Talent Acquisition Policy Manager
4 weeks ago
As a Talent Acquisition Policy Manager, your primary responsibilities will include:
- Developing, overseeing, and maintaining strategic resourcing policies and guidelines, which encompass knowledge management, communication strategies, and skill enhancement for both resourcing and HR functions.
- Assessing the implications of proposed modifications to recruitment or workforce management procedures, as well as new initiatives from governmental bodies, ensuring that policy impacts and risks are clearly understood and communicated effectively.
- Offering expert guidance and policy interpretation, while also consulting with the Civil Service Commission and legal advisors to inform decision-making, address ad hoc resourcing challenges, and implement innovative approaches that align with business objectives.
- Collaborating with various teams within the People and Capability Directorate, including HR Business Partners, HR Casework Teams, and Resource Account Managers, as well as engaging with other governmental departments to identify broader resourcing trends and share best practices.
- Managing complex recruitment scenarios and cases that are escalated through the Service Delivery model.
- Ensuring adherence to Civil Service Commission Recruitment Principles, DWP resourcing policies, and employment legislation, while proactively addressing compliance issues and escalating concerns as necessary.
The ideal candidate will possess:
- Extensive experience in the complete HR policy cycle, including evidence gathering, design, consultation with Trade Unions, and implementation, along with a solid background in conducting equality analyses. Proven collaboration with key stakeholders across HR, Resourcing, and Legal teams is essential.
- A pragmatic approach to decision-making, with the ability to grasp the strategic context of the organization and assess the potential business impact of proposals, utilizing this insight to evaluate risks and provide practical solutions to business challenges.
- Strong stakeholder management capabilities, with a proven ability to build and maintain a trusted network to achieve work objectives. Exceptional written and verbal communication skills are required, along with the ability to influence and persuade at all organizational levels.
- Demonstrated ability to work independently and efficiently manage a diverse and demanding workload, adapting priorities based on emerging business needs.
During the selection process, candidates will be evaluated on the following competencies:
- Effective Communication and Influence
- Strategic Perspective
- Decision-Making Proficiency
- Ability to Deliver Results Promptly
In addition to a competitive salary, the Department for Work and Pensions offers a comprehensive benefits package designed to support your work-life balance, including:
- Flexible working arrangements such as job sharing, term-time working, and compressed hours.
- Generous annual leave starting at 25 days, increasing to 30 days over time, plus additional public and privilege leave.
- Financial wellness support, including interest-free loans for travel and employee discount schemes.
- Health and wellness initiatives, including access to an Employee Assistance Programme and various member benefits.
- Family-friendly policies, including enhanced maternity and shared parental leave after one year of continuous service.
- Investment in professional development, including funding for recognized qualifications and coaching opportunities.
- A commitment to diversity and inclusion, with opportunities to engage in various professional networks.
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