15476 - HR Business Partner

General Information

Salary £42,914 - £46,182 Working Pattern Full Time, Part Time, Flexible Working Vacancy Approach External Location Bath, Bristol, Dorchester, Exeter, Gillingham (Dorset), Gloucester, Poole, Taunton, Weston-super-Mare, Weymouth Region South West Closing Date 19-Mar-2026 Post Type Permanent Civil Service Grade SEO Number of jobs available 2 Reserve List 12 Months Job ID 15476

Descriptions & requirements

Job description

Job Description

Job Title: Human Resources Business Partner

Grade SEO x2

Team/Directorate: MoJ People and Capability - HR Business Partnering (HMPPS)

Location: Regional – South West

Overview of the role:

The Ministry of Justice (MoJ) is responsible for everything that goes into running the UK’s criminal and civil justice systems, creating the foundations for a safe, fair and prosperous society. We are one of the largest government departments with over 88,000 staff based across England and Wales. We are responsible for 500 courts and tribunals, 122 prisons, the policies underpinning the system and much more.

MoJ People and Capability supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide to ensure the delivery of high-quality services for our customers. MoJ People and Capability has over 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services are our people.

This is an exciting opportunity to provide strategic HR partnering to senior leaders in HM Prisons and Probation (HMPPS).  You will be critical ensuring HMPPS meets it aims in protecting the public and reducing reoffending and gain unique experience which will enable you to progress in your career.  This role sits within the HR Business Partner (HMPPS) Team which is the front facing arm of the People & Capability Function supporting a number of business units across HMPPS.

The post holder will partner Governors within the Prison Service and equivalent senior leaders within the Probation Service or National Services, dependent on the customer groups.  It’s an interesting time to join the team with a huge amount of opportunity to be involved in supporting business change in a complex environment.

Working in partnership with senior leaders, this role will be responsible for supporting the business to deliver against people priorities. The postholder will operate as an implementer, facilitating access to central services and working alongside the business to execute innovative people initiatives.

The post holder will be required to partner customer groups in various locations across the South West and may be called upon to support regional or national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to advise and partner senior leaders on how best to align the people and business priorities.

Most roles require line management responsibility.

The post holder will be required to bring together the people priorities for their prison and  probation customer group or National Services at a senior level. They will support on the underpinning activities to enable;

·        Solving: Provide strategic input on HR topics and help leaders develop effective people solutions

·        Connecting: Help the organisation draw on appropriate People Function Services and shared service support

·        Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively

With links to the wider HR specialist functions within MoJ People and Capability, the post holder will facilitate access to the right services to deliver relevant people initiatives.

Key Delivery Strands:

Change Management

·        Understanding the business and the drivers for change to be able to support the business with the people elements of change implementation.

·        Support the business through reorganisation, restructures and redeployment.

Resourcing & Retention

·        Working in partnership with the business and finance to understand the current and predicted workforce picture based on attrition and recruitment forecasting. 

·        Support in the execution of interventions to address resourcing and retention challenges and facilitating access to the right services across MOJ People and Capability. 

·        Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles.

Management & Leadership Capability

·        To understand the line manager and leadership capabilities within the business unit, support the business to access centrally run learning through the learning and development team and/or helping to develop the right learning interventions.

·        Supporting senior leaders with the development of their leadership teams.

Attendance & Performance

·        Help build management confidence and capability in managing absence, performance, conduct and grievance cases ensuring the right advice can be accessed.

·        Work with the business to understand the casework picture and support senior leaders to drive action to progress cases within policy timelines, supporting in the access of advice.

·        Work between HR and the business to ensure the policies are understood and embedded

·        Understand the role of the unions and support managers with union engagement related to people activity.

Employee Experience and Staff Engagement

·        Working with the senior leaders to analyse and identify the right people priorities through the annual Civil Service People Survey.  Bringing in other workforce and people data as required to enable the business area to bring together an appropriate engagement delivery plan.

·        Supporting the stakeholder group to implement the right employee engagement interventions, accessing the right support from within the people group drawing on best practise and central offers.

Inclusion & Well-being

·        Ensure diversity and inclusion runs through all people strategies and action plan.

·        Facilitate access to products and services to help support networks to improve delivery.

