Director of People and Place

Job summary

From healthcare to artificial intelligence, energy to national security, we provide legal advice to government departments on nation-changing subjects.

At Government Legal Department we have a vital, single-minded purpose: to help the Government govern well within the rule of law. This is complemented by our exciting vision to be an outstanding legal organisation, committed to the highest standards of service and professionalism and a brilliant place to work where we can all thrive and fulfil our potential.

Our work touches almost every aspect of public life. We are the largest provider of legal services across government, working on high profile matters.

Our respected professionals are involved in everything from regulation and litigation to advice on drafting legislation. They provide expertise to the full range of government departments. We are at the heart of delivering the government’s priorities and our success depends on our people.

GLD is a non-ministerial government department headed by the Treasury Solicitor, our Permanent Secretary, and employs nearly 4000 people, including nearly 3000 legal professionals. We have offices nationwide, in Bristol, Leeds, inner and outer London and Manchester. Our lawyers can also be located within other departments and overseas.

GLD also depends on a range of cross-functional professionals to provide our corporate services. There are nearly 1000 colleagues playing an essential part in helping GLD to achieve its purpose and truly deliver much more than law.

This is an exciting time to join GLD, with cutting edge legal work on global issues and a transformation agenda which is ensuring the Department exemplifies the Modern Civil Service.

To find out more about what we do you can view our introductory film. On our website you can hear from team members, find out how to apply and learn about the benefits of working for GLD.

You can also read more about the future vision for GLD in our GLD Strategy 2024 – 2027.

Job description

The Director of People and Place will provide strategic leadership for a portfolio encompassing HR, estates and security during a period of significant departmental evolution.

The role reports into the DG COO, will be a regular attendee at the Executive Committee and will lead the People and Place (P&P) directorate of over 125 colleagues providing a full spectrum HR and Estate services to a workforce that is currently 3,600 and will grow to 4,000. This includes over 2,500 members of the legal profession as well as a range of other corporate professions including Finance, Commercial, Digital and Data and Project Delivery.

This is a pivotal moment for GLD as it drives forward ambitious transformation and reform plans. The post holder will be expected to play a leading role in enabling these plans by developing and delivering the People strategies to achieve them. They will also be responsible for delivering our National GLD model, strengthening our representation and presence in our workplaces outside of London.

Key Responsibilities

• Lead the delivery of high-quality, professional HR, security and property services, ensuring senior leaders and managers receive expert, insight-driven support to lead effectively.
• Act as a key member of the senior leadership, advising the Board, NEDs, Treasury Solicitor and Directors General on complex people, culture and property matters, with scope to support Ministers across the Law Officers’ Departments.
• Provide visible, inspiring leadership of the People and Place function across a dispersed organisation of 3,600+ colleagues, shaping culture and ensuring GLD’s voice is influential across the Civil Service.
• Set the strategic direction for HR, driving continuous improvement, digital transformation and the transition to shared services in line with wider government reform and ERP programmes.
• Lead the department’s workforce strategy, including organisational design, capability building and regional growth, supporting Places for Growth ambitions and the transition to new London offices in 2028. Operate as a trusted advisor on organisational transformation, leadership and culture, helping to shape a high-performing, future-ready GLD.
• Oversee a c.£30m resource People and Place budget, maximising value from commercial contracts supporting HR and Estates delivery.
• Lead the design and delivery of HR, security and information management policies and services, including pay, performance, reward, wellbeing and workforce operations across GLD and its partner bodies.
• Ensure the delivery of high-quality learning, development and talent programmes, including oversight of a market-leading Legal Fellowship offer and senior talent management for the Government Legal Profession.
• Represent GLD at a senior level across cross-government HR and Estates networks, including deputising at key boards and contributing to Civil Service-wide priorities.
• Act as Head of Profession for HR, strengthening capability, developing talent pipelines and enhancing the overall career offer within the function.

Person specification

It is important through your CV and Personal Statement that you provide evidence and examples of proven experience of these selection criteria. Below are details of the essential criteria from the Civil Service Success Profiles that make up this role. Further guidance can be found at Success Profiles.

