UK Ministry of Defence
National Cyber Force - Head of Workforce Delivery and Resourcing
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Samlesbury
Job Summary
Established in 2020, the National Cyber Force (NCF) is responsible for operating in and through cyberspace to counter, disrupt, degrade and contest those who would do harm to the UK or its allies, to keep the country safe and to protect and promote the UK's interests at home and abroad. The UK will use cyber operations as part of its diplomatic, economic and military activities.
The NCF is at the heart of this, extending the UK's competitive edge as a responsible, democratic cyber power, by countering threats from terrorists, criminals and states using the internet to operate across borders in order to do harm to the UK and other democratic societies. This may involve countering threats which disrupt the confidentiality, integrity and availability of data and services in cyberspace (i.e. supporting cybersecurity), contributing to UK Defence operations, or helping deliver the UK's foreign policy agenda (for example intervening in a humanitarian crisis to protect civilians). In addition to GCHQ and the Ministry of Defence, the Secret Intelligence Service and the Defence Science and Technology Laboratory are core partners, bringing cutting edge espionage and research techniques. The NCF is establishing its Headquarters in Samlesbury, Lancashire.
Our people are at the heart of everything we do. Our vision is to have an empowered, productive, personally and professionally fulfilled workforce. Whatever your role, we take your career and development seriously. We want to enable you to build a successful career with the Department and wider Civil Service. We are committed to understanding, respecting, and representing as broad a range of views and backgrounds as we have in UK society. We know that diverse perspectives and experiences are critical to an effective, modern Civil Service.
The Head of Workforce Delivery and Resourcing is responsible for the development and delivery of the Cyber Partnership Strategic Workforce Planning process/cycle.
This position is advertised at 37 hours per week.
Job Description
Working with senior stakeholders this role will identify critical gaps in capability and capacity of the future workforce to support delivery of operational outputs and transformational change across the partnership.
The role primarily faces inwards overseeing the interaction at a strategic level between the various partner organisations, supporting the development of cyber careers, skills and professions. The role ensures Defence specific workforce policy and processes are adopted for those working within the Partnership, blending in with the inhouse ways of working. The role also faces outwards relaying Partnership specific requirements out to the wider CSOC People Team including the CSOC HRBP team.
The Role Operationally Leads And Supports The Partnership By Leading The In-house Strategic Working Planning, Defence Resourcing Hub, Vetting Team And Career And Talent Team To Ensure The Right People, With The Right Skills At The Right Time Are Recruited And Onboarded, Including Being Responsible For The Accuracy And Availability Of The Systems That Hold People Data That Supports Workforce Planning And People Decision Making. The Role And The Teams It Leads Will Continue To Support The Growth Of The HQ At Samlesbury. The Role Will:
- Lead the development and delivery of the Strategic Workforce Plan, including governance and operational delivery of the workforce planning process/cycle.
- Collaborate with the Partnership key stakeholders on current and developing Defence HR policies and processes. Work closely with CSOC HRBP and wider CSOC People Team to understand how Defence/CSOC transformation affect the Partnership and vice-versa and how best to implement new policy and processes.
- Lead the workforce delivery, recruiting and vetting and career and talent teams. Continuing to support the growth of the HQ at Samlesbury.
- Oversee the organisations workforce data using analytics to inform decision making and recommendations relating to workforce planning, succession planning and retention.
- Brief and engage with the Partnership Senior leadership team on Defence specific workforce topics to include: relocation, resourcing, vetting, career and talent leadership and matters relating to transformation and people change.
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Person specification
Essential:
You will be CIPD qualified (Associate) and have experience of working in a HRBP, SWP or a Resourcing role.
You will be a natural collaborator and have an eye for detail. You will be someone who can understand complex topics and consider potential benefits and challenges prior to their largescale implementation. You will be comfortable with introducing new ways of working both organisationally and within the team. You will be able to provide succinct advice and guidance to senior stakeholders and employees, acting as a credible challenger and critical friend.
Qualifications
- Associate CIPD
Memberships
- CIPD
Behaviours
We'll assess you against these behaviours during the selection process:
- Managing a Quality Service
- Making Effective Decisions
- Seeing the Big Picture
- Delivering at Pace
- Communicating and Influencing
We only ask for evidence of these behaviours on your application form:
- Managing a Quality Service
- Seeing the Big Picture
Benefits
Alongside your salary of £61,630, Ministry of Defence contributes £17,854 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).
- National Security Payment Allowance of £2,500 per annum
- 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%
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. Requirements to attend other locations for official business, or work in another MOD workplace, will also count towards this level of office attendance. Applicants can request further information regarding how this and other flexible working arrangements may work in their team from the Vacancy Holder (see advert for contact details). Defence Business Services cannot respond to any questions about working arrangements.
The post does not offer relocation expenses.
External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.
Please Note: Expenses incurred for travel to interviews will not be reimbursed.
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.
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/.
Get help with your application
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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 however some exemptions are in place, please refer to local guidance. 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.
MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.
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. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
This vacancy is using Success Profiles (opens in a new window), 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 in no more than 250 words.
At sift, you will be assessed against your CV, Statement of suitability and the following Behaviours:
- Managing a Quality Service
- Seeing the Big Picture
At interview, you will be assessed against the following Behaviours:
- Managing a Quality Service
- Making Effective Decisions
- Delivering at Pace
- Communicating and Influencing
If successful at sift, the interviews will be held week of 28th September. Interviews will be conducted remotely via Teams. Once set, we will not be able to reschedule the dates.
Further Information:
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is enhanced developed vetting, further to the DV as listed below.
The post holder must be a UK national. You must hold or be willing to undergo Developed Vetting (DV) clearance.
Clearance level required for role is DV plus screening. Checks involved include, but are not limited to:
- Successful completion of the Baseline Personnel Security Standard
- Completion, by the individual, of a DV Security Questionnaire
- A departmental/company records check which will include personal files, staff reports, sick leave returns and security records
- A check of both
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