14496 - HR Performance Manager

The Ministry of Justice People and Capability (MoJ P&C) supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that P&C provide across the MoJ to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

With a passion for people management and a desire to build an HR generalist foundation for a future career, the post holder will work with managers from within HMPPS to optimise the effective working relationship and ensure maximum impact of HR on business effectiveness. This is your opportunity to be part of the HR enabling prisons and probation to make society safer and help people turn lives around.

The role involves a proactive approach to problem solving and enabling the business to find solutions to HR challenges. With a generalist knowledge of case management and essential functional HR experience, the role is key to enabling business leaders through interpretation of HR policy, application of case management advice and the delivery of key HR processes to maintain the links with essential systems such as SSCL, Occupational Health, Civil Service Pensions, etc.

As an HR professional in either a regional role or a HQ delivery role to a sector of the business, the post holder will support business leaders, managers and specialists with more complex HR cases and provide a professional link to the central case management service, working together to achieve effective outcomes. As the first point of contact to the business, the post holder would be required to manage stakeholder expectations and gather business intelligence to provide specialist advice or deploy the appropriate service from within the team.

Responsibilities, activities and duties:

• Supporting an area of the business with wide ranging impact, appraising, assessing and adapting to a wide range of issues on a day-to-day basis and developing options to maintain or improve performance.
• Role holder will have autonomy to make decisions within their discrete area of work to deploy appropriate resources using initiative and in communication with their established network of contacts across the wider HR community.
• Interpreting HR advice which may require follow up questions or discussion to understand the wider impact of the issue.
• Decisions might involve considerable discretion but will be constrained by policy and best practice.
• Analysing HR data and applying understanding to decide on an appropriate intervention or course of action.
• Considering sensitive or multiple opposing opinions to establish facts; establishing the best approach; determining appropriate methodologies; analysis to ensure quality and application of results.
• Exercise judgement and make decisions based on their own interpretation. Details may be unclear and require further investigation.
• Required to maintain relationships by supporting others, contribute to team decisions and use initiative to solve problems.
• Contribute directly to the achievement of operational organisational objectives by developing internal credibility and providing guidance and consultancy to managers on HR related issues, which include: Employment Tribunal, Grievance, Disciplinary Support, Attendance Management Support, Audit, Assurance & Compliance.