Thank you for your interest in this unique role with the People and Capability Group

The role of Deputy Director, Resourcing, Selection & Onboarding is a key strategic leadership role with the People and Capability Group. This is an exciting role where you will be responsible for leading resourcing services across the Ministry of Justice family.

This is a pivotal role responsible for the delivery of key frontline volume recruitment across His Majesty’s Prison and Probation Service. You will be responsibilities will span marketing, communications, assessment and selection, prison and probation officer retention research, Ministry of Justice resourcing policy and compliance, Diversity and Inclusion / Life Chances schemes, and resourcing project delivery across the Ministry of Justice.

The role is varied and interesting, and we are looking for someone who will be passionate about the Ministry of Justice’s ambition to increase diversity in the workplace as well as setting the policy director for our resourcing services.

We encourage applicants from diverse backgrounds, both within and outside of the Civil Service.

If you believe you have the skills and qualities we are looking for, then I would be delighted to hear from you.

Best wishes,

Dave Mann

Director of People Services, People Services Directorate

Job Title

Divisional Director, Resourcing, Selection & Onboarding

Location

National.

The MoJ is working to open more Justice Collaboration Centres and Justice Satellite Offices over time. Click here to learn more about where our currently open Justice Collaboration Centres and Justice Satellite Offices are, to identify where you may be based

Please note the requirements for travel and level of flexibility available as set out in the FAQs section.

Salary

The salary for this role is set at £81,000 per annum.

External candidates should expect their salary upon appointment to be £81,000 per annum.

Contract Type

This role is being offered on a temporary basis of up to 12 months to cover maternity leave. The role is available on lateral move or temporary promotion for current employees across the MoJ.

You will be expected to return to your home business area and to your substantive grade at the end of the loan period.

The Role

Key Responsibilities

Reporting into the Director for People Services you will:

• Have senior leadership oversight and delivery exemplar for a large recruitment and resourcing function to ensure the organisation - including the executive agencies - is resourced with the best possible staff in a timely and cost-effective way. This includes delivering against Ministerial and key business targets annually.

• Leading a multi-disciplinary team of 88 FTE to deliver services to a diverse range of internal customers that can provide a high impact HR recruitment with senior leaders.

• Build and maintain effective relationships with key senior stakeholders including minister's and third-party providers.

• Lead the delivery of targets to reduce re-offending through employment, and wider diversity and inclusion targets, including a particular focus on social mobility and life chance recruitment.

• Be accountable for the department's adherence and compliance with the Civil Service Recruitment Principles and Management Code.

• Lead and drive innovation, change and process improvement to build a high performing and engaged team that embraces new technology and digital enhancements.

• Drive a data driven approach to ensure a strategic alignment of the resourcing and selection service with the wider needs of the business and inform appropriate recruitment interventions.

• Managing the performance and delivery of the outsourced 3rd party service suppliers and support procurement and contract management. Drive contractual innovation to continue to iterate and improve the service offer.

• Ensure integration across the various specialist functions to develop frameworks that reinforce one another, and ultimately help to develop management capability and the desired organisational culture in line with our strategy.

• Work in partnership with the senior business stakeholders and the People Leadership Team to identify emerging themes and business critical issues.

• Drive innovation to ensure the continuous improvement and development of fit-for-purpose tools for the business and HR to use.

• Work with HR Business Partners to ensure business resourcing, selection and onboarding needs are met.

• Ownership and delivery of Resourcing and workforce HR policies.

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It is important through the recruitment process that you give evidence and examples of proven experience of each of the essential and desirable criteria.

Later on in the pack you will be told what is being assessed at which stage of the process.

Essential Experience:

• A comprehensive understanding of legislation and guidance, current best practice, and its evidence of application in the field of resourcing.

• Extensive project and programme management capabilities with a successful track record of delivering to a challenging timescale and agenda.

• Evidence in leading teams of people at a strategic level, capable of ensuring diverse and geographically dispersed teams deliver against objectives.

• Resiliency in a complex, challenging environment, and to build resilience across a team.

• Strong communication skills with proven experience of influencing and managing relationships at a senior level.

• Confidence using data and insight to create innovative tools/solutions.

MoJ SCS Pay Band 1 Behaviours:

You will also be assessed against the following Behaviours during the Recruitment Process:

• Communicating and Influencing

• Leadership

• Delivering at Pace

• Making Effective Decisions

Read more in the Civil Service Success Profiles Section.

Strengths:

We are looking to understand what motivates and energises you. We want to see what your natural strengths are and what interests you.

The Recruitment Process

Recruitment Process

The selection process will be chaired by Dave Mann, Director of People Services.

The other panel members will be confirmed at a later date.

Support during the selection process

If you need any support or have any questions during any stage of the selection process, please contact the SCS Recruitment Team scsrecruitment@justice.gov.uk.

Stages of the selection process

Application

You will need to complete the online application process accessed via the advertisement for this role.

This should be completed no later than 23:55 on 23:55 on 23rd November 2025.

As part of the application process, you will be asked to complete:

1. Responses to the eligibility questions to check you are eligible to apply for the role.

2. A response to whether you would like to request reasonable adjustments during the selection process. The Disability Support section in this pack explains how adjustments can be made to the selection process to accommodate a disability.  

3. You will also need to complete a CV and Statement of Suitability. It is important that your CV and Statement of Suitability give evidence and examples of how you meet the essential experience set out on page 9.

Find out more information about our application process here.

After the Application Stage

You will be advised whether your application has been shortlisted for the next stage of the selection process.

