Deputy Director HR: Workforce strategy and talent

Department for Education; Manchester; Hybrid; GBP 76,000; Full time

Job summary

A leadership position at the Department for Education seeking a Deputy Director for HR: Workforce strategy and talent. This pivotal role involves managing people strategy, analytics, and driving high performance among teams. Applicants should demonstrate exceptional leadership capabilities and proven experience in HR practices.

Benefits

Civil Service Pension Scheme

25 days annual leave, increasing to 30

Flexible working arrangements

Professional development opportunities

Qualifications

• Proven experience in leading high-performing teams.
• Ability to influence and secure stakeholder confidence.
• Experience in using data for strategic decision-making.

Responsibilities

• Develop and oversee the department’s people strategy.
• Manage HR budgets and resources efficiently.
• Deputise for the Director of HR and Transformation.

Skills

Leadership

Coaching

Data Analysis

Education

Chartered fellow or fully qualified member of CIPD

Job description

Coventry, West Midlands (England), CV1 2WT : Manchester, North West England, M1 2WD : Sheffield, Yorkshire and the Humber, S1 2FJ

Job Summary

The Deputy Director HR: Workforce strategy and talent role is a key part of the HR Directorate.

The role is responsible for the department’s people strategy, strategic workforce planning, people analytics, and strategic talent management.

Job Description

Key responsibilities of the role include:

• Being a visible DfE leader who lives the leadership statement (inspiring, confident, empowering), fosters a diverse and inclusive culture and develops teams where talent is nurtured and high standards, continuous development and learning are embedded. Support and role model any DFE behaviours identified as a priority as part of our People Strategic Plan.
• Managing budgets, resources, and expenditure proposals for the areas of direct accountability and as a member of HR’s senior leadership team delivering HR programmes, achieving further efficiencies and maintaining an effective HR workforce headcount ratio.
• Being a member of the HR Senior Leadership Team and regularly attending the department’s People Committee, SCS workforce committee and Leadership Team to present key items. Deputising for the Director off HR and Transformation when required.
• Providing effective talent development options for Senior Civil Servants and Senior Leaders in our organisation.
• Owning and providing oversight of our People Strategic Plan, including developing annual action plans and providing delivery assurance.
• Provide a People Analytics Service enabling effective decision making on all people related issues.
• Acting as a trusted partner to our leadership team on development and implementation of our Strategic Workforce Plan, working closely with colleagues across HR and Finance to implement interventions to shift the size and make up of our workforce when required and in accordance with our plan. This includes examining DfE’s use of contingent labour and consultancy, considering where it would be better value for money and support agility to insource activity.
• Implementing organisational establishment guardrails and establish a Design Authority to enable effective decision-making to manage our workforce.
• Put in place plans to deliver the Department’s commitments to Places for Growth and implementing the next stage of our locations strategy.
  
  

Key Responsibilities Of The Role Include

• Being a visible DfE leader who lives the leadership statement (inspiring, confident, empowering), fosters a diverse and inclusive culture and develops teams where talent is nurtured and high standards, continuous development and learning are embedded. Support and role model any DFE behaviours identified as a priority as part of our People Strategic Plan.
• Managing budgets, resources, and expenditure proposals for the areas of direct accountability and as a member of HR’s senior leadership team delivering HR programmes, achieving further efficiencies and maintaining an effective HR workforce headcount ratio.
• Being a member of the HR Senior Leadership Team and regularly attending the department’s People Committee, SCS workforce committee and Leadership Team to present key items. Deputising for the Director off HR and Transformation when required.
• Providing effective talent development options for Senior Civil Servants and Senior Leaders in our organisation.
• Owning and providing oversight of our People Strategic Plan, including developing annual action plans and providing delivery assurance.
• Provide a People Analytics Service enabling effective decision making on all people related issues.
• Acting as a trusted partner to our leadership team on development and implementation of our Strategic Workforce Plan, working closely with colleagues across HR and Finance to implement interventions to shift the size and make up of our workforce when required and in accordance with our plan. This includes examining DfE’s use of contingent labour and consultancy, considering where it would be better value for money and support agility to insource activity.
• Implementing organisational establishment guardrails and establish a Design Authority to enable effective decision-making to manage our workforce.
• Put in place plans to deliver the Department’s commitments to Places for Growth and implementing the next stage of our locations strategy.
  
