Director of Employment Group
GLD is seeking a Head of its Employment Group. As a member of the senior team within GLD, you will help shape and deliver the GLD vision for the whole of the organisation.
You will be directly responsible for the employment law advisory and litigation service provided by GLD and for the operational management of one of the single largest concentration of employment lawyers in the UK. This includes the daily operation and people management of the Group, client relationship management, and consultation on difficult, important, or sensitive case issues.
As a senior member of the Government Legal Profession and the Senior Civil Service, you will also be part of a network of colleagues who work corporately across Whitehall to establish best practice within the legal profession, for example by considering how the GLD can work corporately to reduce legal risk and cost to Government, and to drive change within the civil service as a whole. Job description • Oversee the effective delivery of all Employment Group services
- Provide strategic direction and lead the Employment Group in efficiently delivering an effective, high quality service that meets the Group’s performance targets
- Ensure the continuous development of the people within the Group and ensure that individual skills are best deployed and developed
- Provide consultation on difficult, important, or sensitive case issues
- Develop processes and systems that allow us to measure and monitor service delivery performance and resolve issues that impact clients quickly and effectively
The successful candidate must be able to demonstrate evidence of the following criteria:
Legal Professional Skills
- Knowledge of employment law and an ability to provide sound legal advice at a strategic level.
- The ability to think creatively and give authoritative risk based legal advice at pace that facilitates practical solutions.
Business delivery skills
- The experience and capability to lead a large legal function that handles both complex and high volume litigation;
- The ability to enhance the legal professionalism of the team; to command the confidence of senior stakeholders, internal and external; and to bring about improvement in operational performance and greater value for money;
- Strong financial awareness and understanding of factors that are critical to commercial success.
People and capability skills
- Demonstrate leadership within a legal services environment, including the communication and management skills to lead, unify and motivate staff at a time of growing work pressures, championing talent management and development, building a strong culture of continuous learning and improving staff engagement;
- The ability to proactively create, maintain and promote a strong network of connections with people across the Department, wider Civil Service and externally;
- A commitment to diversity and inclusion in the workplace.
Corporate leadership skills
- The ability to work collaboratively with senior peers in leading a large organisation , making a strong contribution to governance structures, initiating change projects and driving an organisational culture of professional excellence and continuous improvement;
- An understanding of the legal context in which the Civil Service operates Benefits Benefits Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the Department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and you’ll benefit from regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you’ll be entitled to a large range of benefits.
This role is available for full-time, part-time or flexible working arrangements (including job share arrangements). Please note, due to the responsibilities of the role only substantive part time (minimum four days) is permitted.
The post is at SCS2 level. External candidates can expect a salary of £90,500, pro rata. Existing Civil Servants will be appointed in line with normal Civil Service pay rules.
Staff applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary. Individuals appointed on level transfer will retain their existing salary. Annual pay and bonus awards are made in line with current SCS performance-related pay arrangements.
Equality Diversity and Inclusion
The Civil Service values and supports all its employees.
For example, we have strong and pro-active staff networks, special leave policies for hospital appointments, reasonable adjustments put in place for those who need them, and diversity talent programmes to help everyone irrespective of background, to achieve their potential.
Your pension is a valuable part of your total reward package.
A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
Visit www.civilservicepensionscheme.org.uk for more details.
Generous Annual Leave and Bank Holiday Allowance
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service, pro rata. This is in addition to 8 public holidays.
This will be complimented by one further day paid privilege entitlement to mark the Queen’s Birthday.
With competitive maternity, paternity and parental leave we also recognise the importance of a good work-life balance and offer flexible working and a family friendly approach to work.
Generous paid maternity and paternity leave.
Childcare – the Department recognises that many staff balance working lives with the demands of a family life and offers support with childcare and holiday play schemes costs by providing childcare vouchers for staff who meet the eligibility criteria.
Season Ticket and Bicycle Loan
Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
GLD will not reimburse travel throughout the application and interview process. GLD will not fund relocation for the successful candidate as this is considered voluntary.
Occupational sick pay.
Training and Development
The Department offers engaging jobs in work that really matters; jobs which have a direct impact on the quality of public services.
Roles can offer great job satisfaction and there are many opportunities to develop and progress both within the Department and across the wider Civil Service.
To create a more skilled and unified organisation to transform services, the Civil Service is developing 10 specialist areas of expertise.
These cross-government functions provide professional services and support to departments and supplement the 25 recognised professions within the Civil Service and who are there to support your own professional development.
We are committed to investing in our staff and offer a range of work-based training and qualifications, coaching and mentoring opportunities and a guaranteed five days of learning a year.
Modernised Terms and Conditions
Civil Servants taking up appointment on promotion will adopt the modernised Civil Service terms and conditions which came in to effect from 1 July 2013. Existing Civil Servants appointed on level transfer will retain their existing terms and conditions.
To find out more about how the Civil Service will use your personal data, and your rights, please see this notice.
Civil Service Code
All civil servants are subject to the provisions of the Civil Service Code that details the Civil Service values, standards of behaviour and rights and responsibilities. For further information, visit https://www.gov.uk/government/publications/civil-service-code/the-civil-service-code
Civil Service Commission’s Recruitment Principles
Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles https://civilservicecommission.independent.gov.uk/civil-service-recruitment/ Things you need to know Security Successful candidates must pass a disclosure and barring security check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check. Selection process details Application
Please submit your applications to SCSRecruitment@governmentlegal.gov.uk
If you have any issues, please contact Rachel.Arber@governmentlegal.gov.uk
This should be submitted no later than Monday 29th July 9:00 am:
1. A CV (no longer than two sides of A4) setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.
2. A Statement of Suitability (no longer than two pages) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification. Please note that the statement of suitability is an important part of your application and is as much the means by which you will be assessed as your CV.
3. Diversity Monitoring Form All monitoring data will be treated in the strictest confidence and will not affect your application in any way. The completion of the Diversity Monitoring Form is mandatory but includes the option ‘prefer not to say’. If a form has not been completed, your application will not be considered by the selection.
4. A completed Guaranteed Interview Scheme Form if applying under this scheme. A copy can be found at you should complete the relevant form attached. Please submit this form with your application as a separate document.
5. Failure to submit both your CV and Statement of Suitability will mean the panel only have limited information on which to assess your application against the criteria in the person specification.
Please ensure that both documents contain your full name.
The information you provide when submitting your Diversity Monitoring Form will help us monitor our progress towards the Civil Service becoming the most inclusive employer by 2020. See the Civil Service Diversity and Inclusion Strategy for more information.
Should you wish to have an informal discussion about the role, please contact Peter Fish at firstname.lastname@example.org
You will receive an acknowledgment of your application once submitted to the aforementioned email address.
A panel, including the hiring manager, will then assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the criteria set out in the ‘Person Specification’ section. Failure to address any or all of these may affect your application.
The timeline later in this pack indicates the date by which a decision is expected to be made, and all shortlisted candidates will be advised of the outcome as soon as possible thereafter.
• Full details of the assessment process will be made available to you if you are shortlisted.
• If you are shortlisted, you will be asked to take part in a series of assessments which could include psychometric tests and a staff engagement exercise. These assessments will not result in a pass or fail decision. Rather, they are designed to support the panel’s decision making and highlight areas for the panel to explore further at interview.
• You will also have the opportunity to speak to Peter Fish prior to the interview to learn more about the role and the organisation. You will be given further details about this after the shortlist meeting. Please note this is not part of the formal assessment process.
• You will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification. You may also be asked to prepare a presentation for the interview and you will normally be given at least one week’s notice of the subject.
• Two professional references may be required in advance of the final interviews with the shortlisted candidates. Please be assured we will not contact your referees without your permission to do so.
• We expect to be able to notify you of the outcome of the process and make an offer to the successful candidate in early September however this is subject to change due to candidate and panel availability throughout the application process.
• Regardless of the outcome, we will notify you as soon as possible
• We will send you a copy of the reports from any assessments undertaken as part of the recruitment process once the recruitment competition has concluded.
Feedback will only be provided if you attend an interview or assessment. Nationality requirements Open to UK, Commonwealth and European Economic Area (EEA) and certain non EEA nationals. Further information on whether you are able to apply is available here. Working for the Civil Service The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. The Civil Service embraces diversity and promotes equality of opportunity. There is a guaranteed interview scheme (GIS) for candidates with disabilities who meet the minimum selection criteria. Apply and further information Contact point for applicants Name : Peter Fish, Director General
Email : Peter.Fish@homeoffice.gov.uk Further information If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact Caroline.Anervillel@governmentlegal.gov.uk in the first instance.