Talent & Capability Programme Delivery Manager - Manchester

Talent & Capability Programme Delivery Manager - Manchester About the job
Job summary
Discover a career in your hands at HMRC. Whether you're seeking purpose, growth, or a workplace that gives you a true sense of belonging, hear from some of our employees as they share their story about what it's really like to work at HMRC.
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The Talent & Capability Programme Delivery Manager is responsible for leading the team responsible for HMRC's Talent & Capability Development programmes. These programmes are designed to ensure that HMRC develops top talent to achieve our strategic objectives both in the present and the future - while supporting colleagues to find fulfilling career pathways and achieve their personal ambitions.
A Senior Officer Manager leads and manages a team; with responsibility for the team's activities, performance and outcomes - holding accountability for the teams' business results.
A visible and credible leader, role modelling HMRC values and behaviours. Act as the first point of contact for the Senior Leadership Team (G7, G6 and SCS) and regularly interact with this group in terms of resolving complex queries and mitigating risks.
Senior Officer Managers liaise and communicate with internal colleagues and external partners, actively collaborating with a wide range of people at varying levels.
Duties include allocating resources effectively and efficiently, analysing resource and capacity variations and adjusting plans accordingly to deliver the best results. In line with HMRC policy and practice, Senior Officer Managers are expected to deal with, and take decisions on, all issues relating to their own work and to those they manage.
Job description
1. Managing Delivery Team
Setting clear team objectives - ensuring expectations are clear
Managing individual & team performance
Coaching & developing team skills and capabilities
Motivating team to deliver at pace and to high standards
Ensuring work is planned and allocated with clear programme plans
2. Developing & continuously improving programmes
Spotting opportunities for improvement in any element of programme delivery or management
Communicating & influencing reasons for change to team
Creating a culture of innovation and creativity
3. Working with Stakeholders
Communicating programme updates to key stakeholders and groups
Understanding and relaying different stakeholder needs to delivery team
Owning and delivering messages from senior leadership team
Person specification
• Able to balance conflicting priorities and expectations of senior leaders, meet challenging business needs and adapt to changing priorities and ways of working.
• Able to liaise and work collaboratively with colleagues to ensure changes are implemented quickly and efficiently.
• Planning and organisational skills and flexible thinking, able to read, interpret and present data when required. Confidently brief senior leaders.
• Verbal and written communication skills to effectively support team members to progress and complete their work. Ability to communicate well with different personality types, including handling confrontation and potentially difficult conversations. Take time to digest messages and consider the best method of communication, being aware that some messages are best shared verbally.
• Be self-motivated and confident working with limited direction - be comfortable with challenge and able to deal with ambiguity.
• Display self-awareness and resilience; work to understand the perspective, motivations and aspirations of team members, recognise diversity and the value of individual perspective and experience.
• Be available and approachable, demonstrate effective people skills and emotional intelligence. Be a good listener, empathetic and aware of the impact on others.
Essential Criteria:
• Experience in managing people and delivering a service
• Learning and/or Talent Development service delivery
• Experience of managing the delivery of learning or talent development programmes
• Experience and knowledge of a wide variety of learning and talent delivery tools adopting innovative approaches (e.g. digital, coaching and mentoring, learning delivery methods)
• Chartered CIPD Membership or willing to work towards
Behaviours
We'll assess you against these behaviours during the selection process:

• Leadership
• Changing and Improving
• Delivering at Pace

Technical skills
We'll assess you against these technical skills during the selection process:

• You will also be asked to give a 5-minute technical presentation.

Benefits
Alongside your salary of £44,110, HM Revenue and Customs contributes £12,778 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
HMRC operates both Flexible and Hybrid Working policies, allowing you to balance your work and personal commitments. We welcome applications from those who need to work a more flexible arrangement and will agree to requests where possible, considering our operational and customer service needs.
We offer a generous leave allowance, starting at 25 days and increasing by a day for every year of qualifying service up to a maximum of 30 days.

