Deputy Director, HR Transformation

• Details
• Reference number
• 476455
• Salary
• £86,000 - £117,800
• A Civil Service Pension with an employer contribution of 28.97%

GBP

• Job grade
• SCS Pay Band 1
• Contract type
• Permanent
• Business area
• DEFRA - DGCS - Human Resources
• Type of role
• Human Resources
• Senior leadership
• Working pattern
• 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

This role will be contractually based in one of the following main Defra locations – Exeter, Bristol, Birmingham, Warrington, York, Leeds, Newcastle, Nottingham, Reading, London. Regular travel will be required.

About the job

Job summary

As Deputy Director, HR Transformation, you will provide strategic leadership for the transformation of Defra Group HR, shaping people services across Defra, its Arm’s Length Bodies and the wider Synergy Cluster.

Job description

You will lead Defra Group HR’s transformation agenda, spanning service redesign, the future operating model, digital and systems modernisation. You will ensure HR meets future organisational needs through modern, efficient and user-centred services that improve employee experience, strengthen workforce outcomes and deliver value for money.

You will support Defra’s contribution to the Synergy Programme, lead development of the HR Target Operating Model, simplify and standardise services, champion digital and AI-enabled innovation, and ensure governance, capability and delivery arrangements are fit for the future.

As a member of the HR Senior Leadership Team, you will help shape the function’s direction. You will create the conditions for sustainable transformation and build a high-performing HR function that supports Defra Group’s long-term ambitions.

The successful candidate will combine strategic leadership with delivery expertise, working confidently in complex environments and translating ambition into practical, measurable outcomes for colleagues, customers and the organisation.

Key responsibilities

Strategic Leadership and Future HR Vision

• Lead the development and implementation of Defra Group HR's transformation strategy, ensuring alignment with Defra Group priorities, Group Corporate Services ambitions and wider Civil Service reform.
• Act as a trusted adviser to the Chief People Officer, HR Senior Leadership Team and senior stakeholders on transformation, HR service design and implementation.

HR Transformation and Service Modernisation

• Lead the HR Change Programme and oversee delivery of the Defra Group HR transformation portfolio.
• Drive the design and implementation of modern, service-oriented HR capabilities that improve customer experience, service quality and organisational performance.

Synergy, Digital and Technology Transformation

• Act as the HR Functional Sponsor for Defra into the Synergy Programme.
• Ensure HR readiness for new technologies, business processes and operating models introduced through Synergy and related programmes including TU/ER consultation and engagement.
• Lead strategic adoption of digital, automation and AI-enabled solutions to improve efficiency, insight and service delivery.

HR Operating Model, Governance and Organisation Design

• Lead development and implementation of Defra Group HR's Target Operating Model and establish effective service ownership, governance arrangements, accountability frameworks and performance management approaches across the function.
• Shape future organisational structures, roles, capabilities and workforce requirements required to support long-term service delivery.

Partnerships, Influence and Stakeholder Leadership

• Build strong and trusted relationships across Defra Group, Arm's Length Bodies, Group Corporate Services and cross-government transformation communities.
• Represent Defra Group HR at senior governance forums and transformation boards.

Governance, Assurance and Benefits Realisation

• Provide senior oversight of programme governance, delivery assurance, risk management and benefits realisation.

Person specification

Essential Criteria

• A proven track record of leading large-scale HR transformation, service transformation or business change programmes that have delivered measurable organisational outcomes.
• Significant experience designing and implementing operating models, governance frameworks and service delivery arrangements within complex organisations.
• Exceptional leadership and influencing skills, with the ability to build credibility, secure commitment and lead through ambiguity across multiple senior stakeholder groups.
• Strong communication and stakeholder engagement skills, including the ability to translate complex transformation programmes into clear business outcomes and compelling change narratives.
• Experience leading changes to HR processes, policy and services across the employee lifecycle in a public sector and/or civil service context.

Desirable Criteria

• Experience of delivering digital and technology enabled outcomes at scale including areas such as enterprise technology in shared service environments, analytics, automation, and AI solutions to improve service delivery

Benefits

Alongside your salary of £86,000, Department for Environment, Food and Rural Affairs contributes £24,914 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%

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

Application

All applications must be submitted via Civil Service Jobs no later than 23:55 on Monday 7th September. Please submit:

• A CV detailing your career history, key responsibilities and achievements that are relevant to the role.
• A statement of suitability (max 1250 words) demonstrating how your experience meets the essential criteria for the role.

Candidate Briefing

A candidate briefing session will be held on Wednesday 2nd September 1600-1700 hrs which will provide you with more insight into the role.

PLEASE CLICK THIS LINK TO JOIN.

Shortlist

Your CV and suitability statement will be assessed against the criteria set out in the person specification. Feedback will not be provided at the shortlist stage.

Assessments

Shortlisted candidates will be invited to complete an Individual Leadership Assessment and attend a Senior Stakeholder Roundtable.

These assessments will not result in a pass or fail decision. Rather, they are designed to support the panel’s decision-making and highlight areas for the panel to explore further at interview, whilst providing an opportunity for the candidate to understand the context and stakeholders relevant to the role.

Full details of the assessment process will be provided to shortlisted candidates at the earliest opportunity.

For further information regarding the assessments please visit:

https://scs-assessments.co.uk/

Interview

Shortlisted candidates will be invited to attend a panel interview, in order to have a more in-depth discussion of your previous experience and professional competence in relation to the essential criteria for the role.

As part of the interview, we may ask you to prepare and present a short presentation or undertake a practical desktop exercise. This will be confirmed in the interview invitation.

Interviews are expected to take place face to face in London.

Offer & Feedback

Candidates who are shortlisted and attend an interview will be offered feedback from a member of the interview panel.

Feedback will only be provided if you attend an interview or assessment.

This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.

As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check .

See our vetting charter .

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

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.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

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

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Contact point for applicants

Job contact :

• Name : SCS Recruitment
• Email : scscandidate.grs@cabinetoffice.gov.uk

Recruitment team

• Email : scscandidate.grs@cabinetoffice.gov.uk