UK Ministry of Defence
CSM-Resourcing Officer
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Bristol, London
Job Summary
Corporate Services Modernisation (CSM) is delivering a significant transformation programme across the Ministry of Defence. Effective workforce planning, resourcing, and people processes are critical to ensuring the programme has the right capacity, capability, and workforce mix to deliver its objectives.
The Resourcing Officer will support workforce planning, recruitment, onboarding, workforce reporting, and people process activity across CSM. Working within the Approvals, Cost, Benefits, and Finance Team, the postholder will work across the programme to maintain accurate workforce information, support resourcing decisions, and help manage workforce risks and pressures.
This role is suited to someone who can bring structure, accuracy, and pace to workforce planning and resource management activity. You will provide practical advice, coordinate information and returns, maintain workforce data, support recruitment and onboarding arrangements, and ensure CSM is positioned to respond effectively to corporate commissions and changing workforce requirements.
This position is advertised at 37 hours per week.
Job Description
Resource management and workforce planning
- Support the development and maintenance of the CSM resourcing strategy, ensuring workforce information is accurate, current, and aligned to programme delivery needs.
- Support workforce planning across the civilian, military, and contingent labour workforce, helping CSM understand current capacity, future demand, and emerging resource pressures.
- Maintain establishment, vacancy, and workforce information to support resource planning, reporting, and decision-making.
- Analyse workforce information to identify trends, risks, gaps, and opportunities, escalating issues where appropriate.
- Support capability and capacity planning by helping to identify skills, workforce gaps, and resourcing options.
Recruitment, onboarding, and people processes
- Support recruiting managers by signposting relevant HR policies, workforce procedures, and people processes, working with HR Business Partners and other Subject Matter Experts if required.
- Identify common issues with recruitment processes/guidance, escalating to senior managers.
- Work effectively with the CSM Business Management Team to plan onboarding workload and recruitment-related coordination.
- Monitor recruitment pipelines, status of job descriptions, vacancies, and onboarding activity across the programme, providing regular updates through management information or programme reporting to demonstrate recruitment activities are in line with plans.
- NB – recruitment activities (including drafting job descriptions, advertising positions, sifting, and interviewing) are the responsibility of the recruiting line manager.
Workforce reporting, affordability, and contingent labour
- Work with the Finance Manager to ensure contingent labour and workforce updates are completed accurately and in line with timescales and standards.
- Produce clear workforce reports, updates, and management information to support senior decision-making and corporate returns.
- Support workforce affordability activity by helping to identify contingent labour and workforce pressures, including areas of potential overspend.
- Work with colleagues to provide evidence-based advice on workforce position, workforce pressures, and contingent labour information.
- Maintain a disciplined approach to data quality, version control, and evidence management for workforce information.
Stakeholder engagement and corporate commissions
- Develop effective working relationships with programme stakeholders and wider Ministry of Defence teams.
- Alongside the team, support management of the relationship with Human Resources and Strategic Workforce Planning colleagues.
- Respond to queries and taskings, working with the team to shape clear, accurate, and timely responses to corporate commissions.
- Provide practical workforce advice to stakeholders, using data and policy awareness to support proportionate recommendations.
- Represent CSM in workforce planning and resourcing discussions where required, reflecting the delegated authority of the role.
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Governance, risk, and continuous improvement
- Identify and escalate workforce risks, issues, gaps, and blockers that could affect programme resourcing or delivery.
- Support workforce governance by maintaining accurate records, returns, action logs, and supporting evidence for resource decisions.
- Contribute to improvements in recruitment, onboarding, workforce reporting, and resourcing processes across CSM.
- Share lessons learned and good practice across the team to improve consistency, resilience, and service quality.
- Work flexibly across the programme where workforce, resourcing, or people-process support is required.
Person Specification
The successful candidate will be organised, confident working with data, and able to build effective relationships across a complex stakeholder environment. They will be comfortable handling competing priorities, responding to commissions, and producing clear workforce information that supports decision-making.
Essential Criteria
- Experience supporting workforce planning, recruitment, resourcing, HR administration, business management, or programme support activity.
- Experience collecting, checking, analysing, and presenting information to support management decisions.
- Strong planning and organisational skills, with the ability to manage competing priorities and meet deadlines.
- Good stakeholder engagement skills, with the ability to work across HR, Finance, Business Management, and programme teams.
- Ability to provide clear, practical advice and escalate issues appropriately.
- Good written communication skills, including the ability to produce clear updates, returns, and management information.
- Good attention to detail and information management discipline, including maintaining accurate workforce records and evidence.
- Confident use of Microsoft Office tools, particularly Excel, Outlook, Word, and MS Teams.
Desirable Criteria
- Experience working in the Ministry of Defence, the wider Civil Service, or a large complex organisation.
- Experience supporting contingent labour, workforce forecasting, or establishment management activity.
- Understanding of Civil Service recruitment or onboarding processes.
- Awareness of project, programme, or portfolio delivery environments.
- CIPD qualification, people-related qualification, or willingness to work towards one.
PDCF competency
| Recommended level | How It Appears In This Advert |
|---|---|
| Resource management | Working <br> Supports development of resourcing strategy, workforce planning, resource information, recruitment/onboarding support, and resource reporting. |
| Stakeholder engagement | Working <br> Works with NAD HR, Strategic Workforce Planning, Finance, Business Management, G7/G6, and programme stakeholders. |
| Planning | Working <br> Supports workforce forecasting, vacancy tracking, capacity planning, and future resource requirements. |
| Reporting | Working <br> Produces workforce updates, management information, dashboards, and responses to corporate commissions. |
| Risk and issue management | Awareness / Working <br> Identifies workforce pressures, contingent labour issues, affordability risks, and escalates appropriately. |
| Governance | Awareness / Working <br> Maintains records, returns, and evidence for workforce decisions and NAD reporting requirements. |
| Budgeting and cost management | Awareness <br> Supports contingent labour and workforce affordability information but does not hold budget delegation. |
| Knowledge management | Working <br> Maintains workforce information and contributes to improved recruitment, onboarding, and reporting processes. |
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Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Working Together
- Delivering at Pace
- Making Effective Decisions
Salary and Benefits
Alongside your salary of £37,720, Ministry of Defence contributes £10,927 towards you being a member of the Civil Service Defined Benefit Pension scheme.
Additional Benefits
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
Hybrid Working
Where business needs allow, some roles may be suitable for a combination of office and working from home as part of a non-contractual hybrid working arrangement. All office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to site capacity and any required workplace adjustments.
Relocation Expenses
The post does not offer relocation expenses (move of home, excess fares, or temporary transfer). Non-Standard move applicants will be eligible for the full package, subject to eligibility.
Expenses
Please Note: Expenses incurred for travel to interviews will not be reimbursed.
Pay Review
Please be advised that the Department is conducting a review of all pay-related allowances which could impact on those allowances that the post currently being advertised attracts.
Childcare Vouchers
Any move to MOD from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/.
Smoke-Free Environment
The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke, and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment. The policy is Whole Force and includes all Defence personnel, contractors, visitors, and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.
Artificial Intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate, and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.
Selection Process Details
This vacancy is using Success Profiles, and will assess your Behaviours and Experience.
Candidates will be required to provide CV details to include job history, qualification details, and previous skills and experience.
Candidates will be required to provide a statement of suitability (750 Words).
At sift, Candidates will be assessed against their CV and Statement of suitability and the following:
- Delivering at Pace
- Communicating & Influen
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