and the policy manager), advising on cases, managing escalations and covering for colleagues on leave.
On all of these, much of the work involves interaction with stakeholders at the highest levels of the department – including our directors, Chief People Officer, Directors General, and the Permanent Secretary. The post-holder will need to be comfortable presenting their work and representing the team in front of these audiences. The role also offers the opportunity to co‑manage the resourcing budget and to task managers who support the policy manager.
Legal Statement
Disability Confident: A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high‑volume, seasonal and high‑peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non‑disabled people.
Resourcing Policy and Strategy Lead (maternity cover) in Manchester employer: Department for Culture, Media and Sport
Joining DCMS as a Resourcing Policy and Strategy Lead offers an exceptional opportunity to be part of a dynamic team within the People and Workplace directorate, where your contributions will directly influence the department's strategic direction. With a strong commitment to diversity and inclusion, a supportive work culture, and ample opportunities for professional growth, you will thrive in an environment that values innovation and collaboration. Located at the heart of government operations, this role not only allows you to engage with senior stakeholders but also empowers you to shape resourcing policies that impact the entire organisation.
Contact Details:
Department for Culture, Media and Sport Recruitment Team
StudySmarter Expert Advice🤫
We think this is how you could land Resourcing Policy and Strategy Lead (maternity cover) in Manchester
✨Get Your Foot in the Door with Temp Agencies
Temporary roles in HR are often filled through agencies. Reach out to temp agencies that specialise in HR placements. They can help you find gigs quickly and give you a chance to demonstrate your skills in real-world scenarios.
✨Network at HR Events and Workshops
Dive into local HR events, workshops, and seminars. These are great opportunities to meet professionals already in the field and might lead to temporary positions. Be sure to have a chat, exchange contacts, and express your interest in on-the-spot opportunities!
✨Showcase Your Flexibility
In the temporary HR world, being adaptable is key. When you're networking or interviewing, highlight your ability to quickly learn and fill diverse roles, from recruitment to employee onboarding. Make it clear that you’re ready to dive in at any time!
✨Apply Directly Through Our Website
Don’t forget to check out the opportunities at Department for Culture, Media and Sport and apply directly via our website. This way, you can express your interest in temporary roles and get ahead in the application process!
We think you need these skills to ace Resourcing Policy and Strategy Lead (maternity cover) in Manchester
Some tips for your application 🫡
Show Off Your People Skills:In HR, showcasing your interpersonal skills is key. Make sure your CV highlights any experience you have dealing with talent management, resolving conflicts, or facilitating workshops. We want to see your ability to connect with others!
Tailor Your CV to HR:Use HR-specific language in your CV and cover letter. Mention any specific HR tools, software, or methodologies you’re familiar with, like ATS systems or performance management frameworks. This will show that you’re not just a good fit, but you've got the know-how to back it up!
Emphasise Your Flexibility:Since this is a temporary role, emphasising your adaptability and willingness to learn quickly is crucial. Include examples of how you've successfully jumped into new environments before or handled sudden changes in previous jobs. We love a team player who can hit the ground running!
Availability Matters:In your application, make sure to clarify your availability and commitment to the temporary position. This will help us understand when you can start and how you fit into our plans at Department for Culture, Media and Sport. So, don’t be shy about laying it all out there!
How to prepare for a job interview at Department for Culture, Media and Sport
✨Showcase Your Adaptability
Given that this is a temporary HR role at Department for Culture, Media and Sport, it's crucial to demonstrate your flexibility and ability to adapt quickly. You might be thrown into new projects or systems, so share examples of how you've successfully navigated changes in past roles.
✨Familiarise Yourself with HR Tools
Many HR positions require familiarity with tools like HRIS or ATS systems. Before the interview, brush up on the specific software that Department for Culture, Media and Sport uses—if you see any mentioned in the job posting, make sure you're ready to discuss them and your experience with similar tools.
✨Your Motivation Matters
As a temp, it's essential to convey your motivation for this role. Employers often look for candidates who are not just filling a position, but who are genuinely keen on contributing effectively in a short period. Consider sharing why you’re passionate about HR and how you see yourself adding value at Department for Culture, Media and Sport.
✨Prepare for Real-World Scenarios
HR interviews often include situational questions that test your problem-solving skills. Think about common HR challenges, like dealing with conflict or managing onboarding efficiently, and prepare to discuss how you would handle these situations at Department for Culture, Media and Sport.
