Full Time, Permanent, Chief Executive Officer in Swindon

This is a permanent, open-ended position. Salary for internal candidates will be subject to UKRI pay and reward policy. Regular travel to London and occasional travel to UK wide UKRI locations will be required. Hours: Full Time (37 hours). Hybrid working with two-three days a week on average at a UKRI site is available.

UK Research and Innovation (UKRI) is an independent, non-departmental public body, which invests £8bn per annum in research and innovation. We bring together nine executive council partners (the seven Research Councils, plus Innovate UK, and Research England) with a shared mission: to advance knowledge, improve lives and drive growth. We employ over 8,500 staff who support some of the world’s most exciting and challenging research projects. We develop and operate some of the most remarkable scientific facilities in the world and work collaboratively with industry, academia and government in exciting partnerships.

We are seeking an exceptional senior HR leader to join UKRI as Deputy Chief People Officer. Reporting to the Chief People Officer, this role will play a pivotal part in leading the HR function, delivering our new People Strategy and supporting the organisation through an ambitious programme of organisational transformation.

Operating with a high degree of autonomy, the Deputy Chief People Officer will provide strategic leadership across the full people agenda, acting as a trusted adviser to senior leaders and leading on complex organisational and workforce matters. The postholder will deputise for the Chief People Officer as required, representing the function at Executive Committee and other senior governance forums, leading UKRI's engagement with our recognised trade unions and playing a key role in shaping organisational strategy and major transformation programmes.

The role has strategic accountability for the HR Business Partnering function across UKRI, ensuring it enables organisational performance and delivers high-quality, commercially focused people solutions. A key priority will be to strengthen partnership working between the HR Business Partnering function and our specialist Centres of Expertise, creating an integrated, collaborative and customer-focused HR operating model that delivers seamless support to leaders across UKRI.

• Provide strategic leadership across the full people agenda and act as Deputy Chief People Officer, exercising delegated authority and deputising for the Chief People Officer as required.
• Support the Chief People Officer in setting the strategic direction, priorities, performance and reputation of the HR function, acting as a visible executive leader across UKRI.
• Be an active member of the HR Senior Leadership Team, shaping and delivering UKRI's People Strategy and Delivery Plan and wider workforce priorities.
• Lead the continued transformation of the HR function, embedding a modern, integrated and customer-focused operating model that strengthens collaboration across the HR Business Partnering function and Centres of Expertise and delivers high-quality, strategically aligned people services.
• Serve as a full member of the People and Workforce Planning Committee and the Joint Negotiating and Consultative Committee.
• Provide strategic leadership for the HR Business Partnering function, ensuring it delivers high-quality, commercially focused support that enables organisational performance and successful delivery of UKRI's strategic priorities.
• Lead, develop and inspire a high-performing team of HR Business Partners, building capability in strategic workforce planning, change leadership and strategic business partnering.
• Ensure the effective delivery of UKRI's People Strategy and Delivery Plan through strong partnerships with business leaders, translating organisational priorities into local people strategies, workforce plans and change initiatives.
• Assess and develop the capability, capacity and effectiveness of the HR Business Partnering function to meet current and future organisational needs.
• Foster strong partnership working between the HR Business Partnering function and the Centres of Expertise, embedding an integrated 'One HR' approach that delivers consistent, customer-focused and evidence-based people solutions.
• Provide organisation-wide leadership on organisational development, organisational design and the people aspects of transformation.
• Lead the people elements of major organisational change and transformation programmes, providing expert advice on organisation design, workforce transition, change management and implementation planning.
• Shape long-term organisational capability and workforce strategies, ensuring organisational design, leadership and workforce planning are aligned to future business requirements.
• Work with programme leaders, the Programme Management Office and senior stakeholders to ensure people implications are fully considered within business cases, programme design and transformation delivery.
• Lead UKRI's strategic engagement with recognised Trade Unions, working closely with Deputy HR Directors and their teams to build constructive relationships that support organisational change and positive employee relations.
• Chair the Trade Union Change Sub-Committee and serve as a full member of the Joint Negotiating and Consultative Committee, deputising for the Chief People Officer as required.
• Act as the senior escalation point for complex, high-risk and sensitive employee relations matters.
• Ensure effective governance, assurance, risk management and compliance across the HR Business Partnering function and contribute to organisation-wide people governance.
• Represent UKRI internally and externally, influencing policy, sharing best practice and building effective relationships across government and the wider HR profession.
• Champion UKRI's values, equality, diversity and inclusion, wellbeing and leadership expectations, acting as a visible role model for the organisation.

Candidates will be assessed against the following essential criteria throughout the recruitment process:

• Proven senior HR leadership experience within a large, complex, matrixed and regulated organisation.
• Outstanding strategic HR leadership capability, with the credibility, presence and judgement to influence Executive Committees, Boards and senior stakeholders.
• Excellent commercial, financial and organisational awareness, using workforce insight, data and evidence to inform strategic decision making.
• Exceptional communication, influencing and relationship-building skills.