If you are shortlisted, we will contact you to arrange the next stage.

Please note that feedback will only be provided if you attend an interview or assessment.

Panel Interview and Presentation

You will be invited to attend an interview and presentation with the selection panel.

You will be asked to prepare a verbal 5-minute presentation based on a topic that will be provided in advance. The interview and presentation will last for approximately 45 minutes.

What is being assessed at interview?

• Behaviours, as listed on page 9.

You will be informed at interview which strengths you are being assessed against.

After the Panel Interview

Following the interview, the performance of all candidates will be reviewed, and the successful candidate identified. All candidates will be notified of the outcome as soon as possible after the conclusion of all interviews.

Civil Service Behaviours

What are Behaviours?

The Civil Service recruits using Success Profiles and Behaviours are an element of Success Profiles. They are used to see whether candidates are able demonstrate specific Behaviours associated with the role they are applying for during the selection process.

The Behaviours are most relevant to this role and will be assessed during the interview stage of the process are set out below:

Communicating and Influencing

You communicate clearly and with confidence, both verbally and in writing. You are open, honest and transparent in your communications. You communicate effectively with internal and external senior stakeholders to present information in a convincing and influential manner. You tailor your communication methods and content to the audience, simplifying strategic messages.

Leadership

You visibly demonstrate the organisation’s values in all your activity, leading authentically. You seek to engage staff in the aims of the organisation and communicate the organisation’s strategy in an inspiring way. You create an inclusive and fair culture which creates a sense of belonging by treating staff as individuals and actively valuing diversity within the organisation. You empower teams and individuals to excel by creating a shared vision and objectives and demonstrate trust in staff by giving autonomy.

Delivering at Pace

You translate organisational strategy into clear objectives for activity within your area of responsibility. You promote this amongst staff and ensure teams take responsibility for delivering against objectives. You prioritise competing or conflicting demands, and are able to decisively adjust activity based on changing requirements. You manage resource effectively to enable those in your area of responsibility to deliver. You delegate effectively, managing any risks associated with doing so.

Making Effective Decisions

You make defensible, objective and fair high-impact decisions, considering the impact on the service user and wider organisation. You are willing to take ownership of your decisions, being transparent and open about the reasons for them. You effectively analyse data to make evidence-based decisions, whilst being comfortable taking considered risks based on the best evidence available. You consult with others to incorporate views and professional expertise, ensuring appropriate individuals are involved in the decision-making process.

Please click here or more information on Behaviours and Success Profiles.

As part of the application process you need to submit a Statement and CV. Both your Statement and CV should demonstrate how you meet the essential experience outlined in the Person Specification section.

Ensure you read through the role information thoroughly and identify the essential criteria for each area.

You should ensure you provide evidence for each of the essential experience which are required for the role in your Statement and CV.

You may not be progressed to the next stage of the assessment process if you do not provide this evidence.

When structuring your Statements try to:

• Group evidence of the same experience together by using subheadings and paragraphs. This will help to ensure you are writing about the experience that is directly relevant for the role you are applying for.

• You should ensure that you detail recent and relevant examples of the essential experience required for the role and describe the outcome that came from this.

Providing a name-blind CV and Success Profile Statement

In both your CV and Success Profile Statements please remove references to any personal information that could identify you.

For example:

• Name and title

• Educational institution names

• Age and gender

• Email address

• Postal address and telephone number

• Nationality and immigration status.

This will help us to recruit based on your knowledge and skills, and not on your background, gender or ethnicity.

Recruiting this way is called name-blind recruitment.

For more information on how to write your Statement and CV please visit the Civil Service Careers Website.

We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change.

The anticipated timetable is as follows:

Advert Closing Date	23:55 on 23rd November 2025
Outcome of CV and Statement of Suitability	Week Commencing 24th November
Panel Interview and Presentation	TBC

What reasonable adjustments can be made if I have a disability?

We are committed to supporting all candidates to take part in the recruitment process. This includes supporting individuals who have a disability by making reasonable adjustments to the recruitment process.

If you feel you require any kind of support and/or would like to discuss this with someone, please indicate ‘yes’ to requesting reasonable adjustments in your application form and ensure that you respond to the Reasonable Adjustments Scheme team by email.

How we can support you

There are many types of reasonable adjustments that can be made during assessment processes.

Examples of some types of adjustments include:

• Extra time to complete assessments;

• Providing a break within an assessment;

• Providing interview questions in a written format at the interview as well as orally;

• An interview at a certain time of day;

This is not an exhaustive list but rather some examples of how we can support you during the SCS Recruitment Process.

Whilst we aim to confirm all adjustments requested, there may be occasions where this isn’t possible. If an adjustment cannot be provided, the reasons for this will be explained to you.

Help with your application

It is important you contact us as early as possible by email if you would like to request reasonable adjustments so that the recruitment process runs smoothly for you.

If you do decide during the process that you do require adjustments and you have not completed all your assessments, please contact the SCS recruitment team in advance of your next assessment.

If you have any questions in advance of making your application regarding reasonable adjustments please contact the SCS recruitment team at scsrecruitment@justice.gov.uk.

Do you offer a Disability Confident Scheme for Disabled Persons?

As a Disability Confident employer, the MoJ offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. This could be in terms of the advertised essential skills and/or application form sift criteria. Within the application form, you will be asked if you would like to be considered for an interview under this scheme, so please make us aware of this when prompted.

Contact us

Should candidates like to discuss the role in more detail before submitting an application, please contact SCS Recruitment on scsrecruitment@justice.gov.uk.

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