Workforce Planner

Details
Reference number

441221

Salary

£47,258

In addition once the role holder has completed their probationary period (usually 6 months) they will become eligible to receive a pay premium allowance of £3,544 per annum. This pay premium allowance is non contractual and non pensionable.

A Civil Service Pension with an employer contribution of 28.97%

GBP

Job grade

Senior Executive Officer

Level 4 (Equivalent Grade Level SEO)

Contract type

Permanent

Business area

IBCA - HR/People

Type of role

Planning

Working pattern

Flexible working, Full-time, Job share, Part-time

Number of jobs available

1

Contents

• Location
• About the job
• Benefits
• Things you need to know
• Apply and further information

Location

Glasgow, Newcastle-upon-Tyne

About the job
Job summary

The Infected Blood Compensation Authority (IBCA) is a new arm's-length body set up, at unprecedented pace, to administer compensation to people whose lives have been impacted by the infected blood scandal.

IBCA will ensure payment is made in recognition of the wrongs experienced by those who have been infected by HIV, Hepatitis B or C, as well as those who love and care for them. They have been frustrated and distressed by the delays in achieving proper recognition, and we must help put this right.

We are committed to putting the infected and affected blood community at the centre of every decision we make and every step we take to build our organisation to deliver compensation payments.

IBCA employees will be public servants. If successful in this role you will be appointed directly into IBCA, on IBCA terms and conditions as a public servant.

Successful applicants will join the Civil Service Pension Scheme.

Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA's work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer.

The Workforce Planning Manager is a critical, strategic appointment responsible for establishing and delivering a effective, data-driven workforce planning function across IBCA, taking into account its time-limited nature. It is central to ensuring that IBCA is resourced effectively throughout its operation, enabling IBCA's core mission of delivering timely compensation.

Job description

The Workforce Planner role is an exciting opportunity to support a new organisation's workforce planning through its entire lifecycle. As part of a small and engaged workforce planning team, you will work closely with HR Business Partners and their business areas to outline their workforce requirements in terms of both capacity and capability. This role will be responsible for drawing together the picture for the organisation as a whole, and for clearly articulating the underlying risks and opportunities for IBCA's workforce. You will establish trusting two-way working relationships with HRBPs, finance colleagues, a network of workforce leads and the wider HR team in order to ensure that strategic workforce planning considerations are integrated into decision-making at every level of the organisation.

You will work with the Head of Strategic Workforce Planning and others to identify where each part of the organisation sits within IBCA's organisational phasing, and to develop appropriate workforce management actions to support effective delivery through each phase. Given that IBCA is still in the set-up phase, this is a fantastic opportunity for end-to-end workforce planning, which will give the successful candidate the opportunity to build and hone their skills in a fast-paced and highly supportive team.

1. Forecasting Future Workforce Needs:

2. Design and deliver interventions to capture workforce supply and demand for IBCA, and conduct analysis to project future workforce requirements.

3. Identify critical roles and competencies necessary to achieve strategic objectives.

4. Data Analysis and Reporting:

5. Analyse workforce metrics, trends and projections to create clear insight into the gap between IBCA's workforce supply and demand.

6. Provide clear and informative reporting to inform recommendations and actions to address identified workforce gaps.

7. Talent Acquisition and Retention:

8. Work closely with the recruitment team and others to ensure effective talent acquisition strategies are in place, focusing on attracting and retaining the right talent.

9. Input to succession planning strategies and career development initiatives.

10. Stakeholder Engagement:

11. Build strong relationships with key stakeholders across the organisation to ensure workforce needs are captured in terms of both capacity and capability.

