HR Pay Policy and Projects Lead - Newport
About the job
Job summary
Please note: Applicants should review all aspects of this advert to ensure a thorough understanding. If reviewing via a screen reader, please note that the Job summary, Job description, Person specification, Benefits and Things you need to know sections have been emphasised
HR Pay Policy and Projects Lead
This is an exciting opportunity to oversee the effective functioning of the IPO payroll service, to lead on pay and payroll-related projects and to develop and continuously improve pay policy.
You will be working closely with HR and payroll colleagues and stakeholders from across the business in a fast-paced, exciting environment where consecutive days are rarely identical.
Working to the Head of Pay and Reward you will have the opportunity to be involved in key pay and reward initiatives, utilising your pay expertise to solve challenging problems and develop innovative solutions for the business.
This is a unique opportunity to develop deep pay and payroll expertise in a role that is varied and involves service delivery, policy development and the successful delivery of time-bound pay and payroll projects.
If you feel like you have the drive, determination and range of skills required for this role, then we would love to hear from you.
Working Style
This role will be carried out in-line with IPO Hybrid working arrangements where staff are currently expected to spend at least 20% of their time working onsite from one of our offices. This role is based in our Newport Office.
The requirement for attendance at an office location can vary by role so we would encourage candidates to discuss working arrangements with the recruiting manager to agree a reasonable balance between working from home and the office.
Job description
Main duties consist of but are not limited to:
1. Oversight of the IPO payroll service by:
* Direct line management of 1 B3 (HEO) Payroll Team Leader who is responsible for the day to day operation of the function, the team and the monthly payroll process .
* Supporting the Payroll Team Leader in resolving escalated or complex queries relating to pay and pensions or the HR system contract.
* Ensuring that appropriate governance and assurance is in place for the payroll and pensions functions
* Ensuring that legislative or other significant changes to policy or payroll process are implemented
2.Developing and reviewing pay policies, ensuring they remain compliant with employment legislation, are fit for purpose and are communicated effectively across the organisation.
3.Supporting the Head of Pay and Reward in the annual pay award process and other key priorities eg:
* pay-modelling for SCS and delegated grades,
* Benchmarking pay and allowance information
* Consulting and negotiating with senior leaders and TUS colleagues
* Overseeing implementation of the annual pay awards
* Leading on ad hoc pay and payroll projects as required
* Completion of regular and ad hoc commissions such as equal pay reports, gender pay gap reports, cabinet office commissions etc.
Person specification
Essential criteria
* Experience of payroll and pensions services and processes.
Additional Information - Candidates must be chartered member CIPD/CIPP or on track to complete within the next 6 months.
How to apply
Click the \\\'Apply now\\\' button and complete the application form by providing the following:
Behaviours When completing the application form, please ensure your examples cover the specific criteria listed under each of the following behaviour headings, providing no more than 250 words per example.
Managing a Quality Service
* Develop, implement, maintain and review systems and services to ensure delivery of professional excellence.
* Identify risks and resolve issues efficiently.
Making Effective Decisions
* Analyse and use a range of relevant, credible information from internal and external sources to support decisions.
* Consult with others to ensure the potential impacts on end users have been considered.
500 Word Personal Statement
When structuring your 500 word personal statement, you should refer to the essential criteria listed in the Person Specification and demonstrate how you meet these requirements and why you are suitable for this role.
For further information on the sift and interview stages of this recruitment campaign, please head to our \\\'Things you need to know\\\' section below.
Please visit our Civil Service Careers page - IPO - Recruitment Support, Civil Service Careers (civil-service-careers.gov.uk)
If you require job-specific information, please contact Chris Hillen.
E-mail:
Telephone: 01633 433145
Behaviours
We\\\'ll assess you against these behaviours during the selection process:
* Managing a Quality Service
* Making Effective Decisions
* Delivering at Pace
* Working Together
We only ask for evidence of these behaviours on your application form:
* Managing a Quality Service
* Making Effective Decisions
Benefits
Alongside your salary of £46,262, Intellectual Property Office contributes £13,402 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
* A flexible working scheme with excellent development opportunities
* 25 days annual leave moving to 30 days in annual increments (1 day per year) over 5 years of reckonable service. You will also get 8 days public leave and 1 day privilege leave
* Family friendly policies that support modern working families and individuals with caring responsibilities
* A variety of support functions; Staff Counselling Service, Peer to Peer Support Group
* Eligibility for special and office-wide bonus payments
* The opportunity to form part of our many inclusive network groups, find out more by looking at Intellectual Property Office (IPO) (diversityjobsgroup.com)
* A range of wellbeing initiatives; Onsite Gym (Newport office), Eye Care Scheme, Volunteering Programme, Cycling facilities
* Free car parking is available on site at our Newport office
* On-site shop, restaurant and coffee shop at our Newport office
For more information about what\\\'s on offer at the Intellectual Property Office please review our IPO benefit pack attached to the bottom of this advert.
Please note that benefits may be subject to change.
Things you need to know
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.
Stage 1 - Sift
An initial sift of applications will be carried out to create a shortlist. This will be based on the evidence provided for the following Success Profile elements:
Behaviours
When completing the application form, please ensure your examples cover the specific criteria listed under each of the following behaviour headings, providing no more than 250 words per example.
Experience
Your Personal statement will be used to assess your suitability for the role.
Stage 2 - Interviews
If invited to interview Behaviours, Experience and Strength based questioning will be used.
Specific information regarding the Success Profile elements that will be assessed at interview will be contained within the interview invitation.
Interviews for this role will be carried out in person at our Newport Office.
Applicants to note :
IMPORTANT: CVs sent direct to the IPO will not be accepted.
There may be important information contained within the job role profile candidates may also wish to refer to. We recommend candidates download and save a copy of the role profile for reference.
This post is being advertised to Internal, across Government and external candidates at the same time.
Incomplete and/or late submissions will not be accepted or considered. Feedback will only be provided if you attend an interview or assessment.
We do not routinely reimburse travel expenses for candidates, however if participating in the selection process would cause you undue financial hardship or if it restricts your ability to participate, please contact the recruitment team for more information.
In line with Government guidance, successfully appointed candidates will need to provide documents for our Right to Work checks. Information on this will be sent within the invite to interview text.
If you require a reasonable adjustment at any stage of the recruitment process, then please let the recruitment team know via;
For more information on the IPO\\\'s terms and conditions, please review the attached IPO Modernised Terms and Conditions document attached at the bottom of this advert.
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 the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .