Resourcing Partner

Job summary

Are you someone who enjoys connecting people with opportunities, building relationships, finding creative solutions and turning great ideas into action?

Do you have curiosity and fresh thinking, with the confidence to challenge established approaches and try something different?

We’re looking for someone who brings initiative, creativity and fresh thinking to recruitment. You’ll be naturally curious, confident working with people and motivated by finding better ways to solve problems, deliver projects, attract great candidates and design inclusive campaigns that reach strong and diverse candidate markets.

You will act as a visible and trusted recruitment expert, confidently challenging established approaches, generating new ideas and leading recruitment activity from initial workforce conversations through to appointment and onboarding.

You will lead exciting and varied recruitment activity and improvement projects, bringing creativity, structure and momentum to turn ideas into results. You’ll work as part of an agile team, supporting and empowering others to deliver a brilliant recruitment service. As a visible face of recruitment, you’ll build strong partnerships with key stakeholders across the department and beyond, using your expertise and influence to shape solutions and champion great recruitment.

If you are unsuccessful at HEO but you are a “near miss”, you may be offered the opportunity to join the talent pool at the lower grade if you meet the threshold for EO.

Job description

As a Resourcing Partner you will:

• Lead recruitment campaigns from end to end, from understanding the requirement and candidate market through to attraction, assessment, offer and onboarding.

• Use your recruitment expertise to advise hiring managers, helping them think differently about role design, attraction and the most appropriate resourcing route.

• Design engaging and inclusive attraction approaches, using candidate insight and creative thinking to reach relevant and diverse audiences.

• Build trusted relationships with vacancy managers, senior leaders, HR Business Partners, HR Service Partners and other stakeholders, acting as a confident and approachable source of recruitment expertise.

• Demonstrate initiative and ideas to the team, identifying opportunities to test new approaches, improve candidate journeys and champion the use of technology, helping embed a digitally confident and innovative mindset across the team

• Lead multiple campaigns and improvement projects, establishing clear plans, responsibilities, milestones, risks and measures of success.

• Use recruitment data and insight to identify risks, monitor progress and support decisions, including confidently using Power BI dashboards in conversations with colleagues and stakeholders.

• Ensure recruitment activity is fair, open and compliant with the Civil Service Recruitment Principles, employment law and departmental policy.

• Contribute to workforce-planning conversations, helping business areas anticipate future requirements rather than responding only when vacancies become urgent.

• Lead or contribute to wider resourcing projects, departmental priorities and cross-government working groups, sharing learning and bringing external ideas back into the team.

• Represent the resourcing service positively and visibly, creating opportunities to engage with the business, promote good recruitment practice and strengthen relationships.

Person specification

We are looking for someone who can demonstrate:

• Experience of leading projects, campaigns or initiatives from initial idea through to delivery. Recruitment experience is welcomed, but we are equally interested in candidates who can demonstrate relevant transferable skills.

• Experience of working with stakeholders to influence or constructively challenge their approach. You will have a talent for building rapport with others, which helps you build and maintain trusting and long-lasting relationships with your colleagues and stakeholders.

• Experience of managing competing priorities or delivering recruitment activity and improvement work through a structured, project-based approach.

• Strong relationship-building and communication skills, with the confidence to adapt your style for different audiences and engage credibly with senior stakeholders.

• You’ll have a curious and proactive mindset, with the confidence to question established approaches, bring fresh ideas and identify opportunities before issues arise.

• You’ll have a strong sense of ownership and initiative, with the ability to turn ideas into action, create momentum and encourage others to contribute, take responsibility and deliver.

• Your strong organisational skills give you a calm and composed approach to your work, and you thrive working in a fast-paced environment whilst working to deliver to deadlines. You can flex to meet conflicting priorities and demands, showing resilience and composure.

Benefits

Alongside your salary of £37,623, Ministry of Housing, Communities and Local Government contributes £10,899 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).At MHCLG we offer many benefits that range from tailored career pathways and flexible working to MyLifestyle Staff Benefits Scheme, Childcare Vouchers, and Cycle
to Work Schemes. For more information, please click here.