• Pension - We make contributions to our colleagues' Alpha pension equal to at least 27% of their salary.
• Family friendly policies.
• Personal support.
• Coaching and development.

To find out more about HMRC benefits and find out what it's really like to work for HMRC hear from our insiders or visit Thinking of joining the Civil Service.
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, Experience and Technical skills.
How to Apply
The selection process is made up of three stages.
1. Application
CV
A name-blind CV including your job history and previous skills and experiences.
Personal Statement
Your Personal Statement should explain in no more than 750 words why you are suitable for this role, and how you meet the essential criteria outlined in the advert.
Further details around what this will entail are listed on the application form.
Behaviours
Three 250-word Behaviour statements
Lead Behaviour - Leadership
2. Sift
A sift will be carried out on your CV, Personal Statement and Behaviour statements, with the successful candidates being invited to interview.
3. Interview
During the panel interview, your experience will be assessed, and you will be asked behaviour-based questions to explore in detail what you are capable of, and you will be asked strength-based questions to also explore what you enjoy and your motivations relevant to the job role.
This is an example of a strengths-based question:
"It is often said that the customer's needs should come first. To what extent do you agree or disagree with this statement?"
There is no expectation or requirement for you to prepare for the strengths-based questions in advance of the interview, though you may find it helpful to spend some time reflecting on what you enjoy doing and what you do well.
You will also be asked to give a 5-minute technical presentation. You will be asked to describe a situation where you have led a team through a change or improvement in a L&D/Talent Programme or service. Briefly outline the change, the approach you took with the team, and any challenges you overcame.
Interviews will take place via video call.
Sift and interview dates to be confirmed.
Eligibility
Please take extra care to tick the correct boxes in the eligibility sections of your application form. We understand mistakes sometimes happen but if you contact us later than two working days (Monday-Friday) before the vacancy closes, we will not be able to reopen your application for you. If you do make a mistake, please contact us via: - Use the subject line to insert appropriate wording for example - 'Please re-open my application - (insert vacancy ref) & vacancy closing date (insert date)'
To check that you are eligible to apply for this role, please review the eligibility information before submitting your application.
Reserve List
A reserve list may be held for up to 6 months from which further appointments may be made for the same or similar roles - if this applies to you, we'll let you know via your Civil Service Jobs account.
Criminal Record Check
Applications received from candidates with a criminal record are considered fairly in accordance with the DBS Code of Practice and the Recruitment of ex-offenders Policy.
Merit List
After interview, a single merit list will be created and you will only be considered for posts in locations you have expressed a preference for. Appointments will be made in strict merit order in line with the set number of roles in each location.
Reasonable Adjustments
We want to make sure no one is put at a disadvantage during our recruitment process. To assist you with this, we will reduce or remove any barriers where possible and provide additional support where appropriate.
If you need a change to be made so that you can make your application, you should:

• Contact the UBS Recruitment Excellence Team via as soon as possible before the closing date to discuss your needs.

Complete the "Assistance required" section in the "Additional requirements" page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a Language Service Professional.
Important information for existing HMRC contractual homeworkers:
This role may be suitable for existing HMRC employees who are contractual homeworkers. Occasional attendance to the office will be required where there is a business need. Please consider the advertised office locations for this role when applying and only select locations from the 'location preferences' section that you can travel to.
Terms and Conditions
Customer facing roles in HMRC require the ability to converse at ease with members of the public and provide advice in accurate spoken English and/or Welsh where required. Where this is an essential requirement, this will be tested as part of the selection process.
HMRC has a presence in every region of the UK. For more information on where you might be working, review this information on our locations.
The Civil Service values honesty and integrity and expects all candidates to abide by these principles. The evidence you provide in your application must relate to your own experiences.
Any instances of plagiarism or other forms of cheating will be investigated and, if proven, the relevant application(s) will be withdrawn from the process.
Recording of interviews is prohibited unless explicit agreement is sought in line with the UK General Data Protection Regulations.
Questions relating to an individual application must be emailed as detailed later in this advert.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
New entrants will join on the minimum of the pay band.
If you experience accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
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).

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