Director of HR Operations and Reward

Job summary

The CMA plays a vital role in supporting economic growth and household prosperity through effective competition and consumer protection. To increase that impact, we are transforming how the CMA works. Our People Strategy is integral to this transformation and as Director of HR Operations and Reward, you will play a key role in leading the evolution of our core people services, bringing together HR operations, pay and reward, workforce insight, systems and data to create a more efficient, digitally enabled and insight-led service.

Join the Competition and Markets Authority (CMA) and play a key role in building the capacity, capability and commitment of our employees.

About the CMA

We help people, businesses, and the UK economy by promoting competitive markets and tackling unfair behaviour. Our work is wide ranging, ambitious and often new and challenging.

You can read more about working at the CMA in our candidate pack.

Job description

Reporting to the Chief People Officer, you will lead a multidisciplinary team covering HR operations, pay and reward, systems and people analytics. You will also oversee the CMA’s relationships with recognised trade unions and lead the HR contribution to implementation of the new ERP, ensuring that systems, processes and insight support effective workforce management and organisational decision-making.

This is an exciting leadership role that provides the opportunity to combine inspiring leadership and expert thinking with senior-level influence. You will work with the Executive Committee, the CMA Remuneration Committee, senior leaders and fellow Corporate Services Directors, translating strategy into practical improvements across the organisation.

During the appointment, you will be expected to deliver tangible improvements in priority areas, strengthen the foundations for longer-term transformation and build the capability of the teams you lead. This is a significant opportunity for an experienced senior HR professional to shape transformation, lead a substantial portfolio of people services and make a lasting impact across the CMA.

This is a fixed term contract that is also available on a loan basis for current government employees.

Role location: this role can be based from one of the following CMA offices; Belfast, Cardiff, Edinburgh, London or Manchester. You can find out more about our office locations in ourcandidate pack .

Person specification

It is essential that you can provide evidence and examples for each of the following selection criteria in your application. For tips on how to make the most your application, please have a look at our guidance document

• Strategic pay and reward expertise: experience of developing and delivering evidence-led pay and reward strategies in a complex, regulated or publicly accountable environment, including working with remuneration governance and operating within significant policy and affordability constraints (Lead Criteria).
• Operational improvement: a track record of leading improvement in HR operations, including simplifying processes, improving service quality and resilience, and using technology or other approaches to achieve greater efficiency (Lead Criteria).
• Communication and influence: The ability to turn complex and contested issues, with evidence-based insights, into clear strategic choices, providing clear advice to executive and remuneration committees, and influence decisions in a complex stakeholder environment.
• Leadership and stakeholder management: a track record of leading multidisciplinary teams through change, setting clear priorities, building capability and enabling people to deliver high-quality outcomes.

Behaviours

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

• Changing and Improving
• Communicating and Influencing
• Leadership
• Managing a Quality Service

Technical skills

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

• Evidence led decision making – ability to bring together and analyse complex, people, workforce and organisational data, identify meaningful insights and trends and translate into clear practical recommendations for senior decision makers.

Benefits

Alongside your salary of £86,000, Competition & Markets Authority contributes £24,914 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).

You’ll also get:

• 25 days leave (increasing to 30 days over five years), plus 8 public holidays and an additional day off for the King’s birthday. In addition, you’ll be able to access a wide range of other types of leave as and when you need it, including generous maternity, paternity, shared parental leave and adoption options, as well as paid special leave for volunteering.
• Season ticket loans, cycle to work scheme, flu vaccinations and eye tests.
• Access to the Civil Service Sports & Leisure, giving discounted gym membership, high street discounts, free access to UK wide attractions and a free Tastecard.
• A range of wellbeing benefits, including an employee assistance programme, flexible working options and family friendly policies, regular networking events and professional learning opportunities at work.

You can read more about our benefits in our candidate pack.

Our Values

We are Ambitious and Evidence-based, and always strive for Excellence.​ We treat everyone with Respect and are Collaborative and Inclusive.​

Everything we do is underpinned by the Civil Service values: Honesty, Integrity, Impartiality and Objectivity.

You can read more about life at the CMA in our candidate pack.

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, Experience and Technical skills.

Application and sift stage

• As part of the application process, you will be asked to complete a CV, personal statement, and an online application form. Further details about application requirements are listed on the application form.
• The selection process will comprise of the sift (CV & application review), and an interview which will include a presentation based on a case study that will be provided in advance. Arrangements for the case study and presentation will be enclosed in the interview invitation.
• Please note that it is essential that your personal statement is aligned to provide evidence that you have the knowledge and experience for each of the essential criteria (as included on the role profile attached and listed above under 'Person Specification') in your application. Your personal statement should be no more than 1000 words. You will first be sifted on the Lead Criteria. If your application progresses to a full sift, all elements of the essential criteria listed under Person Specification will then be considered.
• We may raise the score required at sift stage to progress to interview if we receive a high number of applications and take through the highest performing candidates to interview.
• Successful candidates shortlisted for interview will be asked to participate in an Individual Leadership Assessment (ILA) which is a one-to-one psychological assessment of candidates in recruitment and selection for Senior Civil Service (SCS) roles. Candidates will complete a range of questionnaires on-line, the outputs of which are explored during a structured interview of approximately 1-2 hours with an assessor. The ILA must occur prior to interviews taking place. The assessment does not lead to a pass or fail decision; rather, it is intended to highlight areas of strength and possible concerns which the panel can probe at interview.

Interview stage

• At the CMA we apply a blended interview technique, allowing us to find out more about you and we use the Success Profiles framework assessing the Behaviours, Experience and Technical skill listed in the advert and attached role profile.
• During the interview you will begin with your presentation (based on the Technical element), details will be sent with the invite to interview, and you will be asked questions based on the Behaviours, Experience and Technical skills outlined in the role profile.
• A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Technical element:

• Evidence led decision making – ability to bring together and analyse complex, people, workforce and organisational data, identify meaningful insights and trends and translate into clear practical recommendations for senior decision makers.

Timeline (the dates outlined below are indicative and may be subject to change)

• The advert closing date is 09 November 2026 (23:55). We are not able to accept late applications.
• The sift is scheduled to take place 10 November 2026.
• Individual Leadership Assessment (ILA) 10-23 November
• Interviews will be held 23 November 2026. Ideally these interviews will be face-to-face, but virtual interviews may be considered.

Reasonable adjustments

Our recruitment process is fully inclusive, and we can make adjustments to provide you with the opportunity and support to bring your best self to the recruitment process. This could include having an interview buddy, extra time at interviews/assessments, or receiving interview questions in advance. We will be happy to discuss any person-centred adjustments you’d like us to make to the process, and you can contact us by emailing our dedicated mailbox at adjustments@cma.gov.uk.

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 : Becky Smith
• Email : recruitment@cma.gov.uk

Recruitment team

• Email : recruitment@cma.gov.uk

Further information

If your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, you should contact Recruitment@cma.gov.uk in the first instance. If you are not satisfied with the response you receive you can contact the Civil Service Commission http://civilservicecommission.independent.gov.uk.

Attachments

Director of HR Operations and Reward - Role Profile - CMA3317 Opens in new window (pdf, 113kB)