12. Work with a range of colleagues in HR/People and beyond to promote workforce planning initiatives.

13. Policy Development:

14. Develop and implement policies and frameworks to support effective workforce planning and talent management.

15. Ensure compliance with relevant legislation and best practices.

Person specification

• Workforce Planning: Experience of workforce planning as either a Workforce Planner, HR Generalist, Recruiter or through working as a lead planner within a specific business area). You understand operational forecasting factors (e.g., turnover, backfill, budget) and can articulate how professions skills and capabilities impact workforce supply and demand.
• Workforce Management: Experience designing interventions to build organisational capability and capacity (e.g., talent development, team restructuring, or succession planning). You use strong project and stakeholder management skills to propose and deliver solutions that address workforce risks and maximise effectiveness.
• Communications: Experience in engaging diverse audiences through clear communication, translating technical and numerical data into accessible formats. You can clearly articulate organisational workforce needs using relevant datasets, interpreting complex information for non-technical stakeholders.
• Data Analysis: Evidence of analysing quantitative and qualitative data to interpret trends and make evidence-based recommendations. You have experience sourcing supplementary workforce information, ensuring data requirements are clearly defined for smooth integration with existing datasets.
• Stakeholder Management: Able to build trusting relationships with stakeholders by setting clear expectations on delivery and requirements. You are comfortable collaborating across the function, balancing strategic planning with agile support for the wider HR team.

Additional information:

A minimum 60% of your working time should be spent at your principal workplace. Although requirements to attend other locations for official business will also count towards this level of attendance.

Behaviours

We'll assess you against these behaviours during the selection process:

• Seeing the Big Picture
• Making Effective Decisions
• Managing a Quality Service

We only ask for evidence of these behaviours on your application form:

• Seeing the Big Picture

Benefits

Alongside your salary of £47,258, Infected Blood Compensation Authority contributes £13,690 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Premium allowance paid monthly after probation
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service Pension which provides an attractive pension, benefits for dependants and employer contributions of 28.97%
• 32.5 days of paid annual leave plus 8 bank holidays
• Family friendly policies to support you and your everyday responsibilities
• Enhanced maternity and paternity leave, up to 12 months shared parental leave

Recent changes in skilled worker visa eligibility mean that a Skilled Worker must have a job offer in an eligible skilled occupation from a Home Office-approved sponsor. From 22 July 2025, the job must normally be skilled to level 6 (graduate level) on the Regulated Qualifications Framework for England and Northern Ireland, or the equivalent level in Wales or Scotland, or be included on either the Immigration Salary List or the Temporary Shortage List. Please be aware that if the role is not eligible for a skilled worker visa that we will be unable to provide sponsorship.

Things you need to know
Artificial intelligence

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.

Selection process details

This vacancy is using Success Profiles , and will assess your Behaviours, Strengths and Experience.

As part of the application process you will be asked to complete a CV, A statement of Suitability and a Behaviour question. Further details around what this will entail are listed on the application form.

Please use your statement of suitability to (in no more than 1000 words) to explain how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the essential criteria in the person specification section of the job advert.

You will also be asked to complete Behaviour statements as part of your application form.

Should a large number of applications be received, an initial sift may be conducted using the Lead Behaviour - Seeing the Big Picture. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.

Selection process

Candidates who are successful at sift will then be invited for an interview.

At interview, you will be assessed against Behaviours and Strengths

Please note, you may be required to provide a presentation. Should this be required, the details of this will be shared with those who are successful at sift.

Expected timeline (subject to change)

Expected sift date – Week Commencing 19/01/2026

Expected interview date/s – Week Commencing 02/02/2026

Interview location - Your interview will either be conducted face to face or by video. You will be notified of the location if you are selected for interview.

Reasonable Adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

Contact Government Recruitment Service 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.

Further Information

A reserve list may be held for a period of 12 months from which further appointments can be made.

Any move to IBCA from another employer will mean you can no longer access childcare vouchers. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website)

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service and or Disclosure Scotland on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre- stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on and ask to speak to

the operations manager in confidence, or email

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 IBCA if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

PLEASE NOTE: IBCA employees are public servants, therefore the Civil Service Nationality Rules (CSNR) do not apply. Candidates who do not meet the CSNR are welcome to apply and applications will not be rejected: successful candidates however will be subject to a Right to Work check to work within the UK.

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)
• 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

Working for the Civil Service

Please note this Post is NOT regulated by the Civil Service Commission.

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.

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 and the Civil Service Diversity and Inclusion Strategy .

Apply and further information

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 : IBCA Recruitment Team
• Email :

Recruitment team

• Email :

Further information

Our recruitment and selection processes are underpinned by the requirement of selection for appointment on the basis of merit by a fair and open competition. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should contact the Resourcing Team

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