Leadership and Talent Lead (Ref: 92133)

Judicial Office/HR for the Judiciary/Leadership Development and Talent team. Role: Leadership and Talent LeadGrade: SEORole title: Leadership Development and Talent LeadTeam/Directorate: Centres of Expertise, HR for the JudiciaryOverview of the Judicial OfficeThis is standardised wording and cannot be amended. The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland. The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions. We are an Arms Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities.See JO staff talk about working here: https://design102.wistia.com/medias/uhgtmbtnlvOverview of the team The Leadership Development and Talent (LDT) team sits within the Centres of Expertise as part of Judicial HR. The teams primary focus is to develop the range of support and interventions available to support leadership judges in their leadership roles. This includes both written material (guidance and intranet resources), activities (such as appraisal, mentoring and coaching) and interventions (such as induction events). Hybrid Working RequirementThis is standardised wording and cannot be amended. This position is eligible for hybrid working (current minimum requirement for time spent at base location is 60%, which is subject to business requirements).Summary of the role Reporting to the Head of the LDT team, the role involves scoping, developing and implementing a portfolio of forward-looking approaches aimed at supporting the judiciarys ambition to ensure that it has both the expertise and flexibility to meet evolving demand and to ensure judicial office-holders are appropriately developed, including through leadership interventions, mentoring and appraisal. The majority of the role is project based and the role holder will need to manage their portfolio of project work along with supporting the teams wider activities (e.g. finance) The role contains a significant element of communication - both face to face with all levels of seniority, and especially, in producing high quality written material. We are looking for an HR professional (qualified at level 5, or willing to work towards) with demonstrable experience delivering improvements in leadership development in a complex environment. Responsibilities,Activities & Duties: The role holder will be responsible for: Developing and implementing strategies and interventions to support leadership judges, including for example, arrangements for induction, coaching, mentoring, career discussions, and leadership feedback. Developing/designing and delivering leadership development and other events (which may take place either in person or on-line) ensuring effective HR and other content that addresses development priorities. Developing materials, guidance and other interventions (especially for the intranet) in an innovative way that reflects the current and future needs of the judiciary (for example using technology, podcasts, webinars as well as face to face events etc). Oversee provision of ongoing services/support in areas such as mentoring, feedback or coaching. Where necessary, manage relationships with external service providers. Work collaboratively with HR and colleagues across JO/Judicial College/Communications to deliver work objectives and to ensure that relevant stakeholder views are considered. Provide and contribute to papers/briefings and updates for senior judiciary and officials, including the Leadership Lead Judge, Lady Chief Justice and Judicial Executive Board. Management of LDT Teams budget, using the JO bespoke finance system, including reporting and future planning. Essential Knowledge, Experience and Skills This role offers an opportunity for the successful candidate to apply their skills and experience in a unique context, that of supporting an independent judiciary, making the role substantially different from other civil service HR roles. Essential Criteria Ability to successfully develop and deliver leadership development and other related interventions across a complex multi-faceted arena, taking into account different customer needs and concerns. Ability to confidently deliver and support delivery of face-to-face learning and development. Excellent communication skills (written and face to face) and ability to articulate and explain complex concepts in language appropriate for the audience. Excellent interpersonal, influencing and stakeholder skills, with the ability to build and use effective and credible relationships at all levels including with the judiciary. Flexible and resilient, with an ability to adapt to emerging or changing priorities. Knowledge of, and experience of using project management techniques. Ability and willingness to undertake budget management and reporting Level 5 CIPD qualified, or willing to work towards qualification within 18 months of being in the role.Desirable Knowledge, Experience and Skills Desirable Criteria Experience of working with Judicial Office Holders and knowledge of the judiciary.Please contact [email protected] if you would like to discuss this roleBehaviours (for Recruitment/Success Profiles): We will assess you against the essential criteria set out above and against the following five behaviours. If you are successful for interview, please note you will also be assessed against the strengths element of the success profile frameworkSuccess profiles Behaviours (level 3):1. Communicating and Influencing 2. Developing self and others 3. Leadership4. Managing a Quality Service 5. Working collaboratively Assessment process at application Candidates will be sifted on their applications including the following behaviours: 1. Communicating and Influencing 2. Developing self and others 3. Leadership4. Managing a Quality Service 5. Working collaborativelyThere will be a lead behaviour of Communicating and Influencing (which in the event of a high number of applications will be used to sift applications on) Assessment process at interview Candidates for interview will be tested on the behaviours listed above, strengths and their experience respective to the Job Specification. Security clearance required:Select one of the below. (this will be determined by the location)- DBS- CTC- SC- DVPlease note: Central Government policy dictates that applicants for National Security Clearance must be a resident in the UK for these minimum periods:- CTC - 3 years- SC - 5 years- DV - 10 years CTC (and DBS)