HR Advisor for Tribunals

General Information

Salary

£40,014 - £42,859

Working Pattern

Full Time, Flexible Working

Vacancy Approach

External

Location

London

Region

London

Closing Date

08-Dec-2025

Post Type

Permanent

Civil Service Grade

HEO

Number of jobs available

1

Reserve List

12 Months

Job ID

11662

Descriptions & requirements

Job description

Judicial Office HR (JOHR) supports the judiciary, judicial leaders, and works in partnership with His Majesties Courts & Tribunal Service (HMCTS) and Ministry of Justice (MoJ) to ensure the Lady Chief Justice and the Senior President of Tribunals have a properly resourced, visible and accessible HR service based on the needs of the judiciary.

The mission of the HRBP and OD&D team is to provide professional and quality support, advice and guidance to judicial office holders and by adding this value we further the delivery of justice. Our collaboration with wider Judicial HR, Judicial Office and HMCTS colleagues is key to support a common purpose to provide a seamless service to all judicial office holders. We are proud to make a difference to judicial office holders through the service we provide.

Overview of the role:

With a passion for people/operational management, and a desire to build an HR generalist foundation for a future career, the post holder will work with the HR Business Partners (HRBPs) to optimise effective working relationships and HR support for the tribunal judiciary.

The role requires agility, forward-thinking, and a proactive approach to problem-solving to adapt to the evolving priorities of the judiciary. The post holder will interpret HR policy, deliver HR processes, and develop a detailed understanding of the judiciary and their unique status as office holders.

The post holder will contribute to the link between the judiciary and the HR Centres of Expertise and Operations teams working collaboratively to achieve effective outcomes.

As a key point of contact to the judiciary, the post holder will be required to manage judicial expectations and gather intelligence to provide specialist advice or deploy the appropriate service from within the Judicial Office. This is an ambiguous environment, and the post holder must be comfortable working autonomously and proactively, garnering credible information from a range of sources to provide accurate advice.

Responsibilities, Activities & Duties:

• Appraising, assessing and adapting to a range of issues on a day-to-day basis. Offering options to assist the judiciary in discharging their pastoral responsibilities.
• Building relationships and personal credibility with the judiciary, including travelling to the tribunals across the country for in-person meetings and potential conference attendance.
• Supporting the HR triage service to judicial office holders. This requires a keen attention to detail, and the ability to ensure information and advice provided is timely, and accurate.
• The post holder will have autonomy to make decisions within their area of work, to deploy appropriate resources using initiative and in communication with their established network of contacts across the wider HR community.
• Consider sensitive or multiple opposing opinions to establish facts; establishing the best approach; determining appropriate methodologies; analysis to ensure quality and application of results.
• Exercise judgement, knowing when to seek advice and guidance from their management team as appropriate.
• Interpreting HR advice may require follow up questions, discussion or further investigation to understand the wider impact of the issue.
• Decisions might involve considerable discretion but will be constrained by policy and informed practice.
• Adopting a balance of a data-driven mindset with a personable and empathetic approach.
• Operating as an integral member of the HRBP/OD&D Team, scanning for emerging trends and acting as an intelligent customer into the wider HR Team on behalf of judiciary.
  Work- ly with the respective Chamber Presidents Offices as appropriate, to identify and address relevant HR issues.
• Have a clear understanding of the Lady Chief Justice and Senior President Tribunals priorities and be able to support a Tribunals plan that will add value to the local judiciary.
• Demonstrate commitment to personal continuous development, professional expertise and skill.

Key tasks:

Working

• ly with the HRBPs to support delivery of a strategic field-based HR service.
• Analysing HR data and applying understanding to decide on an appropriate intervention or course of action and making recommendations to the HRBPs or directly to judicial office holders.
• Sickness absence monitoring and escalating any concerns or trends to the HRBP.
• Formulation of reports which can be fed back into key areas of the organisation.
• Oversight of all record keeping, ensuring compliance with GDPR and data retention policies.
• Provide advice to enable judicial leaders to take proactive steps to deal with or pre-empt issues relating to judicial health, welfare and to provide high quality timely advice on specific or generalised HR problems.
• Liaise with HMCTS on complex workplace adjustment cases.
• Collation of Judicial Office Holder appeal information and drafting of briefing notes.
• Supporting the HR triage system, ensuring the advice and signposting is accurate and timely.
• Signposting complex queries to the correct part of JO HR.
• Responding to queries which require review of numerous policies and T&Cs in order to provide accurate advice.
• Providing HR support to the judiciary, including email, call and in-person meeting attendance. Taking minutes in appropriate meetings which require HR to be present.
• Presenting information, both virtually and in-person, on HR topics to increase understanding and improve collaborative processes amongst stakeholders, including operational colleagues and judicial office holders.
• Forming a collaborative relationship with stakeholders namely Chamber President Offices to garner local insights.

Essential Knowledge, Experience and Skills:

• An ability to forge strong working relationships; being recognised as a trusted Advisor.
• Solution focused and able to identify opportunities for improvements.
• Able to work well under pressure.
• Experience of managing change.
• Excellent communication skills, both in verbal and written formats, including the confidence to speak with authority when operating at a senior level.
• Experience of working in an operational delivery environment and/or knowledge and experience of HR, or as a manager working with complex problems.
• Confidence working autonomously and in an ambiguous environment.

Desirable Knowledge, Experience and Skills:

• Understanding of the judiciary.
• Previous experience of working in a HR team/environment.

Technical Skills/ Qualifications:

• Credible HR/operational experience.
• Level 3 or 5 CIPD qualified or willing to work towards.

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements w business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location's respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, w they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ's Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years' service.

T is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. T are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

• A range of 'Family Friendly' policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Transformative Business Services Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-);
• To Ministry of Justice Resourcing team (resourcing-management-);
  To the Civil Service Commission (details available- )

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wver it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.

For further details about the initiative and eligibility requirements visit:

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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)

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-

Please quote the job reference: 11662

HMPPS

If you require any assistance please call Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-

Please quote the job reference: 11662

Job Description Attachment

• HR Advisor for Tribunals - Job Description - (Job Description Attachment)

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Application form stage assessments

Behaviours

A sift based on the lead behaviour, Communicating and Influencing, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, w all behaviours will then be considered.

Behaviours Application Form Question Word Limit

250

Communicating and Influencing

Experience

We will assess your experience for this role via the following methods

CV or Work History, Statement of Suitability

Statement of Suitability

Guidance for the Statement of Suitability

Please provide a statement explaining why you are suitable for the HR Advisor role. Your statement should demonstrate how your skills, experience, and behaviours align with the key requirements of the role.

Evidence of Experience

CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates

Expected: W/C 19th January 2026

Behaviours

Communicating and Influencing

Making Effective Decisions

Managing a Quality Service

Seeing the Big Picture

Strengths

Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed .

Level of security checks required

DBS Enhanced

Counter Terrorism Check (CTC)

Use of Artificial Intelligence (Al)

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. W 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.

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