HR Advisor (Ref: 15672)

Job summary

Please refer to Job Description

Job description

Human Resources Advisor (HRA) – London

Maternity Cover (FTC - 12 months)
Grade: HEO
Working pattern: full time
Location: The role is based in London (Rolls Building). There is an expectation that the successful candidate will spend a minimum of 60% of their time in the office. Some of this time may be spent out in the Region on Court visits, at face-to-face stakeholder meetings or facilitating HR input at regional conferences. The role requires occasional (broadly quarterly) travel to other parts of England including to London. Due to the nature of the role meetings may need to take place outside of core hours. There is an expectation of working flexibly around judicial office holder availability i.e. out-of-court hours before 10am, after 4pm and at lunchtimes. We offer flexible working; our focus is on delivery of outcomes.

Judicial Office – Judicial HR
Team: Judicial HR Business Partner and Organisational Design & Development (HRBP & OD&D)

Role Overview

This is an exciting opportunity for an aspiring HR professional to build a strong HR generalist foundation within a unique and high‑profile environment supporting the judiciary.

Reporting to an HR Business Partner (HRBP), the post holder will work closely with HRBPs and colleagues across Judicial HR to provide high‑quality, proactive and responsive HR advice and support to judicial office holders. The role requires agility, sound judgement and confidence in operating in a complex and sometimes ambiguous environment.

Judicial Office HR (JO HR) places judicial office holders at the centre of its service. We are visible, proactive and collaborative, working across the Judicial Office, HM Courts & Tribunals Service (HMCTS) and the Ministry of Justice (MoJ) to ensure the Lord Chief Justice and the Senior President of Tribunals are supported by a properly resourced, accessible and professional HR function.

Role Purpose

The Human Resources Advisor plays a key role in enabling the effective delivery of HR services to the judiciary by:

• Supporting HRBPs in delivering a field‑based HR service.
• Acting as a key point of contact for judicial office holders.
• Interpreting and applying HR policy accurately within the context of the judiciary’s unique status as office holders.
• Ensuring HR processes, advice and data handling are compliant, timely and of high quality.

The role involves problem‑solving, analysis and relationship management, and contributes to effective collaboration between the judiciary and HR Centres of Expertise and Operations teams.

Responsibilities, Activities and Duties

• Appraise, assess and respond to a wide range of HR and pastoral issues on a day‑to‑day basis, offering appropriate options and solutions to judicial leaders.
• Build and maintain strong working relationships and credibility with judicial office holders and key stakeholders.
• Support the HR triage service for the judiciary, ensuring advice and signposting is accurate, timely and evidence‑based.
• Work collaboratively with Regional HR Advisors to support delivery of a consistent, field‑based HR service to the judiciary.
• Exercise autonomy in managing workload and deploying appropriate HR resources, using initiative and established HR networks.
• Consider sensitive, complex or competing perspectives, analyse information and determine the most appropriate course of action.
• Apply judgement to decide when escalation or specialist input is required.
• Interpret HR policies and terms and conditions, undertaking further investigation where needed to understand wider impacts.
• Operate as an integral member of the HRBP & OD&D team, identifying emerging themes and acting as an intelligent customer into wider Judicial HR services.
• Work collaboratively with colleagues across Judicial HR, the Judicial Office and HMCTS to deliver seamless support.

Key Tasks

• Work closely with HRBPs to support delivery of a strategic, field‑based HR service.
• Undertake regular travel to courts and tribunals as required to build relationships and provide visible HR support.
• Analyse HR data and information to identify trends, risks or concerns and recommend appropriate interventions.
• Monitor sickness absence and escalate concerns or patterns to the HRBP.
• Carry out Occupational Health referrals supporting the JOH and Leadership judge through the process and provide guidance and support as required
• Provide timely, high‑quality HR advice to support judicial leaders on health, wellbeing and pastoral matters.
• Draft briefing notes, reports and summaries to inform decision‑making.
• Maintain oversight of record‑keeping, ensuring compliance with GDPR and data retention requirements.
• Liaise with HMCTS on complex workplace adjustment and reasonable adjustment cases.
• Collate appeal information relating to judicial office holders and support preparation of briefing materials.
• Support HR‑related meetings involving the judiciary, including minute‑taking where appropriate.
• Respond to complex queries requiring interpretation of multiple policies and terms and conditions.
• Build collaborative relationships with regional support units (RSUs) and other stakeholders to gather insight on regional issues and performance.
• Support maintenance and review of HR systems, processes and services to ensure delivery of a high‑quality and professional HR service.
• On occasion, step up to support or cover elements of the HRBP role, including representing the HRBP or HRBP & OD&D team at meetings, as appropriate.
• Demonstrate commitment to continuous professional development and improvement of HR knowledge and skills.

Behaviours (Success Profiles)

• Communicating and Influencing ( lead behavour)
• Making Effective Decisions
• Managing a Quality Service
• Working Together

Essential Knowledge, Experience and Skills

• Ability to build strong, credible working relationships and be recognised as a trusted advisor.
• Confidence working autonomously and managing competing priorities in an ambiguous environment.
• Experience of working in a pressured, operational or people‑focused environment.
• Strong written and verbal communication skills, with the ability to explain complex issues clearly.
• Experience of analysing information and applying judgement to support effective decision‑making.
• Ability to manage change and adapt to evolving priorities.

Desirable Knowledge, Experience and Skills

• Previous experience working in an HR role or HR team.
• Understanding of the judiciary or public sector environment.

Technical Skills / Qualifications

• Credible HR or operational experience.
• CIPD Level 3 or Level 5 qualified, or willingness to work towards qualification.

Person specification

Please refer to Job Description

Behaviours

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

• Communicating and Influencing
• Making Effective Decisions
• Working Together
• Managing a Quality Service

Benefits

Alongside your salary of £40,014, Ministry of Justice contributes £11,592 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Annual Leave
• Public Holidays
• Season Ticket Advance

For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

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, Strengths and Experience.https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

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 counter-terrorist 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.

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 : SSCL Recruitment Enquiries Team
• Email : moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk
• Telephone : 0345 241 5359

Recruitment team

• Email : moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitm…

https://jobs.justice.gov.uk/careers/JobDetail/15672?entityId=15672