HR Business Partner

DfT; Swansea; Hybride; GBP 60 000 - 75 000; Plein temps

Avantages offerts par ce poste

Employer pension contribution

25 days annual leave

8 bank holidays

Flexible working options

Résumé du poste

DVLA in Swansea is seeking an experienced HR Business Partner to translate business priorities into effective people solutions and to support the delivery of the People Strategy. You will work with senior leaders to improve performance, capability and engagement, and you will lead HR initiatives across the organisation.

You will champion continuous improvement, collaborate across HR, and act as a trusted adviser and change agent to ensure inclusive, high-quality HR services.

Qualifications

• Use business and people insight to develop HR plans aligned with organisational goals.
• Advise senior leaders on people impacts of organisational change.
• Build strong, influential relationships with Directors/Business Heads.
• Coach, challenge and provide constructive feedback to senior leaders.

Responsabilités

• Lead the development and delivery of the People Strategy and HR plans, aligning priorities with business objectives.
• Develop workforce, organisational design, resourcing and talent strategies for current and future needs.
• Partner with senior leaders to plan and deliver organisational change, considering impacts on people and performance.
• Provide expert support on employee relations, engagement and Trade Union consultation.
• Lead, motivate and develop HR professionals to deliver high-quality HR service.
• Coach senior leaders to build leadership capability and organisational effectiveness.
• Develop and quality assure HR policies and practices ensuring consistency and inclusivity.
• Oversee HR service delivery and continuous improvement as customer advocate.

Connaissances

HR strategy

Employee relations

Change management

Stakeholder management

Leadership development

Formation

CIPD Level 7

Description du poste

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Location

Swansea

About the job

Job summary

The HR function plays a key role in supporting the Agency to achieve its strategic and operational objectives through its people. Working closely with senior leaders and teams across the organisation, we provide trusted HR expertise, insight and support to help improve performance, capability and engagement.

The team is responsible for translating business priorities into effective people solutions, supporting the delivery of the Agencys People Strategy and ensuring HR policies and practices are applied consistently and effectively. We work collaboratively across the wider HR function and with service providers to ensure the business receives high-quality, responsive HR services.

As a team, we champion continuous improvement, share best practice and support positive organisational change, helping to create an inclusive, capable and high-performing workforce.

Are you passionate about using your HR expertise and insight to shape strategy, drive continuous improvement and make a real difference across an organisation? If so, wed love to hear from you!

Joining our department comes with many benefits, including:

• Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here
• 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave), plus 8 bank holidays a privilege day for the Kings birthday
• Flexible working options where we encourage a great work-life balance.

Find out more about what it's like working at DVLA:

DVLA Home , Civil Service Careers

Job description

The HR Business Partner provides strategic HR insight and expertise, translating business priorities into effective people solutions. Working closely with senior leaders, they support the delivery of the People Strategy, improving performance, capability and engagement across the organisation. Acting as an trusted adviser and change agent, they ensure consistent delivery of HR policies, champion best practice and continuous improvement, and work collaboratively across HR to commission high-quality services that meet operational needs.

• Lead the development and delivery of the People Strategy and HR plans, aligning people priorities with business objectives.
• Develop workforce, organisational design, resourcing and talent strategies to meet current and future business needs.
• Partner with senior leaders to plan and deliver organisational change, considering impacts on people, culture and performance.
• Provide expert support on employee relations, engagement and Trade Union consultation, building constructive relationships.
• Lead, motivate and develop HR professionals, ensuring the delivery of a high-quality and responsive HR service.
• Coach and challenge senior leaders to build leadership capability, skills and organisational effectiveness.
• Work collaboratively to develop, implement and quality assure HR policies and practices, ensuring consistency and inclusivity.
• Oversee HR service delivery and continuous improvement, acting as the customer advocate across the wider HR function.

Great line management is important to us as an organisation, and we will equip and support line managers to develop the skills set out in the Civil Service Line Management Standards.

For further information on the role, please read the role profile. Please note that the role profile is for information purposes only - whilst all elements are relevant to the role, they may not all be assessed during the recruitment process. This job advert will detail exactly what will be assessed during the recruitment process.

Person specification

To be successful in this role you will need to have the following experience:

• Use business and people insight to develop HR plans aligned with organisational goals, identifying and highlighting risks that may have a wider business impact
• Working with Directors/Business Heads to proactively plan, advise and support the implementation of change, its impact on people and working practices to enable improved business performance
• Forming strong and influential relationships between self, Directors/Business Heads and colleagues in order to deliver good value to the Business
• Providing feedback, challenging and coaching to Directors/Business Heads to support their personal development

Additional Information

We welcome applications from candidates who can speak Welsh and English. Welsh language skills could be useful in this role, but it is not an assessment criterion, so it wont put you at any disadvantage during recruitment if you arent a Welsh speaker. Please note that the application and assessment process will be held in English.

Qualifications

The post holder should either hold a CIPD Chartered (Level 7) qualification or be willing to work towards this once in post.

