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- Tasks: Lead the people strategy to shape Defra's workforce for a sustainable future.
- Company: Defra, the UK government department focused on environmental and agricultural excellence.
- Benefits: Competitive salary, flexible working, and opportunities for professional growth.
- Why this job: Make a real impact on people's lives and the environment through strategic leadership.
- Qualifications: Experience in HR strategy, leadership, and organisational design.
- Other info: Join a transformative journey with excellent career development opportunities.
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.
- 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.
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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 × G7s, with wider matrix management across project resources and expert services.
Head of People Strategy in Exeter employer: Government Recruitment Service
Contact Detail:
Government Recruitment Service Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of People Strategy in Exeter
✨Tip Number 1
Network like a pro! Get out there and connect with people in the industry. Attend events, join online forums, and don’t be shy to reach out on LinkedIn. You never know who might have the inside scoop on job openings or can put in a good word for you.
✨Tip Number 2
Prepare for interviews by researching Defra’s current projects and challenges. Show that you’re not just interested in the role but also in how you can contribute to their mission. Tailor your responses to highlight how your skills align with their goals.
✨Tip Number 3
Practice makes perfect! Conduct mock interviews with friends or use online resources to refine your answers. Focus on articulating your vision for people strategy and how you can lead transformation effectively at Defra.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets seen. Plus, it shows you’re serious about joining the team and ready to dive into the exciting changes happening at Defra.
We think you need these skills to ace Head of People Strategy in Exeter
Some tips for your application 🫡
Know Your Stuff: Before you start writing, make sure you really understand the role and what Defra is all about. Dive into their mission and values, and think about how your experience aligns with their goals. This will help you tailor your application to show that you're the perfect fit!
Be Authentic: When you're writing your application, let your personality shine through! We want to see the real you, so don’t be afraid to share your passion for people strategy and how you can contribute to Defra's transformation journey. Authenticity goes a long way!
Showcase Your Experience: Make sure to highlight your relevant experience in shaping people strategies and leading teams. Use specific examples to demonstrate how you've tackled similar challenges in the past. This will give us a clear picture of what you can bring to the table.
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way to ensure your application gets the attention it deserves. Plus, you’ll find all the info you need about the role and the application process right there!
How to prepare for a job interview at Government Recruitment Service
✨Know Your Stuff
Make sure you thoroughly understand Defra's mission and the key challenges they face. Familiarise yourself with their transformation programme and how it aligns with the role of Head of People Strategy. This will show your genuine interest and help you articulate how your experience can contribute to their goals.
✨Showcase Your Strategic Thinking
Prepare examples that demonstrate your ability to shape and implement people strategies. Think about how you've previously defined workforce capabilities or led organisational change. Be ready to discuss your vision for future job roles and team structures, as this is crucial for the position.
✨Engage with Their Values
Defra places a strong emphasis on sustainability and community. Reflect on how your personal values align with theirs and be prepared to discuss how you can foster a thriving workplace culture that supports these principles. This connection can set you apart from other candidates.
✨Ask Insightful Questions
Prepare thoughtful questions that show your understanding of the role and the organisation. Inquire about their current challenges in workforce transformation or how they envision the future of team dynamics. This not only demonstrates your interest but also gives you valuable insights into their expectations.