Grade: C1 Salary: £62,114.00 – £77,232.00 Pension: 28.97% of salary (RoS contribution) Annual leave: 42 days (including public holidays) Duration: Fixed term (12 months), with the possibility of extension and/or permanency (subject to review and final approval). Any qualifying Civil Servants who apply, may also be appointed on secondment for the same duration. Working Pattern: 35 hours per week. We are a flexible employer and will consider a variety of working patterns; compressed hours, term time working or part time working on a case-by-case basis, depending on the role and departmental requirements. Location: Hybrid working model. Contractual base either at Meadowbank House, Edinburgh (EH8 7AU), or St Vincent Plaza, Glasgow (G2 5LD). The majority of this role can be done from home; however, you will be expected to visit our offices as required for in-person working and team connection events. Department: People & Change Directorate: People & Operational Services Role Reports to: Deputy Chief People Officer Closing date: 17 May at 23:59 Number of vacancies: 1 About Registers of Scotland (RoS) Registers of Scotland is a world-leading pioneer in land and property registration. We hold the answer to the question, "Who owns Scotland?" We're a modern, digital organisation and our success relies on building a diverse team of dedicated, skilled and motivated people. The role You will lead key elements of Registers of Scotland’s people transformation agenda, providing strategic leadership across talent acquisition, strategic workforce planning, people data analytics, and job sizing and salary benchmarking. Working closely with senior leaders and partners across Finance, HR Digital, governance and the wider business, you will shape joined-up, evidence-based people solutions that strengthen workforce planning, support future organisation design, improve attraction and resourcing outcomes, and build the right permanent and temporary workforce mix to meet organisational need. You will play a central role in aligning workforce requirements, pay budgets, role design, reward approaches, HR systems and governance, while advancing diversity and inclusion, embracing ethical use of technology and AI, and providing visible leadership across the wider People and Change function to drive continuous improvement and high-quality delivery. Key Responsibilities… •Provide leadership to the HR teams within your remit. These teams are: Strategic Workforce Planning, People Data, Talent Acquisition and Job Sizing/Salary Benchmarking •Evolve RoS’ talent acquisition strategy and capabilities, building innovative solutions to ensure we attract and engage the right (capable and diverse) permanent and temporary workforce mix. •Embrace technology, including appropriate and ethical use of AI, to enable efficiencies within your team. •Advance the D&I agenda, particularly ensuring that resourcing strategies support our goals to increase workforce diversity. •Work collaboratively with Finance, senior leaders, hiring managers, HR Digital, governance colleagues and others involved in HR processes to ensure pay budgets, workforce requirements, HR system design, role profiles and reward arrangements are aligned and that this alignment is maintained over time. •Lead on the provision of high-quality strategic workforce planning methodology with appropriate visibility, leadership buy-in and governance oversight. •Contribute to the development and implementation of the organisation’s target operating model and future organisation design. •Advance and lead a reward strategy for RoS, to address salary related talent attraction issues, including salary benchmarking when appropriate. •Embed and ensure maintenance of a fair and consistently applied job evaluation/job sizing process and associated job family architecture. •Develop and deliver impactful workforce action plans to address the organisation’s most critical workforce priorities. •Collaborate with HR colleagues to deliver strategic workforce planning priorities. •Take a key, strategic role in the procurement and management of service provision contracts, such as HR systems. •Provide leadership across the People and Change function in collaboration with peers. •Continually improve HR practice in collaborations with peers and team members; proactively identifying opportunities to improve. •Maintain your CPD and ensure your professional practice is up to date and adding value to the People function. •Take a collective leadership role across the wider organisation through participation in and strong alignment with RoS’ formal governance groups. This job is for you if you want… • Work with purpose: working for the people of Scotland to set the bar for land and property registration worldwide. • Flexible and hybrid working: depending on the role and team requirements, work when and where it’s best for you and your stakeholders. • Benefits: enjoy pay progression, pension contributions of up to 28.97%, up to a year’s parental leave, and 42 days annual holiday. • Investment in professional development: we invest in all our people so that they have the right skills to be productive and confident in their job. • Diversity and Inclusion: We are an ‘Investor in People’ and a ‘Disability Confident’ employer. We are inclusive, stronger together, and committed to putting our people first. • Positive work culture: RoS is an agile, digital organisation using leading-edge technology. Colleagues understand their role in achieving our strategy and have the autonomy to deliver. To learn more about RoS and what we offer visit our careers pages or watch this short video. Essential Criteria – Skills and Attributes for Success Experience/Technical: We will assess you against the following Experience/Technical skills during the application and assessment process: •CIPD qualified (chartered or above). •Post-graduate (or equivalent) level qualification in an HR discipline. •Excellent grasp of employment law relevant to resourcing, change management and equalities. •Excellent ability to derive insight from people data and to set effective measures and KPIs to assess strategy delivery and evidence benefit. Behaviours Below you will