CSM-Resourcing Officer

Job summary

Corporate Services Modernisation CSM is delivering a significant transformation programme across the Ministry of Defence. Effective workforce planning, resourcing and people processes are critical to ensuring the programme has the right capacity, capability and workforce mix to deliver its objectives.

The Resourcing Officer will support workforce planning, recruitment, onboarding, workforce reporting and people process activity across CSM. Working within the Approvals, Cost, Benefits and Finance Team, the postholder will work with across the programme to maintain accurate workforce information, support resourcing decisions and help manage workforce risks and pressures.

This role is suited to someone who can bring structure, accuracy and pace to workforce planning and resource management activity. You will provide practical advice, coordinate information and returns, maintain workforce data, support recruitment and onboarding arrangements and ensure CSM is positioned to respond effectively to corporate commissions and changing workforce requirements.

The CSM portfolio is recruiting to two-year FTAs, with the possibility of extension subject to business requirements and approvals.

If you are a permanent MOD civil servant and are successful in securing an advertised Fixed-Term Appointment (FTA), it may be possible to agree a Temporary Transfer, subject to the agreement of your current MOD business area. Where a Temporary Transfer is agreed and the post is at a higher grade, any promotion will be temporary, and you will return to your substantive grade at the end of the Temporary Transfer.

Existing Civil Servants from outside MOD and applicants from accredited NDPBs are eligible to apply but will only be considered on a loan basis (Civil Servants) or secondment (accredited NDPBs). Prior agreement to be released on a loan basis must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant, including arrangements regarding grade on return.

This position is advertised at 37 hours per week.

Job description

Resource management and workforce planning

• Support the development and maintenance of the CSM resourcing strategy, ensuring workforce information is accurate, current, and aligned to programme delivery needs.

• Support workforce planning across the civilian, military and contingent labour workforce, helping CSM understand current capacity, future demand and emerging resource pressures.

• Maintain establishment, vacancy, and workforce information to support resource planning, reporting, and decision-making.

• Analyse workforce information to identify trends, risks, gaps and opportunities, escalating issues where appropriate.

• Support capability and capacity planning by helping to identify skills, workforce gaps and resourcing options.

Recruitment, onboarding and people processes

• Support recruiting managers by signposting relevant HR policies, workforce procedures and people processes, working with HR Business Partners and other Subject Matter Experts if required.

• Identify common issues with recruitment processes/guidance, escalating to senior managers.

• Work effectively with the CSM Business Management Team to plan onboarding workload and recruitment-related coordination.

• Monitor recruitment pipelines, status of job descriptions, vacancies and onboarding activity across the programme, providing regular updates through management information or programme reporting to demonstrate recruitment activities are in line with plans.

• NB – recruitment activities (including drafting job descriptions, advertising positions, sifting and interviewing) are the responsibility of the recruiting line manager.

Workforce reporting, affordability and contingent labour

• Work with the Finance Manager to ensure contingent labour and workforce updates are completed accurately and in line with timescales and standards.

• Produce clear workforce reports, updates and management information to support senior decision-making and corporate returns.

• Support workforce affordability activity by helping identify contingent labour and workforce pressures, including areas of potential overspend.

• Work with colleagues to provide evidence-based advice on workforce position, workforce pressures and contingent labour information.

• Maintain a disciplined approach to data quality, version control and evidence management for workforce information.

Stakeholder engagement and corporate commissions

• Develop effective working relationships with programme stakeholders and wider Ministry of Defence teams.

• Alongside the team, support management of the relationship with Human Resources and Strategic Workforce Planning colleagues.

• Respond to queries and taskings, working with the team to shape clear, accurate, and timely responses to corporate commissions.

• Provide practical workforce advice to stakeholders, using data and policy awareness to support proportionate recommendations.

• Represent CSM in workforce planning and resourcing discussions where required, reflecting the delegated authority of the role.

Governance, risk and continuous improvement

• Identify and escalate workforce risks, issues, gaps and blockers that could affect programme resourcing or delivery.

• Support workforce governance by maintaining accurate records, returns, action logs and supporting evidence for resource decisions.

• Contribute to improvements in recruitment, onboarding, workforce reporting, and resourcing processes across CSM.

• Share lessons learned and good practice across the team to improve consistency, resilience, and service quality.

• Work flexibly across the programme where workforce, resourcing or people-process support is required.

Person specification

The successful candidate will be organised, confident working with data and able to build effective relationships across a complex stakeholder environment. They will be comfortable handling competing priorities, responding to commissions and producing clear workforce information that supports decision-making.