The successful candidate will be able to demonstrate:

Key Skills and Experience (all points assessed at application and interview)

• Chartered Fellow FCIPD: or work towards it within 6 months of taking up post.
• Leadership: an authentic and visible leader with a proven track record of building, inspiring, and developing diverse, high-performing teams. You must demonstrate the ability to lead through ambiguity and foster a cohesive, values-led culture across a geographically dispersed workforce. You should demonstrate the acumen to add value to the organisation’s senior management boards.
• Communicating and Influencing: outstanding interpersonal and political acumen, with the ability to establish immediate credibility and build trusting relationships at the highest levels. You must be able to navigate a complex landscape to facilitate senior decision-making and deliver successful outcomes.
• Seeing the Big Picture: translating overarching business strategies and departmental priorities into clear, deliverable people plans. You should have a track record of aligning people strategies to organisational goals using business insight, data analytics, and financial acumen.
• Changing and Improving: proven ability to lead organisational transformation by critically reviewing and reshaping organisational design and workforce planning, implementing innovative solutions that improve capability and prepare the department for the future. The capacity to lead large-scale transformational change across workplace systems, processes, and culture.
• Managing a Quality Service: a proven track record of delivering excellent HR, workforce, or OD services within an organisation of comparable scale and complexity. This includes a deep understanding of current best practices, managing organisational risk, and ensuring professional excellence in service delivery to meet customer demands.

Desirable

Desirable criteria will be used when there is a need to distinguish between candidates who are closely tied or the same after the initial consideration of essential criteria, at sift and interview.

• Experience or understanding of managing physical workplace functions, including facilities, security governance, or health and safety, particularly across multiple sites and a clear understanding and experience of the Places for Growth strategy and the implementation opportunities for organisational change.

Candidate Information Session

We will be holding a candidate information session for these roles on Microsoft Teams from 11:00am – 12:00pm on Thursday 16th July.

Candidates will have the opportunity to hear from Richard Cornish about the Government Legal Department - its place within the wider government landscape and the role on offer. Attendees will also have the chance to ask questions and gain deeper insight into the position

If you are interested in further information on this role please join the link below:

11:00am on Thursday 16th July 2026

Microsoft Teams meeting join:https://teams.microsoft.com/meet/380237176706385?p=1W4Yrppojm4eDSKo0o

Meeting ID: 380 237 176 706 385

Passcode: oH2aP3wy

Security Clearance Level

If successful for this post you must hold, or be willing and able to obtain, SC level security clearance. You cannot start your position until you hold this clearance level.

You must be willing to obtain DV security clearance once in post. Clearance typically requires a 10-year, verifiable UK-based footprint, where individuals have not been out of the UK for more than 6 months. More information can be found about the vetting and clearance levels before completing your application

Sponsorship and Visas

There is the possibility that GLD can provide sponsorship for skilled workers, as long as they meet the eligibility criteria set down under current immigration legislation. GLD does not guarantee sponsorship will be provided or that an applicant will be successful in gaining a skilled worker visa.

Candidates with Limited Leave to Remain can apply but must have at least 12 months remaining on an existing visa which allows them to work for GLD when employment commences. Please allow three months for the onboarding process from the point of offer.

It is the responsibility of the applicant to ensure that they meet the criteria for sponsorship. They also have the responsibility to notify the Resourcing Team that they require Sponsorship at the start of the onboarding process into GLD. This applies to existing civil servants as well as external candidates.

Benefits

Alongside your salary of £105,000, Government Legal Department contributes £30,418 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 at GLD

GLD has a comprehensive learning and development offer for all employees.

We offer a programme of in-person/hybrid and virtual sessions providing learning on profession-specific, soft skills, technical skills, and different topics. For our SCS colleagues these include:

SCS Induction

• SCS Induction toolkit
• Quarterly SCS drop-in sessions. Focus on development and talent management signposting with Q&A

SCS Development Toolkit

• Signposts the learning and development opportunities provided by the Cabinet Office for SCS across government and within GLD.

Action Learning Sets

• SCS1 GLP action learning sets
• Departmental Leadership Group (all SCS 2 and above) are part of a bespoke high-performance leadership and development programme including Action Learning Sets

Other bespoke options available

• Psychometric testing Lumina Sparks for new SCS2, providing a personalised reading of an individual’s strengths and development areas
• Executive Coaching
• In-house shadowing and mentoring/coaching
• Networking Deputy Director Forum, established by the DDs in GLD. Its aim is to support and help each other manage the challenges of your roles and develop leaders.

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

Application

To apply for this post you need to complete the application on Civil Service Jobs. The deadline for this application is 24th July 2026 at 12:00 Midday. You can search for the job using the reference number below.

In your application you will be assessed on the following:

• A CVsetting out your employment history including key experiences, and qualifications. Please ensure you have provided reasons for any gaps within the last two years, as part of the online application form. The CV will be used to assess the key skills and experience as set out in the Person Specification slide, as a first stage sift.

• A personal statement of no more than 1250 words, outlining how you meet the key skills and experience as set out in the Person Specification slide in the attached candidate pack.

Failure to complete all documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification. Please ensure that all documents contain your full name.

Should you encounter any issues with your online application or are unable to apply online please contact SCSRecruitment@governmentlegal.gov.uk.

CV Guidance for candidates

Please note that CV forms part of the online application form.

Please find the following guidance on how to populate the three sections of the CV when completing the online application: You will be asked to provide your, employment history and qualifications.

For Employment History – please add your employment history, you can set out the roles you have completed in the past with start to end dates. Please include your key experiences in this section

For Qualifications – please list the details of your relevant education and qualifications achieved.

Failure to complete all documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification. Should you encounter any issues with your online application or are unable to apply online please contact SCSRecruitment@governmentlegal.gov.uk.

Application Errors

Please take extra care to tick the correct boxes in the eligibility sections of your application form. We understand mistakes sometimes happen but if you contact us later than two working days (Monday-Friday) before the vacancy closes, we will not be able to reopen your application for you. If you do make a mistake with your eligibility form, please contact us via: activecampaigns@governmentlegal.gov.uk . Use the subject line to insert appropriate wording for example – ‘Please re-open my application – 470811 & vacancy closing date 24th July 2026.

Selection Panels

The selection panel for this campaign will be chaired by the Civil Service Commissioner, Chris Pilgrim. Additional panel members will include:

• Richard Cornish, Director General Chief Operating Officer, GLD
• Further panel member will be confirmed to shortlisted candidates.

Shortlist

You will receive an acknowledgment of your application through Civil Service Jobs once your application has been submitted.

The panel will then assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the criteria set out in the ‘Person Specification’ section. Failure to address any or all of these may affect your application.

If there are a large number of applications the panel will conduct a staged sift. The initial sift will be on the CV alone. Candidates assessed as demonstrating the required experience in their CV will progress to the second stage of the two-stage sift where their Personal Statement will be assessed.

Candidates assessed as not demonstrating the required experience in their CV will not progress to have their Personal Statement assessed; they will be deemed as unsuccessful in the first stage of the two-stage sift.

In the eventuality that there are a high number of applicants successful at sift, GLD may operate a longlist, whereby applicants who have been shortlisted and met the minimum pass mark but are not selected for interview will have their application placed on hold. After the initial interview round candidates on the longlist may be offered an interview, should there still be posts available.

Assessments

If you are shortlisted, you will be asked to take part in a Staff Engagement Exercise.

These assessments do not result in a pass or fail decision. Rather, they are designed to support the panel’s decision making and highlight areas for the panel to explore further at interview. Full details of the assessment process will be provided to shortlisted candidates at the earliest opportunity.

Informal Conversations

Shortlisted candidates will also be invited to an informal conversation with the Permanent Secretary, Doug Wilson. This will be an opportunity for candidates to find out more about the organisation and for the stakeholder to feedback to the selection panel areas for probing at final interview.

Interview

You will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification.

As part of this interview candidates will be required to deliver a short 5 –minute presentation aligned to the person specification and the title of that presentation will be confirmed in advance. This will be scored on key skills and experience.

Interviews will take place in-person in 102 Petty France, London. Full details of the interview format will be provided to shortlisted candidates prior to interview.

Offer, Feedback and Reserve List

The timeline later in this pack indicates the date by which decisions are expected to be made, and all candidates will be advised of selection decisions as soon as possible thereafter. All advertised dates are subject to change at short notice.

We are unable to offer feedback to candidates who have not attended an interview. Candidates who attend an interview will also be offered written feedback from a member of the interview panel.

We appoint in strict order of merit. If you meet the minimum criteria for this position but are not successful for a post, you will be placed on the reserve list for up to 12 months. We then may contact you to see if you are interested in a post at the same, or a lower grade, in GLD should one arise.
Feedback will only be provided if you attend an interview or assessment.

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

Security

Successful candidates must undergo a 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 : Richard Cornish
• Email : Richard.Cornish@Governmentlegal.gov.uk

Recruitment team

• Email : SCSRecruitment@governmentlegal.gov.uk

Further information

This campaign is run in accordance with the Civil Service Commission Recruitment Principles. You have the right to complain if you feel there has been a breach of the Recruitment Principles. If you feel that your application hasn’t been treated in accordance with these Principles and wish to make a complaint, please contact recruitment_feedback@governmentlegal.gov.uk in the first instance. Please title your email as follows: Job Reference Number – Job Title – Recruitment Complaint. Complaints must be submitted in writing within 30 days of the incident or the decision which has caused the complaint. To fully engage with the issues raised GLD require that you submit evidence of your complaint.

Attachments

Director of People and Place - Candidate Pack - Final Opens in new window (pdf, 625kB)