Head of TA, Workforce Planning & People Data Analytics

Job summary

You will lead key elements of Registers of Scotland’s people transformation agenda, providing strategic leadership across talent acquisition, strategic workforce planning, people data analytics, and job sizing and salary benchmarking. Working closely with senior leaders and partners across Finance, HR Digital, governance and the wider business, you will shape joined-up, evidence-based people solutions that strengthen workforce planning, support future organisation design, improve attraction and resourcing outcomes, and build the right permanent and temporary workforce mix to meet organisational need.

You will play a central role in aligning workforce requirements, pay budgets, role design, reward approaches, HR systems and governance, while advancing diversity and inclusion, embracing ethical use of technology and AI, and providing visible leadership across the wider People and Change function to drive continuous improvement and high-quality delivery.

Job description

Key Responsibilities…
•Provide leadership to the HR teams within your remit. These teams are: Strategic Workforce Planning, People Data, Talent Acquisition and Job Sizing/Salary Benchmarking
•Evolve RoS’ talent acquisition strategy and capabilities, building innovative solutions to ensure we attract and engage the right (capable and diverse) permanent and temporary workforce mix.
•Embrace technology, including appropriate and ethical use of AI, to enable efficiencies within your team.
•Advance the D&I agenda, particularly ensuring that resourcing strategies support our goals to increase workforce diversity.
•Work collaboratively with Finance, senior leaders, hiring managers, HR Digital, governance colleagues and others involved in HR processes to ensure pay budgets, workforce requirements, HR system design, role profiles and reward arrangements are aligned and that this alignment is maintained over time.
•Lead on the provision of high-quality strategic workforce planning methodology with appropriate visibility, leadership buy-in and governance oversight.
•Contribute to the development and implementation of the organisation’s target operating model and future organisation design.
•Advance and lead a reward strategy for RoS, to address salary related talent attraction issues, including salary benchmarking when appropriate.
•Embed and ensure maintenance of a fair and consistently applied job evaluation/job sizing process and associated job family architecture.
•Develop and deliver impactful workforce action plans to address the organisation’s most critical workforce priorities.
•Collaborate with HR colleagues to deliver strategic workforce planning priorities.
•Take a key, strategic role in the procurement and management of service provision contracts, such as HR systems.
•Provide leadership across the People and Change function in collaboration with peers.
•Continually improve HR practice in collaborations with peers and team members; proactively identifying opportunities to improve.
•Maintain your CPD and ensure your professional practice is up to date and adding value to the People function.
•Take a collective leadership role across the wider organisation through participation in and strong alignment with RoS’ formal governance groups.

Person specification

Experience/Technical:
We will assess you against the following Experience/Technical skills during the application and assessment process:

•CIPD qualified
•Post-graduate (or equivalent) level qualification in an HR discipline, or equivalent, significant senior‑level experience.
•Excellent grasp of employment law relevant to resourcing, change management and equalities.
•Excellent ability to derive insight from people data and to set effective measures and KPIs to assess strategy delivery and evidence benefit.

Behaviours
Below you will find the list of behaviours relevant to the role, but please note you are not required to provide behavioural answers at sift:

Seeing the Big Picture
•Able to demonstrate a fundamental understanding of the impact of organisational culture, and significant experience in managing People services accordingly.
•Significant experience of measurable contribution to strategy delivery through end-to-end implementation of People interventions.

Changing and improving
•Understanding and significant experience of change management and of people policies.
•Ability to align people strategies/approaches to support and enable organisational transformation, providing decisive responses to delivery challenges and managing risks.

Working Together
•Excellent communicator who is dedicated to a collaborative and collegiate approach, challenging when necessary.
•Experience and skill in working with a trade union.

Developing Self and Others
•Broad understanding of the demands and leadership requirements for effective delivery of a cohesive service across the People function.
•Excellent knowledge of the dependencies across the People function for collective pursuit of the outcomes of the People Strategy.
•Ability to support colleague’s professional development and take a collective leadership role to support the function as a whole.

Managing a Quality Service
•Track record of delivering and evaluating People services through clear, pragmatic and manageable service delivery plans linked to strategic objectives and outcomes.
•Actively seeks and is receptive to customer feedback and constructive in building partnerships to ensure quality service provision.

Delivering at Pace
•Ability to lead a variety of simultaneous projects and initiatives, influencing and building credibility across the organisation by monitoring, communicating progress and evidencing delivery of outcomes.
•Can work effectively at pace and under pressure.

Benefits

Alongside your salary of £62,114, Registers of Scotland contributes £17,994 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• This job is for you if you want…

  • Work with purpose: working for the people of Scotland to set the bar for land and property registration worldwide.
  • Flexible and hybrid working: depending on the role and team requirements, work when and where it’s best for you and your stakeholders.
  • Benefits: enjoy pay progression, pension contributions of up to 28.97%, up to a year’s parental leave, and 42 days annual holiday.
  • Investment in professional development: we invest in all our people so that they have the right skills to be productive and confident in their job.
  • Diversity and Inclusion: We are an ‘Investor in People’ and a ‘Disability Confident’ employer. We are inclusive, stronger together, and committed to putting our people first.
  • Positive work culture: RoS is an agile, digital organisation using leading-edge technology. Colleagues understand their role in achieving our strategy and have the autonomy to deliver.

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

Stage one - Application Process

To apply, click on 'Apply now' and complete the online application form.

You will need to submit:

1. A CV outlining your career history and how you meet the technical/experience criteria (max 4 pages).
2. A Statement of suitability (750 words max), detailing how you meet the Key Responsibilities for the role (as stated above in the advert).

Stage two – assessment

If successful at application stage, you will be invited to an in-person interview (at either our Edinburgh or Glasgow office locations), which will include the following:

• A behaviour-based interview (where behaviours will be clustered appropriately)
• A pre-prepared presentation exercise (topic to be shared with candidates who make it past sift stage)

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.

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

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 : Talent Team
• Email : talent@ros.gov.uk

Recruitment team

• Email : talent@ros.gov.uk

Further information

https://www.ros.gov.uk/about/publications/governance-and-corporate/2022/recruitment-information