HR Recruitment & Resourcing Lead

Job summary

About GAD

At GAD, our people are our greatest asset. Our People Strategy 2025–2030 underpinning our Business Strategy 2030 sets out a bold vision: to support GAD to be the world’s leading public sector actuarial organisation, defined by expertise, innovation, and a deeply engaged, diverse workforce. We are committed to building a dynamic, flexible talent ecosystem, fostering a culture of inclusion and learning, and delivering excellence for our clients and the UK public sector.

The HR Recruitment & Resourcing Lead is responsible for driving GAD’s full recruitment and resourcing lifecycle - from workforce planning and attraction through to onboarding. The role uses workforce data and insights to shape recruitment strategy, provides weekly recruitment and full strategic workforce reporting to the HR Director, and ensures all processes are inclusive, efficient, and aligned with GAD’s values. They will carry out and oversee the end-to-end recruitment of all GAD campaigns and will share the direct Line Management of a HR Officer who supports the full front-facing and administrative BAU tasks required in the end-end recruitment life cycle as well as being responsible for ad hoc queries coming to the HR Inbox, wider business recruitment related support and undertaking administrative tasks.

The postholder leads on recruitment policy and best practice, creates engaging attraction and marketing content, and coaches hiring managers and HR Officers to ensure a consistently high-quality candidate and manager experience. They maintain accurate and real-time recruitment tracking, produce ad hoc recruitment analytics often at pace, and support continuous improvement by analysing trends. They are also responsible for ensuring quality results in all audits, keeping timely audit and risk records, supporting business planning and resourcing plans. Inputting into QBR resourcing data with a leadership role

The role also plays a key part in integrating recruitment materials into new HR systems, maintaining strong stakeholder relationships, and ensuring compliance with legislation, Civil Service rules and GAD HR policies so that we can continue to be audit ready at all times. You champion innovation and best practice across the end-to-end recruitment cycle and lead on recruitment-related audit, risk and HRD/EXCO reporting requirements. They will maintain up to date knowledge and have a key role in advising on all recruitment matters.

Job description

As the Senior HR Recruitment & Resourcing Lead, you will play a pivotal role in delivering GAD’s strategic workforce planning, attraction, and recruitment ambitions. You will lead the design and implementation of innovative, data-driven recruitment solutions to ensure GAD attracts, engages, and retains the diverse talent needed for future success. You will act as a senior leader and role model to the HR Officer cohort. You will provide expert recruitment guidance, coaching, and quality assurance, and championing GAD’s values and people priorities at every stage of the candidate and manager journey.

You will work closely with the HR Business Partners to support the Business Units in their key roles and responsibilities, aligning with GAD’s strategy, including through executing key People Strategy strands. You will provide regular reporting to the HRD on people workforce plans and recruitment ensuring real time data accuracy at all times. This reporting will inform EXCO decisions including in Business Plans.

Person specification

• Lead the end-to-end recruitment and resourcing process, from workforce planning and attraction campaigns to onboarding.
• Use and report workforce data and insights to inform recruitment strategies and support future workforce modelling and QBR / EXCO reporting to HRD
• Provide recruitment updates and metrics on a weekly reporting basis to HRD including recruitment stats, trends and maintain a recruitment and workforce tracker
• Develop inclusive attraction campaigns aligned with GAD’s values and employer brand.
• Create engaging recruitment marketing materials and digital content to attract the best candidates
• Take a leading role in advising on recruitment policy and best practice including ensuring full compliance with CS Commissioner’s recruitment principles and being fully audit ready at all times
• Improve end-to-end experience for the candidate and the hiring manager through efficient, inclusive processes being both strategic and hands on at all times
• Advise and coach hiring managers and HR Officers on recruitment and onboarding with a lead role in ensuring data optimisation including transition to a new HRIS due to implement. Support implementation of new HR systems and technologies by ensuring full integration of current recruitment materials into new systems and work at pace to deliver quality outputs
• Ensure compliance with Civil Service and GAD HR policies
• Update as required recruitment contracts, documentation, such as job specifications, candidate packs, etc., ensuring best practice in all our HR recruitment/contract etc materials
• Analyse recruitment data and trends and provide insights for continuous improvement.
• Support implementation of new HR systems and technologies by ensuring full integration of current recruitment materials into new systems, and maintain positive relationships
• Maintain a comprehensive and real-time tracker of all recruitment and workforce planning
• Share best practice innovation and proactively lead on all matters related to recruitment, including arranging end-to-end advert to onboarding to exit interview analysis; you will enable continued engagement and improvement for reviewing candidate experience
• Implement and role-model best practice and legal requirements for all recruitment practices to offer assurances to stakeholders, including leading on Recruitment/workforce related Audit, Risk and HRD reports, both proactively and regularly, including on MI data