Working hours, office attendance and travel requirements

Full time roles consist of 37 hours per week.

Whilst we welcome applications from those looking to work with us on a part time basis, there is a business requirement for the successful candidate to be able to work at least 35 hours per week.

This role is suitable for hybrid working, which is a non-contractual arrangement where a combination of workplace and home-based working can be accommodated subject to business requirements.

The expectation at present is a minimum of 60% of your working time a month will be spent at either your designated workplace (one of the locations cited in the advert) or, when required for business reasons, in another office/work location/visiting stakeholders. Your designated workplace will be your contractual place of work. There may be occasions where you are required to attend above the minimum expectation

If you have a question about hybrid working, part time/job share hours, flexible working, travelling for work, or require a reasonable adjustment, please contact the Vacancy Holder during the recruitment process to avoid possible disappointment later in the process should your working arrangements not be compatible with the requirements of the role (see below for contact details).

Visa Sponsorship

Please note that we do not hold a UK Visa & Immigration (UKVI) Skilled Worker Licence sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship. Candidates must ensure they have the appropriate rights to work in the UK before application.

Behaviours

• Communicating and Influencing
• Leadership
• Changing and Improving
• Seeing the Big Picture

Benefits

Alongside your salary of 59,816, Driver and Vehicle Licensing Agency contributes 17,328 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here
• 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave).
• 8 Bank Holidays plus an additional Privilege Day to mark the Kings birthday.
• Access to the staff discount portal.
• Excellent career development opportunities and the potential to undertake professional qualifications relevant to your role paid for by the department, such as CIPD, Prince2, apprenticeships, etc.
• Joining a diverse and inclusive workforce with a range of staff communities to support all our colleagues.
• 24-hour Employee Assistance Programme providing free confidential help and advice for staff.
• Flexible working options where we encourage a great work-life balance.

Things you need to know

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.

Selection process details

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

Stage 1: Sift of CV and personal statement

Stage 2: Interview

You must be successful at each stage to progress to the next stage.

At sift, you will be assessed against the following Success Profile elements:

• Experience you will be asked to provide a CV (unlimited wordcount) and personal statement (1000-word count). Please provide evidence of your Experience of the following:
• Using business and people insight to develop HR plans and identify organisational risks.
• Advising senior leaders on the people impacts of organisational change.
• Building strong, influential relationships with senior leaders and key stakeholders.
• Coaching, challenging and providing constructive feedback to senior leaders.

The sift will take place week commencing 16/11/2026

At interview stage, you will be assessed against the following Success Profile elements:

• Behaviours Communicating & Influencing, Leadership, Changing & Improving, Seeing the Big Picture
• Experience
• Strengths

The interviews will take place week commencing 30/11/2026

This interview will be conducted in person at our Swansea office (DVLA, Longview Road, Morriston, Swansea). Further details will be provided to you should you be selected for interview.

You can find out more about our hiring process, how to apply, and application and interview guidance on our careers site (opens in a new window).

Please note that we will try to meet the dates set out in the advert. There may be occasions when these dates will change.

Further information on the selection process

We will also hold a 12-month reserve list for this role, which may lead to potential opportunities beyond the role you applied for.

Reasonable Adjustments

As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes.

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

If you need a reasonable adjustment so that you can complete your application, you should contact Government Recruitment Service via [e-mail] as soon as possible before the closing date to discuss your needs.

Document Accessibility

This job advert contains links to the DfT Careers website. Our website provides useful guidance and information that can support you during the application process. If you are experiencing accessibility problems with any attachments on this advert or the information on our website, please contact the email address in the 'Contact point for applicants' section.

Further Information

For more information about how we hire, and for useful tips on submitting your application for this role, visit the How We Hire page of our DfT Careers website. You can find detailed information about the recruitment process and what to expect when applying for a role.

Pre-employment Checking

If your application is successful but you have been dismissed from the Civil Service, your application could be removed at the pre-employment checking stage depending on the nature of the dismissal.

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 applicants details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

All external applicants and current employees of accredited non-departmental public bodies (NDPBs) will be required to undergo a Social Media Check. A Social Media Check is a review of your publicly available online activity, typically across platforms like LinkedIn, Facebook, X (formerly Twitter), Instagram, and others. The purpose is to identify any public posts or content that could raise concerns for employers, such as:

• Hate speech or discriminatory behaviour
• Threats or acts of violence
• Illegal activity or substance misuse
• Sexually explicit material
• Extremist views or affiliations

Importantly, this check does not involve hacking into your accounts or accessing private messages. It only considers content you have chosen to make public. Employers use this kind of screening to help ensure their workplace remains safe, inclusive, and aligned with company values. Its not about judging your personality or lifestyle - its about checking for potential red flags that might affect the role or company culture. If you have questions or concerns about the social media check, we would be happy to explain in more detail whats being looked at and how your data is handled securely and fairly.

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

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.

People working with government assets must complete baseline personnel security standard 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 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.

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.

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 and the Civil Service Diversity and Inclusion Strategy.

Company

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