HMNB Devonport, Plymouth, PL2 2BG Job Summary Devonport Naval Base is the nerve centre for the Royal Navy in the South West. It supports operations around the globe and provides the ships, submarines, people, and equipment to deliver the UK’s defence policy. Its mission is to meet the support and operating requirements for the Naval Service and UK’s allies, from the South West, reaching worldwide. The unique opportunities offered within are varied, challenging and exciting and support Navy Command’s role to generate and operate forces for today and to ensure we are ready for tomorrow by developing and delivering the Navy of the future. Navy Command provides an open, flexible and supportive work environment and Civil Servants and Armed Forces personnel work together in a wealth of interesting and challenging jobs in different disciplines, from finance; legal services; personnel and HR; project planning, operations and managing contracts, to media and communications. The MOD provides an excellent opportunity to develop skills through personal development and offers flexible working, excellent annual leave and maternity allowances and a very competitive pension scheme. In Navy Command we understand the everyday commitments both inside and outside the workplace, so our aim is to provide the flexibility to maintain a great work-life balance. We also offer an impressive range of on-site facilities including a gymnasium, tennis courts and other sporting facilities, a children’s nursery, food outlets and a handy shop. This position is advertised at 37 hours per week. Job Description In this role you will: Act as the Deputy People Head, attending meetings on behalf of the People Group Head and acting with delegated authority to lead the Directorate in the People Group Head’s absence. Lead the implementation of the NBC(D) People Management Strategy to deliver the Devonport ExCo Board’s Strategic People Priorities, as detailed in the NBC Devonport Business Plan. Provide corporate professional SME advice to the Devonport ExCo Board and Business Managers on all the people aspects and risks associated with workforce recruitment, workforce engagement and internal communications. Assist the People Group Head with the design, implementation, and delivery of the NBC(D) People Strategy to sustain a resilient HMNB(D) workforce. Identify, deliver and sustain a resilient workforce through prioritisation of recruitment activity and innovative resourcing solutions that mitigate NBC(D)’s SQEP sustainability risk. Integrating new ways of working, opportunities and identifying areas for improvement that will deliver the required outputs and efficiencies across the business. Ensure that the HMNB(D) Workforce Baseline is compliant, managed and maintained in support of NBC(D) business requirements, and in support of Naval Base Authorisation Conditions 10, 12, 26 and 36. Support with the design and deliver a site wide formal People Engagement/Internal Communications Strategy and Plan for NBC(D) to deliver efficiencies in support of an optimised and effective Devonport site, providing line management to the People Engagement team, with functional oversight from the People Group Head Ensure the NBC(D) business is supported with Workforce Relations requirements including Trades Unions Relations and a process to support NBC(D) joiners and leavers. In This Role You Will Act as the Deputy People Head, attending meetings on behalf of the People Group Head and acting with delegated authority to lead the Directorate in the People Group Head’s absence. Lead the implementation of the NBC(D) People Management Strategy to deliver the Devonport ExCo Board’s Strategic People Priorities, as detailed in the NBC Devonport Business Plan. Provide corporate professional SME advice to the Devonport ExCo Board and Business Managers on all the people aspects and risks associated with workforce recruitment, workforce engagement and internal communications. Assist the People Group Head with the design, implementation, and delivery of the NBC(D) People Strategy to sustain a resilient HMNB(D) workforce. Identify, deliver and sustain a resilient workforce through prioritisation of recruitment activity and innovative resourcing solutions that mitigate NBC(D)’s SQEP sustainability risk. Integrating new ways of working, opportunities and identifying areas for improvement that will deliver the required outputs and efficiencies across the business. Ensure that the HMNB(D) Workforce Baseline is compliant, managed and maintained in support of NBC(D) business requirements, and in support of Naval Base Authorisation Conditions 10, 12, 26 and 36. Support with the design and deliver a site wide formal People Engagement/Internal Communications Strategy and Plan for NBC(D) to deliver efficiencies in support of an optimised and effective Devonport site, providing line management to the People Engagement team, with functional oversight from the People Group Head Ensure the NBC(D) business is supported with Workforce Relations requirements including Trades Unions Relations and a process to support NBC(D) joiners and leavers. Person specification The position requires a passionate and enthusiastic people person who has a strong team ethic and emotionally intelligent people management skills. A diplomatic team-player who can establish positive relationships and work collaboratively with stakeholders across the organisation and at all levels. They must have strong interpersonal skills and the ability to build collaborative relationships, as well as the ability to listen to and interact confidently with others. There is a requirement to manage multiple tasks effectively, ensuring a quality output is maintained, all whilst demonstrating accuracy and attention to detail. To be successful for the NBC(D) People Deputy Head role, you will have: A level 5 minimum qualification in a business-related subject, CIPD Level 5 or an equivalent HR or People Management qualification. Demonstrable experience working in a management or leadership people-related role, providing advice and support to achieve a positive outcome. Qualifications Level 5 Qualification in a related subject, ideally HR or People Management or equivalent level of related qualification (at the discretion of the recruiting line manager) Chartered Institute of Personnel and Development (CIPD) Level 5 in Human Resources Practice Memberships Chartered Institute of Personnel and Development (CIPD) Level 5 (Associate). Behaviours We'll assess you against these behaviours during the selection process: Communicating and Influencing Working Together Seeing the Big Picture We only ask for evidence of these behaviours on your application form: Communicating and Influencing Working Together Alongside your salary of £44,590, Ministry of Defence contributes £12,917 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Learning and development tailored to your role An environment with flexible working options A culture encouraging inclusion and diversity A Civil Service pension with an employer contribution of 28.97% Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD office, will also count towards this level of attendance. Applicants can request further information regarding how this may work in their team from the Vacancy Holder (see advert for contact details). Defence Business Services cannot respond to any questions about working arrangements. The post does not offer relocation expenses. External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period. Please Note: Expenses incurred for travel to interviews will not be reimbursed. Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts. Any move to MOD 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 https://www.childcarechoices.gov.uk/. The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments. MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights. Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience. Candidates will be required to provide a statement of suitability. (500 Words) At sift, you will be assessed against your CV and Statement of suitability and the following behaviours: Communicating and Influencing Working Together If a high volume of applicants is received Sift will be conducted on CV and Personal Statement only. At interview, you will be assessed against the following behaviours: Communicating and Influencing Working Together Seeing the Big Picture Sift will take place at HMNB Devonport. Interviews will be held face to face at HMNB Devonport. Dates TBC. Further details will be provided to you should you be selected for interview. To ensure that no one is put at a disadvantage during the recruitment process due to disability, condition or impairment, our intent is to reduce or remove any barriers where possible and provide additional support where appropriate both during this recruitment process and in the role once a suitable candidate has been appointed. Therefore, if you feel you would wish to discuss any reasonable adjustment either as part of this recruitment process or if you were to be appointed in the role being advertised, please do so with the recruiting line manager. 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 for more information on appropriate and inappropriate use. The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: DBSCivPers-Resourcingteam3@mod.gov.uk. As a result of the changes to the UK immigration rules which came in to effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points based system, where a role has been deemed to be business critical. This role does not meet that category and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points based system. Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn. The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment. The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out. Feedback will only be provided if you attend an interview or assessment. This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. Security Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks. Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window). 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. 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). This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative. 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 : Fraser Bailey Email : fraser.bailey104@mod.gov.uk Recruitment team Email : DBSCivPers-Resourcingteam3@mod.gov.uk Further information Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: info@csc.gov.uk.