Behaviours

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

• Seeing the Big Picture
• Working Together
• Communicating and Influencing
• Changing and Improving

Technical skills

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

• Recruitment and Resourcing Experience, preferably across the Civil Service. (Essential)
• HR experience, CIPD (Desirable)

Benefits

Alongside your salary of £42,127, Government Actuary's Department contributes £12,204 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

As well as competitive salaries, we offer a substantial package of benefits:

• Exceptional learning and development opportunities that you can explore alongside your day-to-day work.
• 25 days annual leave per year, increasing to 30 days after 5 years’ service. In addition, we offer 9 days public and privilege days leave per year (pro rata for part time staff)
• A Civil Service pension with an employer contribution of 28.97%
• 5 days of paid volunteering leave
• Up to 9 months maternity leave on full pay + generous paternity and adoption leave
• Staff reward and recognition bonuses that operate throughout the year.
• Occupational sick pay
• Family-friendly policies such as help with caring responsibilities, special leave, generous paid maternity, paternity, and adoption leave.
• Access to employee assistance programme which offers staff 24/7 confidential support and resources such as counselling, debt guidance and management advice.
• The opportunity to join a trade union.
• A working culture which encourages inclusion and diversity.
• Salary advances for travel costs, including annual season tickets and cycle-to-work schemes.
• Access to the Edenred employee benefits system which offers discounts to popular retailers and access to various useful resources such as financial and savings advice.
• Complimentary BUPA health check for permanent staff.

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 and Technical skills.

Stage 1: Application sift

As part of the application process, you will be asked to complete:

• A CV setting out your career history, with key responsibilities and achievements. Please ensure you provide employment history that relates to the essential criteria, and that any gaps in employment history within the last 2 years are explained.
• A Personal statement of up to 500-words explaining how you meet the essential criteria for the role, with particular reference to the criteria provided in the person specification of the JD.

The Civil Service application process has a standardised method for assessing candidates, we strongly recommend that you read the descriptions of the civil service behaviours. Strong applications will present these in the Situation, Task, Action, Result (STAR) method.

We will use your CV and Personal Statement to assess the Experience and Technical skills listed in the JD.

Stage 2: Panel interview

During the interview you will be assessed on the experience and behaviours listed in the Person Specification and detailed in this advert.

Timelines

Application deadline: 1200 hrs on 06 March 2026
Shortlisting: w/c 09 March 2026
Interviews: w/c 16 March 2026

Interview locations: London

Please apply via our recruitment portal below.

As part of the application form process, please submit your CV and supporting statement. Please do not email your CV outside of this process as it will not be accepted.

Shortlisting criteria is based on the Person Specification as set out in the Assessment Criteria section of the Job Description. Please ensure you provide examples of how you meet the Assessment Criteria; a strong application will also demonstrate that you meet the required criteria that are identified as key for this role. Applications will be shortlisted in line with the essential criteria for the role. The desirable criteria will not be assessed throughout the recruitment process, but will be used in the event of tied scores between candidates. Behaviours will be assessed at sift and interview stage. Candidates who are successful at shortlist will be contacted as soon as possible and advised of the interview process and assessment (exact times and dates will also be confirmed).

A reserve list will be held for a period of 12 months from which further appointments can be made.

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 for more information on appropriate and inappropriate use.

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 : Recruitment Team
• Email : recruitment@gad.gov.uk

Recruitment team

• Email : recruitment@gad.gov.uk

Further information

The Government Actuary’s Department’s recruitment processes are underpinned by the recruitment principles of the Civil Service Commissioner, which outline that selection for appointment be made on merit on the basis of fair and open competition http://civilservicecommission.independent.gov.uk/civil-service-recruitm… If you feel at any time your application has not been treated in accordance with the values in the Civil Service Code and/or if you feel the recruitment has been conducted in such a way that conflicts with the Civil Service Commissioner’s Recruitment Principles, you may make a complaint, by contacting recruitment@gad.gov.uk in the first instance. If you are not satisfied with the response you receive you can contact the Civil Service Commissioners.

https://www.gov.uk/government/organisations/government-actuarys-department

Attachments

HR Recruitment & Resourcing Lead JD Opens in new window (pdf, 564kB)