Deputy Director HR Delivery Services
National Crime Agency
Apply before 11:55 pm on Monday 6th May 2024
Details
Reference number
Salary
Job grade
Contract type
Secondment
Length of employment
Type of role
Senior leadership
Working pattern
Number of jobs available
Contents
Location
About the job
Job summary
Serious and organised crime is becoming more challenging and complex. The environment in which we operate is both exciting and uncertain and is likely to remain so. The accelerating rate of technological development, criminals increasingly sophisticated use of technology and the need for the legislative base on which we operate to keep pace are just some of the factors which affect us, in our response to the threat.
To be effective, in our work we are investing in our people, recognising that operational success is achieved through the hard work, expertise and commitment of our people. Because the threat is changing we must adapt and change how we work.
We are aiming to create a workforce that has pride in what they do and the difference they can make. It is important to us that they feel empowered and enabled to lead today, at the same time as building capability for tomorrow. We are currently undertaking an ambitious programme to transform the NCA’s HR function. Our vision is to deliver a new HR Operating Model and transform the way we recruit and develop people. This includes a new model for learning, a stronger approach to workforce planning and compelling people deal.
Job description
This is a senior leadership role within the NCA, leading on HR Delivery Services, comprising of Strategic Workforce Planning, Recruitment, Candidate Engagement, Pre-Employment Checks and Learning and Development.
The Deputy Director HR Delivery Services will be leading and driving the operational performance and service excellence of the employee lifecycle, ensuring it is delivered with accuracy and in line with agreed standards.
The role will be line managed by Director HR, and will work closely with the Deputy Director HR and Deputy Director, Integrated Protective Services.
The role will work with key customers across the Agency (hiring managers, candidates); external stakeholders (including partners across law enforcement, Civil Service Commission, Government People Group) and lead internal teams in HR.
Key Responsibilities:
Leadership of a modern, professional, customer focussed, HR function and management of HR operational delivery processes, including attraction and outreach, recruitment, pre-employment checks and the induction programme. They will lead the Agency’s recruitment and learning and development teams, designing and delivery innovative learning and development solutions to support our fight against serious and organised crime.
Recruitment
- Continuing the transformation of the end-to-end recruitment process and identifying issues and where improvements can be made, including a regular detailed review of data/MI.
- Develop, with command leaders, robust, practical workforce plans
- Developing and implementing an attraction strategy including a strong employer brand to ensure the NCA has a unique and attractive offer to potential employees in the public, UKIC/law enforcement, private and third sectors.
- Identifying and implementing best practice in recruitment, including a review of selection methods, ensuring consistent assessment approaches that test capability, cultural fit, aspiration and potential.
- Ensuring compliance of all internal and external regulations including adherence to the Civil Service Commission Recruitment Principles to ensure and maintain a good Agency rating.
- Identifying and implementing continuous improvement to the pre-employment checks process, identifying ways to streamline practice.
- Working closely with the Integrated Protective Services team to transform the candidate experience during the NCA’s vetting process.
- Considering technology solutions to improve the candidate, hiring manager and HR experiences and that result in greater efficiencies (and removal of duplication) from the current processes.
- Managing the inflow of Fast Streamers to the Agency, enabling and empowering candidates to reach their potential and aspire to leadership roles in the Agency and the wider Civil Service.
- Continuing the transformation of the induction process to ensure officers land in the Agency and understand their responsibilities as NCA.
Learning delivery
- Determine, in association with operational colleagues, the learning and development strategy and offer
Continuing the development of the Officer Development Programme and lead on the development of an NCA Academy, and determine operational officer career pathways, in conjunction with, and learning from, other similar organisations.
Managing the effective delivery of learning, including mandatory learning, identifying ways to improve the employee learning experience.
Develop a strong outreach programme with academic institutions, both for leaning and recruitment initiatives, and significantly broadening our apprenticeship offer.
Managing how we capture and use the learning data to measure the effectiveness of learning programmes and make data driven improvements.
Person specification
The Civil Service use a recruitment framework called Success Profiles. Success Profiles are made up of 5 elements: Ability, Behaviours, Experience, Technical, Strengths. You will be assessed against the following in your written application:
Behaviours:
- Leadership
- Seeing the big picture
- Managing a quality service
- Working together
At interview we will also assess the following strengths:
- Visionary
- Strategic
- Service focussed
- Relationship builder
We ask that you write a statement of suitability no more than 1250 words with relevant examples of your skills relating to the criteria listed below:
You will need to demonstrate the below essential criteria:
- Inclusive leadership skills – comfortable operating in a complex operational environment, with a demonstrable commitment to lead, develop and nurture a highly performing, diverse and talented workforce.
- Excellent communication and influencing skills and experience of building effective partnerships, particularly with technical teams, across government, UK public and private sectors, Security partners and with international partners at a strategic level.
- Significant HR operations delivery experience
- Strong generalist HR knowledge from working in complex environment
- Knowledge of HR policies and procedures and leading-edge HR practice.
- Proven track record in design and delivery of large-scale change programmes that include technology components
- The ability to articulate a strategic forward vision for a large, complex organisation or system, ensuring that a wide range of internal and external stakeholders are engaged and supportive.
- Experience of delivering pragmatic interventions in a complex environment that result in cultural change
- Demonstration of commitment to identifying and embedding initiatives to develop and foster the team culture in line with the organisational cultural ambitions, fostering a culture of trust which enables people to speak up, feel safe, and advocate for others.
Essential Qualifications (Professional / Academic):
- Ability to acquire and retain DV status.
- Chartered Member of CIPD or equivalent professional qualification e.g. Degree in HRM, or must be willing to obtain this within the first 12 months of appointment.
Please Note
The NCA is a 24/7 organisation, and working patterns must support business requirements. Some roles may require you
- to respond at short notice or outside of core hours. All SCS1 officers are expected to participate in an on-call rota.
- Individuals will be required to undertake and pass a substance misuse test as part of pre-employment checks.
- If successful you must hold SC Enhanced upon appointment, and be able to obtain security clearance Developed Vetting (DV) once in post.
- We want to recruit and retain the very best and broadest diversity of officers so the NCA welcomes applications from individuals from all minority backgrounds and protected characteristics.
- Please be aware that you can be posted to any location that you put in your preferences. If you would only like to be posted one location, please confirm one location only.
If you are posted to a location that you have requested and you do not accept that location, you may not be offered another role.
- Successful candidates may be required to undertake a medical. If required, the medical will take place in either London or Warrington. Unfortunately, travel costs will not be reimbursed.
- Under the NCA Estates Strategy, the London office is part of a planned relocation to a new NCA HQ in Stratford, London. Relocation is expected to take place in 2025. If you are successful for a London role, please be aware that your post will be relocated.
Qualifications
Benefits
Salary
Salary Range: £75,000 - £117,800 per annum.
Pay principles on Civil Service transfers apply for current civil servants transferring to the NCA at the equivalent grade. Cabinet Office pay policy on promotion applies to current civil servants.
If applying on Secondment and you are the equivalent grade you will remain on your current salary for the duration of your Secondment.
Benefits
Civil Service how
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; 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.
If you are an active police pension member immediately prior to joining the NCA, you can continue your membership throughout your employment with us.
Annual Leave
25 days annual leave on entry (plus one privilege day for the King’s Birthday), plus 8 Bank Holidays, increasing to 30 days after reaching 5 years continuous service (plus one privilege day for the King’s Birthday), plus 8 Bank Holidays.
If qualifying criteria is met new joiners to the NCA from UK Police Forces or UKIC will have service with those employers taken into account for continuous service purposes for Annual Leave entitlement only, this will be up to a maximum of 30 days leave (plus 1 privilege day for the Kings Birthday).
Parental Leave
Family friendly policies including paid maternity, adoption, paternity and shared parental leave of up to 26 weeks.
Access to the government Tax-Free Childcare (TFC) scheme. Existing employees may be able to continue to claim childcare vouchers.
Flexible Working
Flexible working arrangements allowing you to split your work between the office and home, subject to the nature of the role.
Alternative working patterns such as part-time and compressed hours options subject to business needs.
Support for officers who are Reservists and Special Constables.
Learning and Development
Access to a range of learning and development activities, and opportunities to support career progression
Paid time off to facilitate continuous professional development, and access to Civil Service Learning up to 5 days per year.
Wellbeing and Inclusion
Occupational sick pay and access to occupational health services.
A network of qualified Mental Health First Aiders and Workplace Support Officers, who can provide advice, signposting and support to all our officers.
On site facilities including fitness centers and canteens (where available). Access to a variety of active staff network groups.
Employee Savings
Interest-free loans allowing you to spread the cost of an annual travel season ticket.
Access to a wide range of discounts, offers and gift cards with a number of high street and online retailers through the Blue light Scheme and Edenred.
Cycle2work salary sacrifice scheme to hire a bicycle up to the value of £4,000 to assist in improving health and fitness and save you money.
Access to a home and technology purchase scheme, allowing you to purchase items and spread the cost over 12 months through salary sacrifice.
Key worker status, enabling access to accommodation at a discounted rate, subject to eligibility.
Access to a range of sports, leisure and health benefits at reduced prices through membership with Civil Service Sports Council (CSSC).
For further information on working for the NCA please visit:
https://www.civil-service- careers.gov.uk/national-crime-agency/
Things you need to know
Selection process details
How to apply
To apply for this post, you will need to complete the online application process, outlined below. This should be completed no later than 23:55, on Monday 6th May 2024.
- Enter your CV details setting out your career history, including key responsibilities and achievements. It is essential that your CV reflects the role you are applying for. Please ensure you have provided reasons for any employment gaps within the last two years.
- A statement of suitability (no more than 1250 words) with detailed evidence of your skills and experience that relate to the Behaviours and criteria on page 12
- of the Candidate Information Pack.
In order to monitor the effectiveness of the National Crime Agency’s Diversity & Inclusion strategy, the NCA require certain personal details about you on submission of your application. Please note that this will be treated in confidence and will not impact your application.
As part of your application, you will be asked to complete a diversity monitoring form. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select ‘prefer not to say’. All monitoring data will be treated in the strictest confidence and will not be provided to the selection panel. The information you provide when submitting your application will help us monitor our progress towards the Civil Service becoming the most inclusive employer.
Your application will be acknowledged within 48 hours of receipt.
Should you encounter any issues with your application please get in touch with our recruitment partners at the following email address: scscandidate.grs@cabinetoffice.gov.uk
Complaints
If you feel your application has not been treated in accordance with the recruitment principles or you wish to make a complaint, in the first instance, please raise it with scscandidate.grs@cabinetoffice.gov.uk
Location
The roles are expected to be based in Birmingham, Bristol, London*, Warrington. Please ensure you are only selecting locations you are willing to work in as you may be offered a post in any of your location preferences.
*Under the NCA Estates Strategy, the London office is part of a planned relocation to a new NCA HQ in Stratford, London. Relocation is expected to take place in 2025. If you are successful for a London role, please be aware that your post will be relocated.
Longlisting
The longlisting will be conducted against your submitted CV and Statement of Suitability.
Shortlist
A shortlisting meeting will be held in the week commencing Monday 13th May 2024 with successful candidates given more information about their final panel interview, which will be held face to face with the NCA in London in the week commencing 20th or 27th May 2024.
Final Panel Interview
The interview will be a competency based interview assessing Success Profiles. More information about Success Profiles can be here.
You will also be asked to deliver a presentation at the time of your final panel interview.
A subsequent 1:1 interview may be offered following the final interview at the discretion of the vacancy holder.
Offer
Regardless of the outcome, we will notify all candidates as soon as possible.
If your application is successful and we are unable to offer you a post immediately, you will be invited to join our reserve list so that we can continue to communicate with you regarding your employment with the Agency, and the incredible work that we do. If over the next 12 months we are able to offer you a position, we will contact you as soon as possible.
If you are found appointable at the higher grade but there are no positions available you may be offered an appointment at the lower grade.
If you are not found appointable at the advertised grade you may be offered the lower grade role if you are considered to meet the skills, experience and behaviours for the lower level. The benchmark for appointing to the lower grade is set at the start of each campaign. All offers will be made in merit
Appointments will be made in adherence to the Civil Service Recruitment Principles and in strict merit order with the highest scoring candidates being appointed first.
We will keep you updated throughout your application and whilst in the candidate pool, we wish you every success in this process and are excited for the journey ahead.
The NCA is a law enforcement agency and as such we are part of the Criminal Justice System. Therefore, if you are going into an operational role we need to be aware if any of our officers have, either before they join us or afterwards, any of the following:
- Any criminal conviction (including by Court Martial), or caution or fixed penalty notice for disorder or theft;
- Any adverse judicial findings;
- Any charges or summonses where the proceedings are not complete;
- Any misconduct or gross misconduct findings or where proceedings are not complete.
You will be asked to complete a declaration form covering the above if offered a role with the NCA.
Each case will be considered on its merits and a positive declaration does not automatically mean that your application will not be progressed. However, should you fail to disclose a relevant matter then your application or employment will be adversely affected. If in doubt, please declare it at this stage.’
Indicative Timeline
Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know in your application letter.
The anticipated timetable is as follows:
Advert Closing Date: 6th May 2024
Expected shortlist announcement: W/C 13th May 2024
Interviews: W/C 20th or 27th May 2024
Pre-employment checks
Pre-employment checks take on average 16 weeks from the point of offer to arranging a start date. This includes vetting, occupational health assessments, employment history checks and substance misuse tests. This is an approximate time frame and is to be taken as a guideline only as this can very between candidates. This is dependent on when all requested documentation is provided.
Candidates are asked to note the above timetable, which may be likely to some change, and are asked to exercise flexibility through the recruitment and selection process.
Feedback will only be provided if you attend an interview or assessment.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
Nationality requirements
Working for the Civil Service
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
Apply and further information
Contact point for applicants
Job contact :
- Name : SCS Recruitment Team
- Email : scscandidate.grs@cabinetoffice.gov.uk
Recruitment team
- Email : scsrecruitment.grs@cabinetoffice.gov.uk
Further information
