UK Research and Innovation

Salary: £68,525 per annum (dependent on skills and experience).
Hours: Full time
Contract Type: Fixed Term (9 months).
Location: Polaris House, Swindon, Wiltshire/Rutherford Appleton Laboratory, Didcot, Oxon.

Closing Date: 16th March 2025.

Report to: CPO

Role purpose:

To set the strategic ambition and design services for careers, early careers resourcing, apprenticeships, talent, talent attraction, workforce planning (operational and strategic), job architecture, succession and performance to ensure a highly professional, integrated, equitable and practical offering that Councils/Departments understand and can utilise to support effective strategic decisions and to enable and empower the workforce.

Key accountabilities:

HR Leadership & HR Community

Work together with HR colleagues to ensure that One HR' culture is role modelled and ensure that HR initiatives and proposed changes are prioritised, appropriate, well planned and well delivered to drive agreed outputs and impact.

As a direct report to the CPO, support on wider initiatives as required, representing HR professionally at all times.

Leadership & Direction Setting

Manage a specialist team of SMEs leading on Talent attraction, Talent & Performance Management, Apprenticeships, Early Career Resourcing and Strategic/Operational Workforce Planning - leading and developing the team, setting ambitious targets and goals and integrating across these disciplines to ensure co-dependencies are recognised and addressed and that resulting offerings are well received and have a positive impact in delivering business plans of Councils/Departments.

Engage with Councils/Departments to understand their requirements, prioritise across UKRI, and create an annual delivery plan for the team, with agreed objectives and resources (effectively using external advisors as required to assure delivery).

Negotiate and liaise with HR peers and colleagues to ensure proposed approaches are practical and coherent across the requirements of UKRI.

Horizon scan in order to gather insights, trends and developments, and use these insights to inform and challenge current and future UKRI approaches.

Stakeholders

Build effective relationships with key stakeholders in business areas and with HR colleagues (based on professional credibility and mutual trust) in order to understand different/potentially competing requirements, and shape all work streams.

Reporting & Systems

Develop and implement a suite of metrics and reporting mechanisms (KPIs) to strengthen aligned reporting across work streams, in order to evaluate the effectiveness and value of interventions/campaigns against coherent key service targets, and to identify co-dependencies, risks and improvements.

Lead on influencing and embedding the SHARP system for all areas within Talent and Resourcing, ensuring the future system delivers appropriate business requirements across these areas.

Talent, Resourcing and Careers

Lead the development and successful implementation directly and through colleagues of new and integrated talent management, succession and assessment frameworks and processes for senior leaders across UKRI. Ensure consistency, and that approaches are simple yet effective, fitting into the broader HR offer, meeting EDI requirements and UKRI aspirations.

Manage the prioritisation of internal talent development initiatives to build career paths that are shared across UKRI, working with HRBPs/business leaders to improve offerings which effectively retain and develop employees.

Oversee the planning and execution of external talent attraction strategies and initiatives, reviewing and reporting on their effectiveness, and making recommendations to meet overall talent and resourcing objectives.

Deliver a best-in-class early careers resourcing service that leads with candidate experience and identifies and recruits future talent.

Build cohorts, aligning apprenticeships to organisational objectives to support the closure of skill gaps.

Performance

Oversee the design and delivery of new approaches for managing performance, reviewing and reporting on their effectiveness with HRBPs/business leaders, and making recommendations to meet performance management objectives.

Deliver an annual cycle effectively across UKRI.

Workforce Planning

Oversee the design and delivery of operational and strategic workforce planning approaches across all employee groups for UKRI, evaluating provision and effectiveness with HRBPs/business, identifying gaps and areas of improvement to meet organisational needs and objectives.

Deliver local organisational development requirements as identified in the action plan as part of the workforce planning process.

Design and develop an appropriate approach to job architecture that has clear outputs and underpins the broader talent and resourcing system.

Essential Skills/Qualifications/Experience

(S) - Assessed at shortlisting
(I) - Assessed at interview
(S&I) - Assessed at both shortlisting and interview

Essential:

University degree in HR or Organisation Development or equivalent relevant professional experience including CIPD membership (S)

Experience of designing and delivering coherent, integrated Talent and Resourcing strategies that have evidenced impact and are aligned to the organisational strategy (S&I)

Demonstrable experience in leading CoE approaches across job architecture, talent attraction, apprenticeships, talent and performance, strategic and operational workforce planning within a complex, unionised public sector organisational setting (I)

Demonstrable experience of using strategic thinking and operational/business understanding to translate strategies and complex and conflicting requirements into practical solutions (S&I)

Strong communication skills (in writing, presentation etc.) and able to communicate complex information and arguments concisely (S&I)

Significant experience of coaching and influencing peers and senior decision makers in ambiguous and challenging decisions, including experience of offering challenge and holding others to account for decision making (I)

Demonstrable ability to build effective relationships with key stakeholders in business areas and across HR. Advising and influencing senior leaders on all subject matter areas. (I)

Desirable:

Experience of working within a STEM environment and knowledge of a range of professional bodies.

About UK Research and Innovation (UKRI)

UKRI launched in April 2018, UKRI is a non-departmental public body sponsored by the Department for Science, Innovation and Technology (DSIT).

Our organisation brings together the seven disciplinary research councils, Research England, which is responsible for supporting research and knowledge exchange at higher education institutions in England, and the UK's innovation agency, Innovate UK. Together we build an independent organisation with a strong voice and vision to ensure the UK maintains its world-leading position in research and innovation. More information can be found at .

Choosing to come to work at UKRI means that you will have access to a whole host of benefits from a defined benefit pension scheme, excellent holiday entitlement, access to employee shopping/travel discounts and salary sacrifice cycle to work scheme. For more details, visit Benefits of working for UK Research and Innovation (UKRI) .

The role holder will be required to have the appropriate level of security screening/vetting required for the role. UKRI reserves the right to run or re-run security clearance as required during the course of employment.

How we support EDI in the workforce

At UKRI, we believe that everyone has a right to be treated with dignity and respect, and to be provided with equal opportunities to thrive and succeed in an environment that enables them to do so. We also value diversity of thought and experience within inclusive groups, organisations and the wider community. For further information, please visit How we support EDI in the workforce .

Disability Confident Employer

As users of the disability confident scheme, we guarantee to interview all disabled applicants who meet the minimum criteria for the vacancy/ies. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

How to apply

Online applications only preferred for this role. Please submit a CV and covering letter which clearly outlines how you fulfil the criteria specified along with your motivation for UKRI and the role. Ensure that the job reference number is included in the filename description of each document uploaded. Note that failure to address the above criteria or submit an application without a covering letter may result in the application not being considered. Assessment will only be based upon the content of your submitted covering letter and CV and not the experience' section of the application.

UKRI seeks to ensure it creates and maintains a system of openness, fairness and inclusion - a collaborative, trusted environment, which is attractive to and accessible to everyone who is interested in developing their career with us.

#J-18808-Ljbffr

UKRI

Latest Jobs

Head of Talent %26 Resourcing