  

Person specification

Essential Criteria

It is important that, through your application, you provide evidence and examples of proven experience for each of the selection criteria detailed below:

• Leadership of high performing teams building an inclusive, high performing and professional HR team. Delivering transformation and high performance with, and through, colleagues, demonstrating inspirational leadership, people management, organisational design and development expertise. Effectively coaching and mentoring, both on an individual and team level, to drive high performance. Enhancing the capability of a workforce, taking into consideration the needs of different groups, to raise standards and drive delivery
• Building and managing relationships and partnerships - influencing, consulting and negotiating at a strategic level, securing the confidence of both internal and external senior stakeholders.
• Using data and evidence to make decisions and influence - interpreting complex data at a strategic level to create and present evidence based insight. Using data to highlight risks to customers and to drive excellence in HR systems and practice. Encouraging others to do the same.
• Seeing the Big Picture – building an in-depth knowledge of the department's delivery plans and anticipate the long-term workforce needs. Create and deliver strategic workforce planning that meets our resourcing needs and ensures delivery priorities are resourced whilst achieving efficiency savings when needed.
• Making Effective Decisions - act decisively and make bold, unbiased decisions at a strategic level. Clearly communicate the purpose and reasons for recommendations and decisions. Consult with others where necessary to ensure decisions meet the diverse needs of the end users. Accept and respond to challenge constructively. Clearly recommend the best option articulating risks and impacts.
  
  

Qualifications

Chartered Fellow or fully qualified member (Level 7) of the Chartered Institute of Personnel and Development (CIPD) or equivalent professional qualification or HR knowledge.

Technical skills

We'll assess you against these technical skills during the selection process:

• Chartered Fellow or fully qualified member (Level 7) of the Chartered Institute of Personnel and Development (CIPD) or equivalent professional qualification or HR knowledge
  
  

Alongside your salary of £76,000, Department for Education contributes £22,017 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Applicants currently holding a permanent post in the Civil Service should note that, if successful, their salary on appointment would be determined by the Department’s transfer / promotion policies.

As a member of the DfE, you will be entitled to join the highly competitive Civil Service Pension Scheme, which many experts agree is one of the most generous in the UK.

You will have 25 days leave, increasing by 1 day every year to a maximum of 30 days after five years’ service. In addition, all staff receive the King’s Birthday privilege holiday and 8 days’ bank and public holidays.

We offer flexible working arrangements, such as job sharing, term-time working, flexi-time and compressed hours.

Most DfE employees will be working a hybrid pattern, spending at least 60% of their time in an office or work setting. Changes to these working arrangements are available in exceptional circumstances but must be agreed with the line manager and in line with the requirements of the role.

Travel to your primary office location will not be paid for by DfE, but costs for travel to an office which is not your main location will be covered.

As an organisation, which exists to support education and lifelong learning, we offer our staff excellent professional development opportunities.

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Strengths, Experience and Technical skills.

Application

To apply for this role, you need to complete an online application via the Civil Service Jobs portal. Applications will be accepted until 9th of June 2025 at 11:55pm

• A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years
• A Statement of Suitability (no longer than 2 sides or 1,000 words) detailing ‘why should we consider you for this role’ (up to 500 words) and why you have chosen the Department for Education (up to 500 words). You can choose to outline any further information you believe is relevant for the role or further demonstrates your suitability (please refer to the essential criteria listed in the person specification section above and on slide 7 of the candidate pack).
  
  

Failure to submit both documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification.

If you are unable to apply online please contact [e-mail] in the first instance.

Please visit our career site for further support and information on the Civil Service application process.