·        Support the business to access the necessary wellbeing services for staff.  Bringing together all that is available through the People Function to provide the right well-being package or service dependent on the need.

Essential Criteria

·        The ability to confidently build and manage a diverse range of relationships, including senior stakeholders. (assessed via behaviour Working together)

·        Experience of delivering in a HR team; (assessed via Seeing the Big Picture)

·        Experience of delivering HR plans, people management, and supporting others to optimise performance of their staff. (assessed via behaviour Managing a Quality Service)

·        Excellent communication skills, both in verbal and written formats. (assessed via behaviour Communicating and Influencing)

·        Ability to analyse and understand data to ensure evidence based decisions support business delivery. (assessed via behaviour Managing a Quality Service)

Base Location and Travel Requirements

There are 2 South West HRBP regional roles available.

One role will partner prisons in the South West and will be based at HMP Bristol,19 Cambridge Road, Bristol. BS7 8PS

The second role will partner South West Probation and will have a base location chosen from the following sites:

Bristol Magistrates, Bristol

Taunton Probation Office, Deane House, Belvedere Road, Taunton, TA1 1HE

Twyver House, Bruton Way, Gloucester, GL1 1PB

7 Madeira Road, Bournemouth, Dorset, BH1 1QL

NPS 2 WESTWEY ROAD WEYMOUTH,

NPS 63 COMMERCIAL ROAD POOLE,

NPS Bath Magistrates and County Court,

NPS PROBATION OFFICES DORSET COUNTY COUNCIL DORCHESTER

3-5 Barnfield Road, Exeter, EX1 1RD

Queensway House, The Hedges, Worle, BS22 7BB

Yeovil, 22 Hendford, Yeovil, BA20 2QD

 

The successful candidates will be required to travel occasionally to an alternative site in the South West region to attend team meetings.  

The base location and region will be agreed with the successful candidates.

Successful candidates will be selected based on merit order of their location preference. More information about how this will work is given below.

Application process:

You will be assessed against the Civil service success profiles framework.

Sift

Behaviours - Please provide examples of how you have met each one of the behaviours listed below:

• Seeing the Big Picture (Lead Behaviour)
• Communicating and Influencing

• Managing a Quality Service
• Working Together

Please submit an anonymous copy of your CV.

Qualification

You will have completed and achieved your Chartered MCIPD (or have an equivalent HR qualification) or be willing to work towards it, and actively demonstrate Continuous Professional Development.

Should we receive a large number of applications, we will sift primarily on the lead behaviour of Seeing the Big Picture. Successful applicants will then be invited to an interview, testing both behaviours and strengths.

Interview:

At interview you will be assessed using the below behaviours and strengths from the Success Profiles.

• Seeing the Big Picture (Lead Behaviour)
• Communicating and Influencing
• Managing a Quality Service
• Working Together

Please note that interviews will be held virtually.

The reserve list for this campaign will be managed in accordance with location preference/s, as indicated in your application. Please note, one post must be based at HMP Bristol and the second post can be based in any of the other locations listed. We will appoint in merit list order for these location requirements and will hold a separate locational reserve list. After appointments have been made using this locational appointment process, any remaining candidates who met the benchmark for the role will remain on a locational reserve list in accordance with their preferences for 12 months.

Please only indicate a location preference for where you are prepared to work.  If you are subsequently offered a role from the reserve list for a location preference indicated in your application and you decline it, you will be removed from the reserve list for the vacancy, across all locational preferences.

If you have any questions regarding the role please contact –anna.biddle@justice.gov.uk

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

• A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 15476

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference

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Application form stage assessments

Behaviours A sift based on the lead behaviour, Seeing the Big Picture, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered. Behaviours Application Form Question Word Limit 250 Seeing the Big Picture Communicating and Influencing Managing a Quality Service Working Together Experience We will assess your experience for this role via the following methods CV or Work History Evidence of Experience CV or Work History

Interview stage assessments

Interview Dates Expected April Behaviours Seeing the Big Picture Communicating and Influencing Managing a Quality Service Working Together Strengths Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here. Level of security checks required Baseline Personnal Security Standard (BPSS)

Use of Artificial Intelligence (Al)

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 for more information on appropriate and inappropriate use.