Head of People Operations and Business Services

Job summary

Ready to shape the future of people operations at the FSA?

This is your chance to lead talented teams, modernise how we support our workforce and drive innovation across our core HR, recruitment and People Insights functions.

We are looking for an experienced and forward-thinking leader to lead People Operations and Business Services at the FSA. This is a strategic role at the centre of how we support our people, shape our business processes and ensure the organisation has the capability and capacity it needs for the future. You will guide the teams responsible for our core HR services, recruitmentand people insights, ensuring that everything from onboarding to data reporting is delivered consistently, legally and to a high standard.

You will help steer the organisation towards modern, insight-led people operations. This includes championing innovation, driving service improvement and shaping approaches that meet the needs of a dynamic and evolving workforce. Working closely with leaders across the FSA, you will play an important role in ensuring our people and business services are aligned with strategic priorities and that colleagues receive excellent support throughout their journey with us.

Job description

As Head of People Operations and Business Services, you will oversee the delivery of all HR operational activity, ensuring processes are legally compliant, efficient and reflect best practice. You will provide strategic oversight of our HR System (Workday), working closely with digital colleagues to ensure future developments meet organisational needs and support streamlined, modernised ways of working.

You will lead a high performing recruitment function, shaping a progressive, data driven approach to talent acquisition and ensuring our service remains responsive to workforce requirements. Alongside this, you will guide the People Insights team in providing high quality analysis that supports evidence-based decision making across the organisation. You’ll help develop our new Strategic Workforce Plan, shaping a future focused people plan that ensures the FSA has the talent and capability we need to thrive.

Success in the role depends on strong relationships, and you will work across POC and Corporate Services to ensure joined-up delivery. You will oversee continuous improvement activity, champion value for money and ensure that people data and operational intelligence support the development of the FSA’s long term workforce plans.

If you thrive on improving services, influencing strategic decisions and creating a seamless experience for colleagues across the organisation, we’d love to hear from you.

Working pattern guidance

If applying as a job share partnership you should both complete separate application forms on Civil Service Jobs but should make it clear that you are applying as job sharers. Further details on job sharing can be found here JSF – What is the recruitment process for job sharers? , Civil Service Careers (civil-service-careers.gov.uk)

Person specification

Please read the attached Candidate Pack to discover further details about the role, our organisation, who we are looking for and the criteria we will assess against during the selection process.

We look forward to receiving your application and wish you every success.

Memberships

Chartered Member – Chartered Institute of Personnel and Development (Chartered MCIPD)

Technical skills

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

• Chartered Member – Chartered Institute of Personnel and Development (Chartered MCIPD)

Benefits

Alongside your salary of £68,767, Food Standards Agency contributes £19,921 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.Our candidate pack details the benefits that the FSA has to offer. Please also refer to the attached Terms and Conditions statement.

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 Experience and Technical skills.

Full details of the selection process are detailed in the attached candidate pack.

Application and shortlisting

You will be asked to provide personal details (not seen by the Panel) and to confirm your eligibility to apply for the role.

Technical: You will be asked a question to confirm that you meet the Technical requirements of the role. (You will be asked to provide your CIPD membership number and how you achieved membership later in the application)

• Chartered Member – Chartered Institute of Personnel and Development (Chartered MCIPD) (Lead criteria 1)

If you cannot answer yes to this question – you will not be able to proceed further with your application.

You will then be asked to complete an application which will be used to assess you against the following essential and desirable criteria. (Desirable criteria will only be assessed in the event of a tie between candidates).

Essential criteria

Experience

• Lead criteria 2: Up to date, practical knowledge of employment legislation and proven ability to apply it confidently and effectively in an operational HR capacity

• Demonstrable experience in the development of HR & Payroll systems to improve the management of employee data, workflows and HR transactions

• Experience improving talent acquisition using data, insight and technology (including AI tools)

• Proven leadership of HR Operations functions, delivering efficient, compliant and customer focused services

• Experience contributing to strategic workforce planning, using insight, data and collaboration with senior leaders to shape future workforce needs and help drive long-term capability across an organisation

Desirable criteria (Desirable criteria will only be assessed in the event of a tie between candidates).

Experience

• Experience of using Workday

Lead Criteria An initial sift will take place on Technical lead criteria 1. If you meet the requirements of lead criteria 1, your application will be progressed to Experience lead criteria 2.

If successful at lead criteria 2 stage, all further criteria will be assessed.

In the event that we receive a large number of applications, the minimum pass mark for lead criteria 2 may be raised at shortlisting stage. Candidates who apply under the DCS or RIS schemes and meet the minimum requirements will be unaffected by the pass mark raise.

Interview

If successful at shortlisting stage, you will be invited to a final interview in whichwe will assess you against the following Experience requirements of the role.

Experience

• Proven ability to build effective relationships with stakeholders at all levels and provide a responsive, customer focused service

• Up to date, practical knowledge of employment law and its application in an operational HR capacity

• Experience overseeing core HR processes including contracts, onboarding and HR Transactions

• Experience improving recruitment processes using data insight and technology (including AI)

• Experience leading, motivating and developing multi-disciplinary teams, promoting a professional, collaborative and adaptable culture

• Demonstrable experience translating HR data into actionable interventions that improved organisational outcomes

Assessment exercise

As part of the interview process, you will be asked to prepare a presentation prior to interview – full details will be sent to you at least 24 hours beforehand. Further guidance will be included in the invitation to interview.

Expected Timeline

Advert closes: 15 February 2025

Sift: Expected to take place during week commencing 16 February 2026

Final panel interview: Expected to take place during week commencing 2 March 2026

Interviews will be held remotely via MS Teams. (If you do not have the Microsoft Teams application installed on your computer, you can join on the web without installing the application).

Please note that indicated dates may be subject to change.

Childcare Vouchers

Any move to the Food Standards Agency 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

Reserve List

A reserve list will be held for a period of up to 12 months from which further appointment may be made.

Candidates that do not pass the interview but have demonstrated an acceptable standard may be considered for similar roles at a lower grade.

Visa Sponsorship

Please note that the FSA does not hold a licence to sponsor any visa applications and we are unable to provide any advice about visas.

Regrettably we are unable to refund travel costs if candidates attend an interview/selection stage for the vacancy.

Eligibility

Current Civil Servants (all contract types) will need to ensure that they are still employed as a civil servant at the point of starting in the relevant new post. If their contract ends (e.g. end of FTA contract or resignation) at any point during the recruitment/onboarding process for the advertised role, they will no longer be eligible and will be withdrawn.

Making a complaint

The law requires that selection for appointment to the Civil Service is on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles.

If you feel your application has not been treated fairly in accordance with the principles, and you wish to make a complaint, you should email hr.recruitment.campaigns@food.gov.ukin the first instance. If you are not satisfied with the response, you can contact the Civil Service Commission.

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

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.

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.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).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 : jo.bushnell@food.gov.uk
• Email : jo.bushnell@food.gov.uk

Recruitment team

• Email : hr.recruitment.campaigns@food.gov.uk

Further information

If you wish to raise a complaint then please email hr.recruitment.campaigns@food.gov.uk in the first instance.

Attachments

Terms and Conditions as at April 2020 (1) Opens in new window (pdf, 42kB)v1.0 Candidate Pack - Head of People Operations and Business Services (G6) Jan 26 Opens in new window (pdf, 1051kB)