Resource and Capability Planning Specialist

Job summary

Ofgem is Great Britain’s independent energy regulator. Our primary responsibility is to protect energy consumers, especially the most vulnerable, while at the same time working with government, industry and consumer groups to deliver a clean, more affordable and secure net-zero energy system at the lowest cost to consumers and drive economic growth.

Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.

Role Purpose

The Resource & Capability Planning Specialist leads organisational capability planning and resourcing decision-making to ensure Ofgem has the right people, skills and capacity to deliver its objectives. Reporting to the Head of Resource & Capability, the role is accountable for the overall workforce and capability plan, including resourcing priorities, mobility routes and workforce controls. The role owns sponsorship and visa planning at an organisational level, ensuring immigration risks, costs and compliance implications are fully integrated into workforce plans and resourcing decisions.

The role works in close partnership with the Workforce Data & Insights Manager, setting the requirements for workforce data, MI and scenario modelling and interpreting analytical outputs to shape resourcing recommendations and governance decisions. The role partners with Senior People Partners and senior leaders to optimise resource deployment and ensure compliance with Civil Service workforce frameworks and Home Office sponsorship requirements.

Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.

Job description

Key Accountabilities

• Accountable for the organisation wide workforce and capability plan, including sponsorship and visa‑dependent roles, ensuring alignment with strategic priorities, budgets and delivery needs.

• Own sponsorship and visa workforce planning, ensuring immigration considerations are built into resourcing strategies, affordability assessments and risk management.

• Set requirements for workforce data, scenario modelling and forecasts needed to inform planning and resourcing decisions.

• Interpret workforce analytics and modelling outputs to develop clear resourcing options, trade-offs and recommendations for senior leadership.

• Work with leaders and Senior People Partners to allocate resources, prioritise critical roles and approve appropriate resourcing routes.

• Run workforce planning and resourcing governance forums, providing assurance on immigration compliance and sponsorship risk.

• Ensure all workforce plans comply with Civil Service controls, sponsorship licence obligations and internal assurance requirements.

Key Responsibilities

Workforce Planning & Decision Making

• Develop and maintain the organisational workforce and capability plan aligned to business priorities and financial constraints.

• Define scenarios and assumptions for visa dependent roles, including lead times, costs, market availability and compliance risk.

• Translate insight and modelling outputs into strategic resourcing decisions and recommendations.

Resource Allocation & Resourcing Routes

• Work with Senior People Partners and leaders to allocate resources across directorates, programmes and priority initiatives.

• Approve and advise on appropriate resourcing routes, including permanent recruitment, internal moves, loans, secondments and sponsorship.

Sponsorship & Visa Ownership

• Own workforce‑level oversight of all visa sponsored roles, including approval, prioritisation and alignment with workforce plans.

• Assess and manage organisational immigration risk, including reliance on sponsorship, pipeline sustainability and affordability.

• Provide strategic oversight of sponsorship demand, setting guardrails and expectations for use of visas within workforce plans.

• Work with HR Operations and specialist providers to ensure sponsorship activity aligns with agreed plans and governance.

• Act as the escalation and assurance point for visa‑related workforce risks, including compliance, cost or strategic dependency.

Secondments, Loans & Mobility

• Apply and maintain the secondments and loans policy and process, advising managers on suitability, duration, approvals and governance.

• Track and report on inward and outward secondments and loans to ensure visibility, workforce balance and compliance with Civil Service guidance.

MI & Data

• Utilise dashboards and reports on workforce supply/demand, vacancy trends and capability gaps. Use data to inform decision-making and highlight risks to delivery.

Engagement & Governance

• Run workforce planning forums, present insights to senior stakeholders (including the Board) and ensure alignment with governance standards and Civil Service workforce planning frameworks.

• Ensure workforce plans comply with Civil Service policy, sponsorship licence requirements and internal assurance processes.

Person specification

Key Skills & Capabilities

• Ability to analyse current and future capability and skill demands across the organisation against internal and external labour market trends and data.

• Advanced analytical skills with proficiency in Excel, HRIS/ATS systems and data visualisation tools.

• Understanding of Civil Service workforce planning frameworks, secondments/loans policy and governance requirements.

• Knowledge of sponsorship and visa processes, risks and compliance obligations.

• Excellent stakeholder management and communication skills. Able to present complex data clearly to a range of senior leaders and Boards.

• Ability to identify trends, anticipate risks (including immigration and mobility risks) and propose practical solutions.

• Organised and detail oriented with the ability to manage multiple priorities under pressure.

• Continuous improvement mindset and experience implementing process or system enhancements.

Essential Criteria

• Proven experience in capability and skills planning, resource forecasting and translating strategic plans into operational priorities. (Lead Criteria)

• Strong analytical skills with the ability to interpret workforce data and trends to inform resourcing decisions.

• Experience in partnering and influencing senior leaders to anticipate future skills needs and align workforce supply and demand.

• Ability to develop and maintain workforce models and dashboards to support planning and decision-making. (Lead Criteria)

• Knowledge of governance frameworks and recruitment principles, visa/sponsorship rules - with experience ensuring compliance.

• Professional qualification in HR (e.g. CIPD or equivalent) or equivalent experience.

Qualifications

Professional qualification in HR (e.g. CIPD or equivalent) or equivalent experience.

Behaviours

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

• Seeing the Big Picture
• Making Effective Decisions
• Communicating and Influencing
• Delivering at Pace

Benefits

Alongside your salary of £49,452, OFGEM contributes £14,326 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).Ofgem can offer you a comprehensive and competitive benefits package which includes; up to 30 days annual leave. Excellent training and development opportunities. The opportunity to join the Civil Service pension arrangements which include a valuable range of benefits. Flexible working hours and family friendly policies. Restaurant and subsidise gym (London only). Interest free season ticket loan.

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 Experience.

Candidates are required to provide an anonymised CV and tailored supporting statement of no more than 1250 words. Please ensure your supporting statement is tailored and well evidenced against the essential criteria for the role. Candidates who do not provide a tailored application will not be invited to interview. Should we receive a high number of applications for the role a pre-sift on the lead criteria will be conducted.

The interview will include a short presentation. The title will be confirmed and made available to candidates invited to interview.

Due to high volumes of applications, we are only able to provide feedback at interview.

Please refer to Civil Service candidate advice on the acceptable use of Artificial intelligence within the recruitment and selection process - Artificial intelligence and recruitment , Civil Service Careers

The personal information we have collected from you will be shared with Cifas who will use it to prevent fraud, other unlawful or dishonest conduct, malpractice, and other seriously improper conduct. If any of these are detected, you could be refused certain services or employment. Your personal information will also be used to verify your identity. Further details of how your information will be used by us and Cifas, and your data protection rights, can be found by [https://www.cifas.org.uk/fpn].

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

Security

Successful candidates must undergo a basic (or equivalent) 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.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 : P&EEvolve@ofgem.gov.uk
• Email : P&EEvolve@ofgem.gov.uk

Recruitment team

• Email : P&EEvolve@ofgem.gov.uk

Further information

If you feel your application has not been treated in accordance with the Civil Service Commission Recruitment Principles and you wish to make a complaint, you should email The Head of Talent Acquisition at: Recruitment@ofgem.gov.uk in the first instance. If you are not satisfied with the response you receive from the department, you can contact the Civil Service Commission. More detailed information can be found on the Civil Service Commission website.

Attachments

Candidate Pack_487804 Resource and Capability Planning Specialist Opens in new window (pdf, 689kB)Role Profile_487804 Resource and Capability Planning Specialist Opens in new window (pdf, 127kB)