Deputy Chief People Officer

We are seeking an exceptional senior HR leader to join UKRI as Deputy Chief People Officer. Reporting to the Chief People Officer, this role will play a pivotal part in leading the HR function, delivering our new People Strategy and supporting the organisation through an ambitious programme of organisational transformation.

Operating with a high degree of autonomy, the Deputy Chief People Officer will provide strategic leadership across the full people agenda, acting as a trusted adviser to senior leaders and leading on complex organisational and workforce matters. The postholder will deputise for the Chief People Officer as required, representing the function at Executive Committee and other senior governance forums, leading UKRI's engagement with our recognised trade unions and playing a key role in shaping organisational strategy and major transformation programmes.

The role has strategic accountability for the HR Business Partnering function across UKRI, ensuring it enables organisational performance and delivers high-quality, commercially focused people solutions. A key priority will be to strengthen partnership working between the HR Business Partnering function and our specialist Centres of Expertise, creating an integrated, collaborative and customer-focused HR operating model that delivers seamless support to leaders across UKRI.

As a member of the HR Leadership Team, you will lead and develop a high-performing team of HR Business Partners, enabling them to anticipate, influence and respond to organisational priorities across UKRI. You will ensure the delivery of effective strategic business partnering to UKRI's Councils, Centres, Institutes and Units (CIUs) and corporate functions, while working closely with the Deputy Directors who lead our Centres of Expertise to deliver joined-up, high-quality people services. You will also drive organisational design, development and change initiatives, co-ordinating the people aspects of major transformation programmes across the organisation.

UKRI HR Leadership

• Provide strategic leadership across the full people agenda and act as Deputy Chief People Officer, exercising delegated authority and deputising for the Chief People Officer as required.

• Support the Chief People Officer in setting the strategic direction, priorities, performance and reputation of the HR function, acting as a visible executive leader across UKRI.

• Be an active member of the HR Senior Leadership Team, shaping and delivering UKRI's People Strategy and Delivery Plan and wider workforce priorities.

• Lead the continued transformation of the HR function, embedding a modern, integrated and customer-focused operating model that strengthens collaboration across the HR Business Partnering function and Centres of Expertise and delivers high-quality, strategically aligned people services.

• Serve as a full member of the People and Workforce Planning Committee and the Joint Negotiating and Consultative Committee. Deputise for the Chief People Officer at Executive Committee and other executive-level governance forums and committees, including the above, as required, representing the organisation on strategic people, workforce and organisational matters.

• Build trusted relationships with senior leaders across UKRI, including the Operational Leadership Team, Executive Chairs, Chief Operating Officers and Centres, Institutes and Units leadership teams, providing strategic advice, coaching and constructive challenge on organisational performance, leadership, workforce and culture.

• Champion innovation and continuous improvement across the HR function, ensuring HR systems, governance, processes and ways of working remain fit for the future and support organisational transformation.

• Drive the performance, capability and professional development of the HR function, fostering an inclusive, collaborative and customer focused 'One HR' culture that reflects UKRI's values.

Strategic HR Business Partnering

• Provide strategic leadership for the HR Business Partnering function, ensuring it delivers high-quality, commercially focused support that enables organisational performance and successful delivery of UKRI's strategic priorities.

• Lead, develop and inspire a high-performing team of HR Business Partners, building capability in strategic workforce planning, change leadership and strategic business partnering.

• Ensure the effective delivery of UKRI's People Strategy and Delivery Plan through strong partnerships with business leaders, translating organisational priorities into local people strategies, workforce plans and change initiatives.

• Working closely with the Deputy Director for Talent Management, strengthen strategic workforce planning capability across UKRI, ensuring workforce decisions are informed by robust evidence, future skills requirements and organisational priorities.

• Assess and develop the capability, capacity and effectiveness of the HR Business Partnering function to meet current and future organisational needs.

• Foster strong partnership working between the HR Business Partnering function and the Centres of Expertise, embedding an integrated 'One HR' approach that delivers consistent, customer-focused and evidence-based people solutions.

• Use people insight, workforce data and organisational intelligence to inform strategic decision-making, identify emerging risks and opportunities, and shape people interventions across UKRI.

• Ensure consistent approaches across Councils, Centres, Institutes, Units and professional functions, promoting shared learning, continuous improvement and greater harmonisation of people practices.

• Establish high standards of professional practice, performance and accountability across the HR Business Partnering function, ensuring the delivery of high-quality, value-adding services.

• Enable senior leaders to improve organisational performance through effective organisation design, workforce planning, leadership development, organisational development and culture change, ensuring people strategies drive sustainable organisational performance and successful transformation across UKRI.

• Lead the strategic planning and management of the HR Business Partnering budget and resources, ensuring effective deployment of people and financial resources to deliver organisational priorities and value for money.

Organisation Development, Design and Change

• Provide organisation-wide leadership on organisational development, organisational design and the people aspects of transformation, ensuring UKRI has the capability, structures and culture required to deliver its strategic ambitions.

• Lead the people elements of major organisational change and transformation programmes, providing expert advice on organisation design, workforce transition, change management and implementation planning.

• Shape long-term organisational capability and workforce strategies, ensuring organisational design, leadership and workforce planning are aligned to future business requirements.

• Work with programme leaders, the Programme Management Office and senior stakeholders to ensure people implications are fully considered within business cases, programme design and transformation delivery.

• Champion evidence-based approaches to organisational effectiveness, leadership and culture, embedding best practice across UKRI.

Trade Union Relations

• Lead UKRI's strategic engagement with recognised Trade Unions, working closely with Deputy HR Directors and their teams to build constructive relationships that support organisational change and positive employee relations.

• Chair the Trade Union Change Sub-Committee and serve as a full member of the Joint Negotiating and Consultative Committee, deputising for the Chief People Officer as required.

• Act as the senior escalation point for complex, high-risk and sensitive employee relations matters, working closely with the Deputy Director for HR Delivery as appropriate.

Governance, Risk and Corporate Leadership

• Ensure effective governance, assurance, risk management and compliance across the HR Business Partnering function and contribute to organisation-wide people governance.

• Represent UKRI internally and externally, influencing policy, sharing best practice and building effective relationships across government and the wider HR profession.

• Champion UKRI's values, equality, diversity and inclusion, wellbeing and leadership expectations, acting as a visible role model for the organisation.

This role requires an ...