Essential Criteria

• Experience supporting workforce planning, recruitment, resourcing, HR administration, business management, or programme support activity.

• Experience collecting, checking, analysing and presenting information to support management decisions.

• Strong planning and organisational skills, with the ability to manage competing priorities and meet deadlines.

• Good stakeholder engagement skills, with the ability to work across HR, Finance, Business Management and programme teams.

• Ability to provide clear, practical advice and escalate issues appropriately.

• Good written communication skills, including the ability to produce clear updates, returns and management information.

• Good attention to detail and information management discipline, including maintaining accurate workforce records and evidence.

• Confident use of Microsoft Office tools, particularly Excel, Outlook, Word and MS Teams.

Desirable Criteria

• Experience working in the Ministry of Defence, the wider Civil Service or a large complex organisation.

• Experience supporting contingent labour, workforce forecasting or establishment management activity.

• Understanding of Civil Service recruitment or onboarding processes.

• Awareness of project, programme or portfolio delivery environments.

• CIPD qualification, people-related qualification or willingness to work towards one.

PDCF competency

Recommended level

How it appears in this advert

Resource management

Working

Supports development of resourcing strategy, workforce planning, resource information, recruitment/onboarding support and resource reporting.

Stakeholder engagement

Working

Works with NAD HR, Strategic Workforce Planning, Finance, Business Management, G7/G6 and programme stakeholders.

Planning

Working

Supports workforce forecasting, vacancy tracking, capacity planning and future resource requirements.

Reporting

Working

Produces workforce updates, management information, dashboards and responses to corporate commissions.

Risk and issue management

Awareness / Working

Identifies workforce pressures, contingent labour issues, affordability risks and escalates appropriately.

Governance

Awareness / Working

Maintains records, returns and evidence for workforce decisions and NAD reporting requirements.

Budgeting and cost management

Awareness

Supports contingent labour and workforce affordability information but does not hold budget delegation.

Knowledge management

Working

Maintains workforce information and contributes to improved recruitment, onboarding and reporting processes.

Behaviours

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

• Communicating and Influencing
• Working Together
• Delivering at Pace
• Making Effective Decisions

Benefits

Alongside your salary of £37,720, Ministry of Defence contributes £10,927 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%

Hybrid Working
Where business needs allow, some roles may be suitable for a combination of office and working from home as part of a non-contractual hybrid working arrangement. All office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to site capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD workplace, will also count towards this level of office attendance. Applicants can request further information regarding how this and other flexible working arrangements may work in their team from the Vacancy Holder (see advert for contact details). Defence Business Services cannot respond to any questions about working arrangements.

The post does not offer relocation expenses (move of home, excess fares or temporary transfer). Non Standard move applicants will be eligible for the full package, subject to eligibility.

Please Note: Expenses incurred for travel to interviews will not be reimbursed.

Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts.

Any move to MOD from another employer will mean you can no longer access 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/.

The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.

MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.

Things you need to know

Artificial intelligence

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 (opens in a new window) 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 and Experience.

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

Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience.

Candidates will be required to provide a statement of suitability. (750 Words)

At sift, Candidates will be assessed against their CV and Statement of suitability and the following:

• Delivering at Pace
• Communicating & Influencing
• Working Together
• Making Effective Decisions

Applications will be sifted on all Success Profile elements, but in the event of a high number of applications, the sift will be conducted on your Delivering At Pace only.

At interview, Candidates will be assessed against the following:

Behaviours:

• Delivering at Pace
• Communicating & Influencing
• Working Together
• Making Effective Decisions
• Experience

Further information:

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.

There may be occasions where it is not practicable or appropriate to interview all DCS candidates that meet the minimum criteria for the job. For example, in certain recruitment situations such as a high volume of applications, seasonal demand, or peak periods, the employer may wish to limit the overall number of interviews offered to both DCS and non-DCS applicants.

As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical. This role does not meet that category, and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points-based system.
Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.

The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.

The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out.

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

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).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.

Diversity and Inclusion

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

Apply and further information

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 : Matthew Tucker
• Email : Matthew.Tucker114@mod.gov.uk

Recruitment team

• Email : DBSCivPers-Resourcingteam3@mod.gov.uk

Further information

Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: info@csc.gov.uk.

Attachments

Candidate Information Pack Opens in new window (docx, 31kB)Defence Internal Brief notice Opens in new window (docx, 43kB)