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- Tasks: Lead the people strategy to shape Defra's workforce for a sustainable future.
- Company: Join Defra, the UK government department dedicated to protecting our environment and communities.
- Benefits: Competitive salary, inclusive workplace, and opportunities for professional growth.
- Why this job: Make a real impact on people's lives and the environment while shaping the future of work.
- Qualifications: Experience in HR strategy and leadership, with a passion for transformation.
- Other info: Be part of a dynamic team driving change across the UK.
The predicted salary is between 43200 - 72000 ÂŁ per year.
Defra is the UK government department responsible for safeguarding our natural environment, supporting our world‑leading food and farming industry, and sustaining a thriving rural economy. Our broad remit means we play a major role in people's day‑to‑day life, from the food we eat, and the air we breathe, to the water we drink. Defra Group is undergoing significant change and transformation to deliver better outcomes for the environment, deliver on our Spending Review commitments and improve our services to our customers in line. Our people are at the heart of this journey across Defra Group, and within the HR function we have established a workforce transformation programme to work within the Change portfolio to drive this change.
You will be the People Strategy lead, defining and shaping our collective approach, against the 4 pillars of our transformation programme. These being:
- A smaller, sustainable and cost‑effective workforce
- Cultivating the right skills and capabilities for the future
- Effective, agile and healthy organisation
- Place based organisation
As part of this approach you will be developing the thought‑leadership in how we tackle some of the key people challenges, and shape the people strategy out to 2035 to address these areas. You will work across all HR functions and disciplines, to bring together a coherent set of priorities and principles, and partner with our strategic change portfolio to see these put into practice.
Key Responsibilities
- Set the Direction for Strategic Business Design – Shaping our workforce
- Define how Defra Group's capabilities, corporate functions, and organising principles must evolve for 2035.
- Work with the OD&D team to lead thinking on future operating models, including integration opportunities, ALB functional reviews, and Common Business Capabilities.
- Partner the Service Transformation Programme to provide high‑level challenge, insight, and design expertise to senior leaders on future organisational direction.
- Embed Strategic Job Design – Shaping our job roles of the future
- Develop a "north star" vision for future Defra Group jobs in 2035.
- Map the journey and define the decision points required to move from the current state to the 2035 vision.
- Lead analysis on whether Defra should operate as a jobs‑based or skills‑based organisation, and define the implications for people, processes, systems, career models, and workforce planning.
- Develop principles for future teams – Shaping how we organise and lead our teams
- Lead thinking on spans and layers, future leadership models, and the relationship between people‑team and bot‑team leadership.
- Provide evidence‑based recommendations for the future structure and shape of teams across Defra Group.
- Build healthy team indicators to identify teams which are struggling, work with business partners to shape interventions.
- Place‑based Delivery and Thriving Communities – Where our people work
- Partner with Property Optimisation Programme to design and articulate a forward‑looking workforce location strategy.
- Develop an approach to workforce segmentation (e.g., specialists, hub/core, transition groups).
- Build a 10‑year roadmap for managing the "transition" in a respectful, consistent, and strategically aligned way.
- Strategic Leadership and External Influence
- Maintain strong relationships with GPG, OGDs, and other external partners to ensure alignment, shared learning, and influence.
- Lead HR's contribution into Defra Group Strategy.
- Shape and coordinate the Group's contributions to cross‑government people priorities and strategies.
- Delivery Approach and Team Leadership
- The role is responsible not only for creating strategy but for ensuring it is a living roadmap – continually tested, iterated, and delivered.
- You will work across all HR expert services and Business Partnering teams to develop an engaging Defra Group offer.
- This role has direct line management of 3 x G7s, with wider matrix management across project resources and expert services.
Disability Confident
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.
Head of People Strategy in Bristol employer: Department for Environment, Food & Rural Affairs (DEFRA)
Contact Detail:
Department for Environment, Food & Rural Affairs (DEFRA) Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of People Strategy in Bristol
✨Tip Number 1
Network like a pro! Reach out to people in your industry, especially those connected to Defra. A friendly chat can open doors and give you insights that a job description just can't.
✨Tip Number 2
Prepare for the interview by researching Defra's current projects and challenges. Show us that you’re not just interested in the role but also passionate about their mission and how you can contribute to it.
✨Tip Number 3
Practice makes perfect! Get a friend to do mock interviews with you. This will help you articulate your thoughts clearly and boost your confidence when it’s time to shine.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen. Plus, we love seeing candidates who take that extra step to engage with us directly.
We think you need these skills to ace Head of People Strategy in Bristol
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to reflect the specific skills and experiences that align with the Head of People Strategy role. Highlight how your background fits with Defra's mission and the transformation goals outlined in the job description.
Showcase Your Strategic Thinking: In your application, demonstrate your ability to think strategically about workforce design and people management. Use examples from your past experiences where you've successfully led change or developed innovative solutions in HR.
Be Clear and Concise: Keep your written application clear and to the point. Use straightforward language and avoid jargon where possible. This will help ensure that your key messages come across effectively and make a strong impression.
Apply Through Our Website: We encourage you to submit your application through our website for a smoother process. This way, you can ensure all your documents are in the right format and reach the right people directly!
How to prepare for a job interview at Department for Environment, Food & Rural Affairs (DEFRA)
✨Know Your Stuff
Before the interview, dive deep into Defra's mission and current initiatives. Understand their transformation programme and how it aligns with the role of Head of People Strategy. This will help you speak confidently about how your experience can contribute to their goals.
✨Showcase Your Vision
Prepare to discuss your vision for the future of workforce strategy at Defra. Think about what a 'north star' vision looks like for them in 2035 and how you would approach shaping job roles and team structures. Be ready to share specific examples from your past that demonstrate your strategic thinking.
✨Engage with Their Challenges
Familiarise yourself with the key people challenges Defra is facing. Be prepared to discuss how you would tackle these issues, particularly around creating a sustainable workforce and developing future capabilities. Showing that you understand their pain points will set you apart.
✨Build Relationships
Highlight your ability to build strong relationships with various stakeholders. Discuss how you would partner with other teams and external partners to ensure alignment and shared learning. This is crucial for a role that requires collaboration across multiple HR functions.