X 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. What you’ll be doing? 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. What You’ll Bring 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. Our Recruitment Process 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: Your most up-to-date CV 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. 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. What We Offer 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