Please Note The Following

• we cannot accept applications submitted after the closing date;
• applications will be assessed solely on the documentation provided;
• please refer to the advert and checklist above to ensure you have provided everything requested;
• applications will be acknowledged upon receipt;
• feedback will only be given to candidates unsuccessful following interview
  
  

Selection Process

Shortlisted Candidates Will

• Take part in a virtual Staff Engagement Panel (which typically takes up to 1 hour to complete), on the 26th of June 2025
• Undertake an Individual Leadership Assessment with an Occupational Psychologist, to be held week commencing 16th and 23rd of June 2025.
  
  

Following the above assessments, shortlisted candidates will attend a formal panel interview on 15th of July 2025. These will either be virtual or in person at Sanctuary Buildings, London You will be asked to prepare a presentation for the interview (further information will be shared with shortlisted candidates) and you will be asked questions to further assess your Experience, Technical Skills and Strengths using the Civil Service Strengths Dictionary.

As part of the recruitment process we may request references. Department for Education do not cover the cost of travel to your interview/assessment unless otherwise stated.

Please note that at interview stage we may ask if you have any conflicts of interest to declare.

Other Information

We understand that you might use AI and other resources for your application; however, please ensure all information you provide is factually accurate, truthful, and original and doesn’t include ideas or work that isn’t your own. This is so that your application is authentically and credibly your own.

We reserve the right to raise the minimum pass mark in the event of a high volume or strong field of candidates.

Please be aware that this role can only be worked in the UK from the location options provided and not from overseas.

If successful and transferring from another Government Department a criminal record check maybe carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Department of Education of your intention by emailing [e-mail] stating the job reference number in the subject heading.

Department for Education do not cover the cost of travel to your interview/assessment unless otherwise stated.

A reserve list may be held for a period of 6 months from which further appointments can be made.

Candidates will be posted in merit order based upon location preference. Where more than one location is advertised you will be asked to state your preferred location.

New entrants are expected to join on the minimum of the pay band.

Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.

Terms and conditions of candidates transferring from ALBs and NDPBs

Bodies that are not accredited by the Civil Service Commission and are not able to advertise at Across Government on Civil Service jobs will be treated as external new starters and will come into DfE on modernised terms and conditions with a salary at the band minimum.

Bodies that are accredited by the Civil Service Commission but do not have civil service status will be offered modernised terms and will not have continuous service recognised for leave or sickness benefits. Salaries should be offered at band minimum, but there is some flexibility where this would cause a detriment to the individual.

Bodies that are accredited by the Civil Service Commission and do have Civil Service status will be treated as OGD transfers. Staff appointed on lateral transfer will move on to pre-modernised DfE terms (unless they were on modernised terms in their previous organisation). Staff appointed on promotion will move on to modernised DfE terms. Staff will transfer over on their existing salary (on lateral transfer) and any pay above the DfE pay band maximum will be paid as a mark time allowance. Staff moving on promotion will have their salaries calculated using the principles set out in the attached OGD transfer supplementary information.

Reasonable adjustment

If a Person With Disabilities Is Put At a Substantial Disadvantage Compared To a Non-disabled Person, We Have a Duty To Make Reasonable Changes To Our Processes. If You Need a Change To Be Made So That You Can Make Your Application, You Should

Contact Department of Education via [e-mail] soon as possible before the closing date to discuss your needs.

Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.

Childcare Vouchers

Any move to Department for Education (DfE) will mean you will no longer be able to carry on claiming childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/

Feedback will only be provided if you attend an interview or assessment.

This vacancy is using Success Profiles (opens in a new window), and will assess your Strengths, Experience and Technical skills.

This role has a minimum assignment duration of 4 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.

As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security

Successful candidates must undergo a criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

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)
• 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)

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

The Civil Service Code (opens in a new window) 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 (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and 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 (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job Contact

• Name : SCS Recruitment Team
• Email : [e-mail]
  
  

Recruitment team

• Email : [e-mail]
  
  

Further information

The Department for Education’s recruitment processes are underpinned by the Civil Service Commissioners Recruitment Principles, which outlines that selection for appointment is made on merit based on fair and open competition. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned via [e-mail]. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages