Senior HR Business Partner

Job summary

DWP is recruiting Senior HR Business Partners (SHRBPs) into Strategic People Partnering Services (SPPS), a community of around 300 HR professionals partnering Director General led Groups across the Department. SHRBPS are senior leaders within People and Capability Group, acting as trusted strategic partners to DWP’s most senior leaders. They shape and deliver the people agenda, lead complex transformation, and enable evidence-based decision making that improves outcomes for colleagues and customers.

​To provide senior leadership visibility and work with colleagues and senior stakeholders, you can expect to be in the office at least 60% of your working hours as a core part of this role. Some travel to other DWP sites (nationally) for meetings with client business areas and People and Capability colleagues will also be essential.

Job description

Key Purpose

The Senior HR Business Partner ensures strong alignment between DWP Business and People Transformation and priorities. The role provides strategic consultancy, constructive challenge, and innovative people solutions, operating within best practice, policy, and legal frameworks to deliver sustainable business outcomes now and in the future.

Role and Responsibilities

Strategic Influence and Insight:
• Build and maintain trusted relationships with senior leaders, influencing decisions and shaping organisational direction.
• Use data, analytics, and business insight to identify key people issues and support evidence-based leadership decisions.

Change and Transformation Leadership:
• Lead and manage the people impacts of organisational change, including capability, leadership, culture, and systems.
• Design, deliver, and embed transformation activity, demonstrating measurable impact on performance and outcomes.

Workforce and Talent Strategy:
• Shape workforce planning and talent strategies, using robust insight and metrics to ensure the right capability is in place to meet current and future business needs.

Leadership and Role Modelling:
• Lead, develop, and empower a diverse team of HR Business Partners to deliver high quality outcomes at pace.
• Act as a visible and credible senior leader, role modelling DWP values and behaviours and championing inclusive, engaging leadership.

If you are an exceptional leader and experienced HR Business Partner looking to broaden your impact in a large and complex organisation, this role offers the opportunity to partner with and influence senior leaders, deliver organisational change at scale and drive outcomes that matter.

Person specification

Essential Criteria

• Driving Change and Transformation: You will bring a strong and proven track record of leading and delivering people‑related change within complex organisations. This includes a deep understanding of the people impacts associated with transformation and the ability to design and implement effective solutions. Examples may include leading people transition activity, delivering organisational change initiatives, implementing new ways of working, or restructuring and redesigning operating models. You should be able to clearly demonstrate how you have successfully led transformation at scale and delivered measurable outcomes. (LEAD CRITERIA)
• Leadership: You will be a credible and recognised HR leader with experience of motivating, developing and guiding teams to high levels of performance. You will demonstrate how you cultivate accountability, maintain resilience and adaptability, and lead effectively within demanding and complex environments. Your leadership approach should maximise the impact and value of people‑related work and support positive organisational outcomes.
• Business‑Focused Approach: You will be able to quickly understand the priorities, challenges and context of the business you support. Using insight and evidence, you will analyse and diagnose people challenges and translate business needs into effective HR and organisational change solutions. You will demonstrate how you align people processes and systems to deliver clear, measurable benefits that drive organisational performance.
• Stakeholder Management: You will have extensive experience of HR Business Partnering within large, complex and multi‑stakeholder environments. This includes building strong, trust‑based relationships with senior leaders, confidently managing diverse and demanding stakeholders, and influencing or challenging effectively at senior levels to achieve the right outcomes. Evidence of credibility and impact in your stakeholder relationships is essential.
• Effective Communication: You will possess strong communication skills and personal impact, enabling you to engage, influence and advise senior officials with confidence. You should be able to act as a coach and trusted confidante to leaders, offering clear, credible advice and effectively managing risk during complex change. You will demonstrate how your communication supports well‑informed decision‑making and contributes to the successful delivery of transformation.
• Professional Credibility: You will role‑model professionalism, integrity and resilience, demonstrating a commitment to continuous personal and professional development. You will act ethically and with tenacity, set high standards, and inspire others across the HR profession to invest in their own growth and development.

Qualifications/Accreditations

• You must hold CIPD Chartered Membership or be willing to work towards achieving this upon commencement of the role.

Behaviours

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

• Leadership
• Communicating and Influencing
• Changing and Improving
• Seeing the Big Picture

Technical skills

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

• Driving Change and Transformation

Benefits

Alongside your salary of £75,026, Department for Work and Pensions contributes £21,735 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

DWP have a broad benefits package built around your work-life balance which includes:

• Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
• Generous annual leave – at least 23 days on entry, increasing up to 30 days over time (pro–rata for part time employees), plus 9 days public and privilege leave.
• Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
• Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
• Family friendly policies including enhanced maternity and shared parental leave pay after 1 year’s continuous service.
• Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
• An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Women’s Network, National Race Network, National Disability Network (THRIVE) and many more.

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, Experience and Technical skills.