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

Application and Selection
The application process will be split into 2 stages, testing the following Success Profiles:

Behaviours , Strengths , Technical

Stage 1: Sift

• Behaviour: Making Effective Decisions (Lead Behaviour)

• Behaviour: Leadership
• Behaviour: Communicating and Influencing

There is a 250-word limit per question.

When writing your application, remember:

• the assessor won’t be reading your answers sequentially

• do not assume that the same assessors will have read all of your answers

• if talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!)

Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors.

In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.

If you run into any technical problems when applying through Be Applied (for example, trouble logging in or submitting your application), their support team can help. Please contact them at hello@beapplied.com.

Stage 2: Interview

• Behaviours: Changing and Improving, Leadership

• Technical: Technical questions will be based around the essential skills and criteria as listed in the job description.

• Strengths: The strength-based questions will require natural responses from the candidates.

Candidates will be given a set timed task at the beginning of the interview and asked to prepare a 5-minute presentation, further details will be provided on invitation to interview.

Sift and Interview Dates

This is a rolling campaign – we will sift and interview regularly. Applications will be sifted on a rolling basis throughout the recruitment campaign. Candidates who are successful at sift may be invited to interview before the closing date. This means that you may not be waiting until after the closing date to hear back from us.

Final interviews are envisaged to take place week commencing 9th November and are currently being held remotely via videocall.

Disability Confident Scheme (DCS)

We are a Disability Confident employer.

We apply a fair and proportionate interview process for all candidates. In line with our commitment to the Disability Confident Scheme (DCS), we aim to progress candidates who apply under the Disability Confident Scheme and meet the required minimum selection criteria.

However, where high application volumes are received, progression to interview may be limited to those who best meet the role criteria. In these circumstances, the benchmark required to proceed to interview may be raised for all candidates.

How We Recruit

Find out more about our recruitment processes here.

• Applying

• Sifting

• Interview

• Interview Results & Feedback

• Reserve List

• Near Miss

• Civil Service Grades

• We are a Disability Confident Scheme, Redeployment Interview scheme & Great Place to Work for Veterans employer

• Reasonable Adjustments

How to Apply

Find out everything you need to know before applying here.

You must review the following information from the MHCLG Career's Site before submitting your application. This step is essential to ensure your eligibility for the role and that your application is completed correctly.

• Security Clearance Requirements

• Civil Service Nationality Requirements

• Right to Work

• Civil Service Code and Recruitment Principles

• CV Declaration

• Sponsorships

• Salary and Grade

• Existing Civil Servants

• Conflict of Interest

• Location and Flexible Working

• Internal Fraud Database

• Appeals and Complaints

• Fixed Term Appointments for:

• External Candidates

• Existing Civil Servants (Including Loans)

• Secondments

• MHCLG employees

Security Clearance Requirements

National Office: + SC

London Office: + SC

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

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security 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.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

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 : Katie McGorian
• Email : Katie.McGorian@communities.gov.uk

Recruitment team

• Email : recruitment@communities.gov.uk

Further information

If you are unsure about any part of the process or require additional information about the post to enable you to progress your application, you should speak to the Resourcing team - recruitment@communities.gov.uk. Candidates can appeal at any stage of the recruitment process if they believe there has been:

a procedural irregularity

an infringement of the Civil Service equal opportunities policy

exceptional circumstances which were not notified to the interview panel which might have affected performance on the day.

It is important to note that these are appeals about the process not the decision. In the first instance, an appeal should be directed to the MHCLG Resourcing Hub at recruitment@communities.gov.uk.

If the MHCLG Resourcing Hub is unable to satisfactorily resolve your complaint, you may contact put your complaint in writing to the Civil Service Commission, Room G8,1 Horse Guards Road, London, SW1A 2HQ or by email to: info@csc.gov.uk