Resource and Capability Planning Specialist

Ofgem is Great Britains independent energy regulator. Our primary responsibility is to protect energy consumers, especially the most vulnerable, while at the same time working with government, industry and consumer groups to deliver a clean, more affordable and secure net-zero energy system at the lowest cost to consumers and drive economic growth.

Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.

Role Purpose

The Resource & Capability Planning Specialist leads organisational capability planning and resourcing decision-making to ensure Ofgem has the right people, skills and capacity to deliver its objectives. Reporting to the Head of Resource & Capability, the role is accountable for the overall workforce and capability plan, including resourcing priorities, mobility routes and workforce controls. The role owns sponsorship and visa planning at an organisational level, ensuring immigration risks, costs and compliance implications are fully integrated into workforce plans and resourcing decisions.

The role works in close partnership with the Workforce Data & Insights Manager, setting the requirements for workforce data, MI and scenario modelling and interpreting analytical outputs to shape resourcing recommendations and governance decisions. The role partners with Senior People Partners and senior leaders to optimise resource deployment and ensure compliance with Civil Service workforce frameworks and Home Office sponsorship requirements.

Key Accountabilities

• Accountable for the organisation wide workforce and capability plan, including sponsorship and visa‑dependent roles, ensuring alignment with strategic priorities, budgets and delivery needs.

• Own sponsorship and visa workforce planning, ensuring immigration considerations are built into resourcing strategies, affordability assessments and risk management.

• Set requirements for workforce data, scenario modelling and forecasts needed to inform planning and resourcing decisions.

• Interpret workforce analytics and modelling outputs to develop clear resourcing options, trade-offs and recommendations for senior leadership.

• Work with leaders and Senior People Partners to allocate resources, prioritise critical roles and approve appropriate resourcing routes.

• Run workforce planning and resourcing governance forums, providing assurance on immigration compliance and sponsorship risk.

• Ensure all workforce plans comply with Civil Service controls, sponsorship licence obligations and internal assurance requirements.

Key Responsibilities

Workforce Planning & Decision Making

• Develop and maintain the organisational workforce and capability plan aligned to business priorities and financial constraints.

• Define scenarios and assumptions for visa dependent roles, including lead times, costs, market availability and compliance risk.

• Translate insight and modelling outputs into strategic resourcing decisions and recommendations.

Resource Allocation & Resourcing Routes

• Work with Senior People Partners and leaders to allocate resources across directorates, programmes and priority initiatives.

• Approve and advise on appropriate resourcing routes, including permanent recruitment, internal moves, loans, secondments and sponsorship.

Sponsorship & Visa Ownership

• Own workforce‑level oversight of all visa sponsored roles, including approval, prioritisation and alignment with workforce plans.

• Assess and manage organisational immigration risk, including reliance on sponsorship, pipeline sustainability and affordability.

• Provide strategic oversight of sponsorship demand, setting guardrails and expectations for use of visas within workforce plans.

• Work with HR Operations and specialist providers to ensure sponsorship activity aligns with agreed plans and governance.

• Act as the escalation and assurance point for visa‑related workforce risks, including compliance, cost or strategic dependency.

Secondments, Loans & Mobility

• Apply and maintain the secondments and loans policy and process, advising managers on suitability, duration, approvals and governance.

• Track and report on inward and outward secondments and loans to ensure visibility, workforce balance and compliance with Civil Service guidance.

MI & Data

• Utilise dashboards and reports on workforce supply/demand, vacancy trends and capability gaps. Use data to inform decision-making and highlight risks to delivery.

Engagement & Governance

• Run workforce planning forums, present insights to senior stakeholders (including the Board) and ensure alignment with governance standards and Civil Service workforce planning frameworks.

• Ensure workforce plans comply with Civil Service policy, sponsorship licence requirements and internal assurance processes.

Key Skills & Capabilities

• Ability to analyse current and future capability and skill demands across the organisation against internal and external labour market trends and data.

• Advanced analytical skills with proficiency in Excel, HRIS/ATS systems and data visualisation tools.

• Understanding of Civil Service workforce planning frameworks, secondments/loans policy and governance requirements.

• Knowledge of sponsorship and visa processes, risks and compliance obligations.

• Excellent stakeholder management and communication skills. Able to present complex data clearly to a range of senior leaders and Boards.

• Ability to identify trends, anticipate risks (including immigration and mobility risks) and propose practical solutions.

• Organised and detail oriented with the ability to manage multiple priorities under pressure.

• Continuous improvement mindset and experience implementing process or system enhancements.

Essential Criteria

• Proven experience in capability and skills planning, resource forecasting and translating strategic plans into operational priorities.

• Strong analytical skills with the ability to interpret workforce data and trends to inform resourcing decisions.

• Experience in partnering and influencing senior leaders to anticipate future skills needs and align workforce supply and demand.

• Ability to develop and maintain workforce models and dashboards to support planning and decision-making.

• Knowledge of governance frameworks and recruitment principles, visa/sponsorship rules - with experience ensuring compliance.

• Professional qualification in HR (e.g. CIPD or equivalent) or equivalent experience.