To apply for this post, you will need to complete the following actions:

Written Sift

A CV setting out your career history, with key responsibilities and achievements. The CV is an on-line tool accessed through the Civil Service Jobsite and there is no requirement to upload your personal CV. Our CV element is short and allows an initial check of eligibility but is not scored so please put the main content of your evidence and skills in your Personal Statement.

A 250-word Technical Statement which will assess the following lead criteria:

"Driving Change and Transformation: You will bring a strong and proven track record of leading and delivering people‑related change within complex organisations. This includes a deep understanding of the people impacts associated with transformation and the ability to design and implement effective solutions. Examples may include leading people transition activity, delivering organisational change initiatives, implementing new ways of working, or restructuring and redesigning operating models. You should be able to clearly demonstrate how you have successfully led transformation at scale and delivered measurable outcomes. (LEAD CRITERIA)"

A Personal Statement (maximum 1,000 words), explaining how you consider your personal skills, qualities, and experience provide evidence of your suitability for the role against the remaining essential criteria in the person specification.

If we receive a large number of applications, we will conduct an initial sift on the 250-word Technical Statement. If you pass the initial sift, you will be progressed to a full sift or directly to interview.

Interview

Shortlisted candidates will be invited to attend an interview lasting up to approximately 60 minutes and will be conducted face to face (locations TBC). The interview panel will be a minimum of two people and will assess Experience, Behaviours and Strengths.

During the first 5 minutes of your interview, you will be asked to deliver a presentation assessing Experience. Please note that visual aids will not be permitted. Further information about the presentation element will be shared with shortlisted candidates prior to interview.

Indicative Sift and Interview Timeline

• Sift week commencing 23rd March 2026
• Interviews week commencing 13th April 2026
  

Offers of Employment

Following the interview stage, should you not reach the required standard for the advertised G6 Senior HRBP role, we may be able to offer you a role which would be a grade below the advertised post under our “Near Miss” process. Any candidates falling into this category will be contacted once the interview results have been released.

Hybrid Working:

This role may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home. This is a voluntary, non-contractual arrangement and your office will be your contractual place of work. If a hybrid working arrangement is suitable for the role and for you, you will normally be required to spend a minimum of 60% of your contracted working hours from your DWP office. If you have a disability, caring responsibilities, or other circumstances that may affect your ability to meet the minimum office attendance requirement, please discuss this with us using the contact details in this advert.

Important Information – Visa Sponsorship

For these vacancies, we strongly recommend that applicants consult with an immigration specialist or qualified advisor to assess their eligibility for Visa Sponsorship before deciding to apply. Please note that while we consider sponsorship requests in accordance with current DWP guidance and Home Office policy, sponsorship cannot be guaranteed.

Further Information​

At the Department for Work and Pensions (DWP) we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.

Find out more about working for DWP on the DWP Careers Hub.

Reserve List

A reserve list may be held for a period of 6months from which further appointments can be made.

If you are placed on a reserve list but we cannot immediately offer you a post, please note:

• If you are later offered the role you applied for, in a location you have expressed a preference for, and you decline the offer or are unable to take up the post within a reasonable timeframe you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances (e.g. a contractual Part Time Working Pattern cannot be accommodated in the initial role offered or in cases of serious ill health).
• If DWP makes an offer of an alternative role or location to that which you originally applied for, and you decline that offer, you will be able to remain on the reserve list.

Disability Confident Scheme

If high application volumes are received, the benchmark for candidates to proceed to the next stage may be raised. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards.

Reasonable Adjustments

We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.

If you need a change to be made so that you can make your application, you should contact the Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the “Reasonable Adjustments” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

Integrity, plagiarism and Civil Service Principles

The Civil Service values honesty and integrity and expects all candidates to abide by these principles.

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words.

Examples of plagiarism can include:

• Presenting the work, ideas and experience of others as your own
• Copying content or answers from an online or published source that is not your own

Disclosure and Barring Service and Internal Fraud Database Checks

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

If successful and transferring from another Government Department, a criminal record check will be carried out.

Important

New entrants are expected to join on the minimum of the pay band.

Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. If you are a current employee and are successful you must be able to be released from your current post within four weeks.

Those on protected TUPE/ COSoP terms and conditions applying on promotion or voluntary permanent level move will adopt DWP’s Terms and Conditions and this may have a different impact on pay and allowances. Please review this prior to acceptance of a role.

Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. Accepting a post will be taken to mean acceptance of revised terms & conditions.

Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary.

Any move to DWP from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at the Childcare Choices Website.

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.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.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).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 : SPPS Business Support Team
• Email : hrdirector.operationsdiarymailbox@dwp.gov.uk

Recruitment team

• Email : dwprecruitment.grs@cabinetoffice.gov.uk

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should in the first instance contact DWP by email: HR.BUSINESSASSURANCE@DWP.GOV.UK.
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission. Click here to visit the Civil Service Commission.

Attachments

SHRBP candidate pack March 2026 (2) Opens in new window (pdf, 713kB)DWP Terms and Conditions January 2024 (3) Opens in new window (docx, 17kB)Success-Profiles-Candidate-Overview (18) Opens in new window (pdf, 635kB)