Key responsibilities include:
• Leading a busy team of 12, setting direction and priorities for the team and supporting their development. Being part of the Labour Market leadership team, and maintaining our highly motivated, high performing, inclusive and collaborative directorate culture.
• Delivering measures to improve labour market participation through an Employment Bill, including proposals to make flexible working the default, making it easier for fathers to take paternity leave and tackling discrimination against pregnant women and new mothers.
• Leading the development and delivery of other non-legislative policies and initiatives which support fair and flexible workplaces, such as co-chairing the Government's Flexible Working Taskforce.
• Leading the Labour Market Directorate's response to Covid so that HMG delivers a safe return to the workplace following the pandemic, protecting jobs and livelihoods. Working with other Government Departments to influence and advise on employment law implications of Covid policies.
• Supporting ministers with a high volume of parliamentary business related to your policy area.ResponsibilitiesPerson Specification
Skills, experience and qualifications ( Essential ):
• Policy experience, including delivering at pace, juggling multiple competing priorities, managing ambiguity and working with Ministers and Parliament.
• Strong leadership skills - including building high performing teams.
• Excellent communication skills, including translating complex information into straightforward, politically-aware briefings for senior decision makers.
• Good at building relationships and able to influence senior stakeholders in other departments and external organisations.
Skills, experience and qualifications ( Desirable ):
• Knowledge of employment policy/law.Benefits
BEIS offers a competitive mix of benefits including:
A culture of flexible working, such as job sharing, homeworking and compressed hours.
Automatic enrolment into the Civil Service Pension Scheme.
A minimum of 25 days of paid annual leave, increasing by 1 day per year up to a maximum of 30.
An extensive range of learning & professional development opportunities, which all staff are actively encouraged to pursue.
Access to a range of retail, travel and lifestyle employee discounts.
A hybrid office/home based working model where staff will spend a norm of 40-60% of their time in the office (minimum of 40%) over a month with flex dependent on balancing business and individual need (from September 2021, depending on how the public health guidance evolves).Things you need to knowSecurity
Successful candidates must pass a disclosure and barring security check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check . See our vetting charter .
People working with government assets must complete basic personnel security standard checks.Selection process details
As part of the application process you will be asked to complete a CV and Statement of Suitability.
1. A CV
setting out your career history, highlighting specific responsibilities and achievements that are relevant for this role, including details where applicable of budgets and numbers of people managed, relevant achievements in recent posts, together with reasons for any gaps within the last two years.
2. A Statement of Suitability
(no more than 1250 words) explaining 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 .
Failure to complete both sections (CV and Personal Statement) will mean the panel have limited information on which to assess your application against the criteria in the person specification.
Applications will be sifted to select those demonstrating the best fit with the post against the criteria set out in the person specification. Please ensure you keep this in mind when writing your CV and supporting statement. Expected Timeline
subject to change
Expected Week of Sift - w/c 8th November 2021
Expected Week of Interviews - w/c 15th November 2021
Interview Location - TBC
Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.
Please note it may not be possible to offer alternative dates for either the assessments or interview.
Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance.
Full details of the selection and assessment process will be made available to shortlisted candidates once the shortlist has been completed but will include a Final Panel Interview.
If candidates are required to prepare a presentation for their interview, they will be given at least one week's notice of the subject. 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 [email protected]
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
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.
If successful and transferring from another Government Department a criminal record check may be carried out.
Any move to the Department for Business, Energy and Industrial Strategy from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk.
BEIS does not normally offer full home working (i.e. working at home); but we do offer a variety of flexible working options (including occasionally working from home).
Please note that BEIS does not hold a licence to sponsor visa applications.
Non civil servants will be expected to start at the salary minimum if successful.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstance 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 [email protected]
stating the job reference number in the subject heading.
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 Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government. Feedback
Feedback will only be provided if you attend an interview or assessment.Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the Republic of Ireland
- nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)
- relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
- relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
- certain family members of the relevant EU, EEA, Swiss or Turkish nationals
Further information on nationality requirements 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 .
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.