Role Title SEO Regional People Lead
Job family group
Job family/ies
Grade SEO
Status For internal use
Role Purpose As a key part of the Regional Support Unit (RSU), the role will develop, and deliver on, the people strategy (which will encompass work on capability, employee
(250 words max) engagement, wellbeing, diversity and inclusion, and communications) for the region. The People Lead will take a strategic, joined up approach recognising that
capability, development, wellbeing and inclusion activity all have an impact on our people’s engagement with HMCTS. The role holder will work closely with
senior managers across the region to identify current and future capability needs and develop a talent pool to support future succession planning and the
career development of our people. The People Lead will also provide expert advice and support on people-related activities and ensure that communications
are engaging, consistent, and made available to the entire Region.
Reporting directly to the Head of RSU, the People Lead will lead the strategy work strands, ensuring they are aligned with other areas of HMCTS activity, and
work collaboratively across the organisation to deliver business plan objectives. They will work with other managers in the RSU to matrix manage staff providing
a variety of support functions for the region.
Key Accountabilities (600 words max)
General
• Develop a regional people strategy which encompasses work streams on employee engagement, communications, capability and diversity and inclusion, and act as a
champion for these areas.
• Oversight of the implementation of effective people and talent approaches and processes, working with HR Business Partner and senior managers to ensure these are
implemented and understood
• Ensure people data for the region is appropriately recorded and tracked (e.g. fixed term contract / agency staff, full time equivalent (FTE) workbooks, Reward &
Recognition).
• Act as a point of contact for staff, managers, and regional leadership in areas covered by the role, inspiring them to take ownership and champion effective behaviour.
• Develop and lead regional ‘people’ networks and represent the region at national forums or working groups, ensuring that the region is involved in key people initiatives.
• To work in a flexible way and undertake any other ad-hoc duties reasonably requested that are commensurate with a role at this level.
Learning & Development (L & D)
• Lead on the development and delivery of a regional learning and development plan, working with the HMCTS central L&D; monitoring and reporting progress to the
Regional Delivery Director (RDD) and Senior Leadership Team (SLT).
• Work with regional senior leaders to ensure L&D work complements change plans, identifying gaps in skills and capability to ensure the region meets requirements for
effective service delivery.
• Develop and manage a process to ensure regional capability needs are captured and addressed in accordance with regional plans and priorities.
• Work with local L&D champions to develop and maintain effective capability communication channels, champion apprenticeships and qualifications, raising awareness of
opportunities for development, inspiring staff to take part and monitoring and reporting to SLT on development programmes/initiatives
Communications
• Develop and maintain a regional communications plan, identify opportunities and lead on communications activities as requested by the RDD and SLT.
• Provide targeted, timely and engaging communication updates to our people, working closely with senior managers and others to ensure that key messages are identified,
planned, drafted and communicated to staff and stakeholders in an appropriate and effective way. Regularly review the effectiveness of communications to demonstrate
their value and/or to improve the service provided.
Employee Engagement
• Create and maintain a regional engagement plan including in response to People Survey results, working with HMCTS central engagement team and senior managers to
develop local plans to embed this, and acting as an employee engagement champion for the region.
• Create a network of Employee Engagement representatives, supporting them to champion our aims, share best practice and deliver local activities aligned to regional
priorities, allocating tasks and deadlines as needed
• Promote national and regional initiatives such as the People Survey and National Awards. Management & organisation of Regional Awards process, engaging with
corporate Communications Team as appropriate.
• Design and implement feedback mechanisms to understand engagement and challenges within the region, providing staff with a voice to raise concerns, and delivering
methods to measure engagement.
Health & Wellbeing and Diversity & Inclusion
• Lead on health & wellbeing and diversity & inclusion activity across region, ensuring consistency and alignment with national strategy.
Knowledge, Skills and Experience (500 words max)
• Ability to plan effectively to ensure all regional people priorities are delivered, whilst ensuring that plans are developed to meet changing or emerging operational
priorities.
• Knowledge of HR policies and procedures, to be able to effectively monitor regional compliance and to manage RSU staff in a matrix management context, supporting
and developing people to their potential.
• Excellent communication and writing skills to be able to draft compelling and accessible content for a range of channels and audiences in creative ways.
• Experience of (or willingness to learn) using communication tools and methods, including digital communications.
• Experience or knowledge of regional operations including the business planning process to understand how people issues can impact on delivery against national and
regional objectives and to be able to provide organisational and regional context to people initiatives and performance variations.
• Problem solving skills to analyse, understand and report against the findings of the People Survey, L&D needs audits, and staff forum feedback to create action plans to
deliver against priority themes.
Problem Solving and Decision Making (300 words max)
• In leading people related initiatives, the People Lead will actively encourage solutions to problems across the region, providing advice and guidance whilst allowing our
people the autonomy to solve problems. This will require the role holder to analyse and understand people-related issues and develop ideas and solutions to resolve
these. There are likely to be conflicting priorities that the role will need to understand and consider when developing options, and to evaluate and mitigate any risks
involved.
• The role will need to understand the wider organisational context and present clear information to the RDD and SLT on people, capability, communication and
engagement needs. As the lead for people issues, the expert advice the role provides is likely to be persuasive, as will any options and recommendations.
• The role will need to analyse identify and understand and report against the findings of the People Survey, creating an action plan to deliver against priority themes.
• The People Lead will need to make decisions to align different strands of people-related activity, understanding the competing pressures facing operational leaders and
engaging closely with them to influence their approach to people priorities.
Management of Resources (250 words max)
• Work with Head of RSU to ensure that team resources are deployed appropriately enabling the delivery of consistent standards and achievement of regional business
objectives, providing options for the flexible deployment of the team to meet changing business priorities.
• The role will operate in a matrix management context in managing the support teams in the RSU, with joint line management responsibility for the operational support
teams.
• Monitor and control expenditure for training budget (as delegated) ensuring profiles are met and efficiencies made.
• The People Lead will have an informal leadership role in respect of the regional people network membership and will work to manage and coordinate people-related
activity, dealing with associated risks and issues and encouraging cross-working between the network membership to deliver effective outcomes for our people.
Autonomy (250 words max)
• The role has a wide remit covering people and communications for the region. They will use judgement and discretion to set priorities for their work, their team, and the
region taking the initiative and only escalating as agreed with the SLT or Head of RSU.
• The role will be expected to develop new and creative ways to engage and communicate with staff, but there are wider organisational protocols and guidelines that it will
operate within to deliver against these.
• In developing solutions to issues the role will be expected to take independent action that will not usually require input from more senior staff, but the role will have the
support and guidance of the Head of RSU, HR leads and regional SLT when considering options, and more serious issues are likely to be escalated to senior managers for
resolution.
Key Relationships and Contacts (300 words max)
• Provide SLT with clear information on people, capability, communication and engagement needs and progress against strategic people plan. This may include providing
recommendations or advice on actions needed at senior level to deliver against our people commitments
• Communicate regularly with leaders across the region about people-related activity and priorities, using persuasion and influence to ensure there is a consistent
approach
• The role will engage with HR leads to understand national priorities, and developing options to embed these locally, working with local leadership to ensure
implementation plans align with wider organisational plans and regional business needs
• Create and maintain formal and informal networks with regional and local capability and engagement champions, sharing information and best practice, guiding and
supporting them in their efforts to embed national and regional priorities locally, acting as subject matter expert or signposting to sources of further information
• They will provide compelling and engaging communications about regional initiatives, performance and successes to regional managers and staff. They will also seek
news stories that are of regional interest and developing content to be shared via different channels to support our MoJ Values.