Senior HR Operations Manager (Workforce Planning, Talent & Organisation Design)

Job summary

Senior HR Operations Manager (Workforce Planning, Talent & Organisation Design)

£90,000 per annum

Bedford

Permanent

Hybrid Working

Ready to make a real difference? Join us at the Money and Pensions Service (MaPS) as our Senior HR Operations Manager (Workforce Planning, Talent & Organisation Design). This is your chance to play a meaningful role in helping people across the UK build stronger financial futures and to do it as part of a supportive, energetic team.

Why This Role Matters

This role exists to make sure MaPS’ workforce system runs with pace, clarity and follow through. That means Strategic Workforce Planning is genuinely BAU, resourcing is focused on what matters most, talent pipelines are built deliberately (critical roles, early careers, internal mobility), and organisation design principles are applied consistently so the organisation stays efficient and adaptable.

This role provides senior depth beneath the Corporate Director for HR Operations, so the Corporate Director can stay focused on strategic partnering with the business and ExCo level relationships, while you hold the operational cadence and delivery grip that turns decisions into action.

About Us

MaPS is based in bright, modern offices in Bedford, and we’re here to help people across the UK feel more confident and informed about their money.

Our values guide how we work together:

• Caring – for colleagues and the communities we support
• Connecting – building supportive, positive relationships
• Transforming – creating impact that truly matters

We’re proud to foster an inclusive, welcoming culture. Our colleague networks include LGBTQ+, neurodiversity, women’s health, men’s health and ethnicity groups — and we welcome applications from all backgrounds.

Job description

1) Run Strategic Workforce Planning as BAU (cadence + delivery follow‑through)

• Own the living workforce forecast and the monthly operating rhythm (inputs, validation, assumptions and reporting).
• Keep a clear decision and action log so workforce planning results in delivery actions (owners, timelines and dependencies), not just insight.
• Work closely with Finance and Business Planning on affordability, productivity assumptions and trade‑offs.

2) Talent pipelines through a workforce lens

• Own “talent” as a workforce outcome: critical roles, early careers, internal mobility as a resourcing lever, and succession visibility in priority areas.
• Work closely with Employee Experience/L&D so development activity supports readiness and flow, without owning the learning offer.

3) Career frameworks, pathways and professions operationalisation

• Lead the workforce‑side operationalisation of role families/levelling and career pathways with Heads of Profession and Resourcing, so pathways are usable, consistent and actually support workforce planning and mobility.

4) Skill maturity gaps

• Own a practical view of priority capability/skill maturity gaps and convert this into actions through SWP (build/buy/borrow), profession plans and resourcing priorities (with Employee Experience/L&D delivering development where appropriate).

5) Critical role analysis

• Implement and maintain critical role assessment and pipeline/succession visibility so the most important roles are clear and interventions are planned.

6) Early careers pipeline

• Own early careers pipeline planning through the workforce lens (demand, placement, progression routes), ensuring early careers is integrated into workforce plans rather than run as a standalone initiative.

7) Organisation design principles and efficiency

• Steward organisation design and workforce efficiency principles (spans, layers, role clarity, agility and avoiding duplication), applying these consistently through workforce decisions and planning.
• Govern OD through clear principles and guardrails, not by centralising individual redesign work.

8) Decision‑grade workforce and people dashboards

• Ensure workforce and people dashboards are decision‑grade and used in leadership routines, working with People Data/Reward and Tech colleagues.

9) Lead operational capability (line management – TBC)

• Line‑manage operational capacity (TBC), setting standards for pace, quality and accountability, and building a resilient team that reduces reliance on a small number of individuals.

Partnering position

• You will face into the business, particularly on workforce planning, capability and organisation design conversations.
• Your role is to translate strategy into executable workforce plans and create operational flow, enabling the Corporate Director to stay focused on strategic relationships and trade‑offs.

What good looks like in the first 6–12 months

• SWP is experienced as practical and action‑oriented: monthly cadence, clear actions, clear decisions.
• Career frameworks/levelling and professions pathways are becoming usable and are supporting mobility and resourcing decisions.
• Critical roles and early careers pipelines are visible, deliberate and managed.
• Organisation design guardrails are clearer and applied more consistently.

Person specification

To be successful in this role, you’ll need:

Essential

• Senior operational leadership experience across workforce planning, resourcing delivery and workforce change execution.
• Strong experience running governance cadences: decision logs, action tracking, dependency management and delivery reporting.
• Confident partner to Finance and senior leaders; able to translate data into decisions and sustained action.
• Line management experience in operational/service environments, with evidence of improving pace, clarity and delivery discipline (team scope TBC).
• Strong judgement to apply organisation design/efficiency guardrails without becoming bureaucratic.

Desirable

• Experience operationalising talent pipelines (critical roles, early careers, internal mobility) as workforce levers.
• Experience working with professions/career frameworks and supporting levelling consistency.
• Experience improving decision‑grade people dashboards and driving leader adoption.

Benefits

• 30 days’ annual leave plus bank holidays
• Pension contributions matched 2 to 1 (employer contribution up to 10% of your salary)
• Season ticket loan
• Cycle to work scheme (up to £3,000)
• Subsidised eye tests & flu jabs
• Life assurance
• EAP Assist & Life
• Enhanced family and sick pay
• 2 paid volunteering days
• Recognition scheme
• Retail discounts portal

Flexible Working

We believe work should fit around life. This Bedford‑based role offers genuine flexibility so you can balance work, family, and personal commitments. We come together for purposeful team collaboration to stay connected and drive great results.

Career Development
We love supporting internal growth and progression, while continuing to follow fair and open Civil Service recruitment practices.

Important Information About Applying

• Please apply only via official MaPS links - we can’t accept applications via email or unauthorised sites.
• MaPS is unable to offer visa sponsorship.

Reserve List: If you're successful at interview, we may place you on a reserve list for up to 6 months. If a similar role becomes available, you may be offered it without the need for another assessment.

If you believe your application hasn’t followed the Civil Service Commission’s Recruitment Principles, you can contact resourcing@maps.org.uk. If unresolved, you may then contact the Civil Service Commission.

Job Reference: MaPS01191

Close Date: 07/06/2026

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

We keep things simple, fair, and transparent:

Step 1: Submit Your Application

Open: 20/05/2026 , Deadline: 07/06/2026

To apply, please submit the following documents:

1. Your most up-to-date CV
2. A cover letter (maximum 1,000 words). Please structure your cover letter in two parts:

• Part 1 – Motivation and fit
  Explain why you are interested in this role and how your experience and values align with it.
• Part 2 – Essential Criteria
  Using the Essential and Desirable Criteria, provide concise examples that demonstrate your judgement, level of responsibility and impact.

Step 2: Telephone Interview

Between 20/05/2026 – 10/06/2026

If your application is shortlisted, you will be invited to a telephone interview with one of our recruiters. This is an opportunity to:

• Discuss your experience in more detail
• Learn more about the role and our organisation
• Ask any questions you may have

Step 3: Final Stage Interview

Hosted Week Commencing 29/06/2026

Successful candidates from the telephone interview will be invited to attend an in-person interview in our Bedford office

This stage will consist of:
• A short presentation and discussion, followed by
• A structured interview

Together, these will explore how candidates apply their experience, judgement and skills to scenarios relevant to the role.

We follow fair, open, and merit‑based recruitment in line with the Civil Service Commission’s Recruitment Principles.

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 : sophie.rigney@reed.com
• Email : sophie.rigney@reed.com

Recruitment team

• Email : sophie.rigney@reed.com