Ministry of Housing, Communities and Local Government
HR Business Partner
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HR Business Partner
HR Business Partner (People, Capability & Change Directorate)
Locations: Bristol, Darlington, Leeds, Liverpool, London, Manchester, Wolverhampton (Primarily Working From Home)
About the Role
The Ministry of Housing, Communities and Local Government (MHCLG) is central to driving economic growth and improving lives across the UK. Through local empowerment, housing delivery, safety standards, and social cohesion, MHCLG fosters growth and well-being.
The People, Capability & Change (PC&C) directorate leads the development of a high-performing, inclusive workforce. Operating as a dynamic, agile team, PC&C values curiosity, collaboration, and professional development while engaging with internal/external stakeholders to align with best practices and future challenges.
We’re seeking a HR Business Partner to join our supportive, high-performing HRBP team, celebrating diverse thinking and experience.
Key Objectives of HR Business Partners
HR Business Partners act as trusted advisors to director-level leaders, enabling strategic delivery through people priorities, including:
- Organisational change
- Workforce sizing and structuring aligned with strategic plans
- Building capability and maximising employee performance
- Advancing diversity and inclusion
- Promoting employee well-being
- Providing strategic HR insights into business strategy, risks, and opportunities
- Collaborating across PC&C and corporate teams (particularly Finance) to adapt HR initiatives based on organisational evolution
Job Description
Responsibilities
Your role will entail (but is not limited to):
- Cross-programme collaboration: Supporting PC&C in weaving HR insights into broader people strategy and workplace adaptability.
- Strategic stakeholder management:
- Influence and partnership building: Nurturing trust-based relationships with senior stakeholders across multiple departments.
- Decision-making: Offering informed challenge and leadership to drive objectives via data-driven insights.
- Risk management: Highlighting business/reputational risks and advocating for operational HR excellence.
- Capability development:
- Coaching & mentoring (individual and team-level) to elevate performance.
- Tailored workforce upskilling for diverse groups.
- Change leadership:
- Leading people-driven transformation programs and managing cultural change initiatives.
- Delegating employment law/applying relate principles.
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Requirements & Person Specification
Essential Experience & Skills
- CIPD Level 5 qualification (or equivalent) plus proven HR Business Partnering/HR experience.
- Strong relationship-stacking: Building trust and influence with senior stakeholders (ask-level negotiation and feedback).
- Problem-solving under pressure: Demonstrating fast pivots and adaptability to sustain strong outcomes across uncertainty.
- Data accuracy and alignment: Translating workforce analytics into informed people initiatives—including setting benchmarks to measure success.
- Curiosity-driven work: Thrive with ambiguity, breaking down challenges into solutions (e.g., targeting engagement, retention, well-being).
- Personal resilience: Staying effective under stress, navigating conflict, and responding constructively to complex scenarios.
Competitive Benefits
- Salary: £58,092pa
- Government Pension Contribution: £16,829 of salary invested into the Civil Service Defined Benefit Pension Scheme.
- Other benefits (full list available via external link) including:
- Flexible working
- Career pathways
- MyLifestyle Staff Benefits Scheme
- Childcare vouchers
- Cycle-to-work schemes
Selection Process
Overview
The two-stage process assesses:
- Behaviours, Experience, and Strengths.
Documents & Submission
- Merge your CV and cover letter into a single document (max 1 page for the covering letter).
- Strict policy: Plagiarism or AI-generated points will halt progression (follow the candidate guidance). Duplicate applications will be rejected.
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Stage 1: Sift
Upload your packet for review, where the covering letter should answer:
"Describe a time you successfully influenced, challenged, or resolved a complex HR issue with senior leaders. Outline your approach and the delivery method ensuring the desired outcome?"
- Consider pairing with problem-solution evidence to signal scalability/impact.
Stage 2: Interview
Core strength-based clusters:
- Seeing the Bigger Picture | Leadership | Communicating & Influencing. Please prepare for a required presentation, whose details will be shared once shortlisted.
Timing & Next Steps
- Sift Week: Starting 06/07/2024.
- Interviews Week: Starting 13/07/2024 (remote; confirmation pending).
Reserve List
High-demand roles may hold shortlists for 6 months at minimum standard. Reserve offers could span same/high-grade merit order.
Eligibility & Policies
See MHCLG Career Site Guidelines regarding:
- Security Clearance: Domestic posts require BPSS while London roles need BPSS + CTC (CTC for government assets).
- Vetting and checks: Criminal records + baseline personnel security standard (BPSS) procedures required.
- Nationality: UK/EU/Switzerland/Norway nationals or commonwealth employees with UK work rights apply.
- Right to Work: Verified with documentation proof.
- Compliance: Civil Service Code & Recruitment Principles apply.
- Diversity: Woman/SME-owned organisation—our Disability Confident Scheme supports inclusive recruitment.
Contact & Support
For technical support, email: hello@beapplied.com or for role queries:
- Sarah Draper (Jane Draper): Sarah.Draper@communities.gov.uk
- Resourcing Team: recruitment@communities.gov.uk
Advice appeals (procedural/equal opps discrimination) must address_resourcing-team@ for process-only grievances. Civil Service Commission outlines formal steps if unresolved.
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