find the list of behaviours relevant to the role, but please note you are not required to provide behavioural answers at sift: Seeing the Big Picture •Able to demonstrate a fundamental understanding of the impact of organisational culture, and significant experience in managing People services accordingly. •Significant experience of measurable contribution to strategy delivery through end-to-end implementation of People interventions. Changing and improving •Understanding and significant experience of change management and of people policies. •Ability to align people strategies/approaches to support and enable organisational transformation, providing decisive responses to delivery challenges and managing risks. Working Together •Excellent communicator who is dedicated to a collaborative and collegiate approach, challenging when necessary. •Experience and skill in working with a trade union. Developing Self and Others •Broad understanding of the demands and leadership requirements for effective delivery of a cohesive service across the People function. •Excellent knowledge of the dependencies across the People function for collective pursuit of the outcomes of the People Strategy. •Ability to support colleague’s professional development and take a collective leadership role to support the function as a whole. Managing a Quality Service •Track record of delivering and evaluating People services through clear, pragmatic and manageable service delivery plans linked to strategic objectives and outcomes. •Actively seeks and is receptive to customer feedback and constructive in building partnerships to ensure quality service provision. Delivering at Pace •Ability to lead a variety of simultaneous projects and initiatives, influencing and building credibility across the organisation by monitoring, communicating progress and evidencing delivery of outcomes. •Can work effectively at pace and under pressure. Stage one - Application Process To apply, click on 'Apply now' and complete the online application form. You will need to submit: 1. A CV outlining your career history and how you meet the technical/experience criteria (max 4 pages). 2. A Statement of suitability (750 words max), detailing how you meet the Key Responsibilities for the role (as stated above in the advert). 3. Your CV and Supporting statement should be submitted as a single MS Word file. Please note: •If we receive a high volume of applications, we may complete an initial sift on Technical/Experience criteria that should be evidenced on your CV. Applications that are not accompanied by CVs will not be scored and statements over 750 words will not be considered. •We strongly advise you review our policy on responsible use of AI in the application process. RoS may check answers with an AI detection tool and will contact you for a pre-screening call to verify your responses. •Applications and appointments are subject to a strict merit-based assessment process, in line with the Civil Service Recruitment Principles. •You may wish to use the STAR format (wherever applicable) in your personal statement. Stage two – assessment If successful at application stage, you will be invited to an in-person interview (at either our Edinburgh or Glasgow office locations), which will include the following: • A behaviour-based interview (where behaviours will be clustered appropriately) • A pre-prepared presentation exercise (topic to be shared with candidates who make it past sift stage) Behaviour-based interview questions will be provided 15 minutes in advance of the interview to allow candidates time to review the questions and consider their responses. Information on Success Profiles For further information on success profiles, visit our Success Profiles guidance document. Recruitment timeline •Closing date: 17 May at 23:59 •Application sift: Week commencing 18 May •Invites to assessment: Friday 22, or Monday 25 May •Interviews: Week of 25 May, or 01 June (TBC) Feedback Feedback will only be provided if you progress to interview stage. Reserve List In the event that further posts are required, a reserve list of successful candidates will be kept for up to 12 months. Nationality and immigration status In general, only nationals from the following countries (and associations of countries) are eligible for employment in the Civil Service: the United Kingdom, the Republic of Ireland, and the Commonwealth. EU nationals (with settled or pre-settled status), certain EEA nationals, Swiss and Turkish nationals are also eligible for employment. Detailed provisions on determining eligibility on the grounds of nationality and, where relevant, immigration status can be reviewed here. Security Successful candidates must undergo a Level 1 Disclosure check. Individuals working with government assets must complete baseline personnel security standard checks. Diversity and inclusion As a proud member of the Disability Confident Scheme, we welcome applications from disabled candidates. We’re not as diverse as we’d like yet, and we’re working on it. We especially welcome applications from underrepresented groups – people who are disabled, minoritised ethnic groups, and younger people (16-24 years of age). To learn more, please see our EDI strategy. As part of the application process, we would like to invite you to please complete our diversity monitoring form. This information is not shared with recruitment panels but will allow us to further improve our processes to increase diversity. Reasonable adjustments We want everyone to have the chance to perform at their best. If you need any adjustments (for example, extra time, a hearing loop, materials in large font) in any part of our recruitment process, please get in touch via talent@ros.gov.uk. We will discuss adjustments individually with any candidates who request these. Find out more about reasonable adjustments on this page. Further information For further information relating to RoS, including: •Additional details on pay & benefits •The Civil Service Code •Complaints process •Use of AI in the application/recruitment process, Please view our additional information page online If you have any questions, please contact talent@ros.gov.uk