Admin Officer, HR Operations

The Judicial Office (JO) reports to, and is accountable, to the Lady Chief Justice (LCJ). It was established in 2006 to provide support to the LCJ and to the wider judiciary in upholding the rule of law and in delivering justice impartially, speedily and efficiently, following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland. The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with HM Courts & Tribunals Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions. We are an Arm's Length Body sponsored by the Ministry of Justice. This creates an interesting and complex environment in which to work where we agree our priorities with the senior judiciary and receive our funding to deliver them from the Ministry of Justice. The Judicial Office has been through a period of significant growth resulting from an expansion of our remit and responsibilities., The Judicial HR Operations Team is accountable for delivering the right Judicial Office Holders with the right skills, in the right place, at the right time in support of the Lord Chancellor, Lady Chief Justice and the Senior President of Tribunals as set out in the Constitutional Reform Act 2005. We are responsible for working with the judiciary, wider JO, HMCTS, MoJ and the JAC. The Judicial Office Holder Appointments team provides support to the senior judiciary and the Lord Chancellor concerning Judicial Office Holder appointments and retirements. We also provide advice on the authorisation of judges and the deployment of individuals to other roles, including leadership roles., As Admin Officer, the role holder will be required to support a range of judicial appointment related duties to the Onboarding, Complex Appointments, Relationship Management and the Management Information & Insights Team (MIIT) supporting the senior judiciary and the Lord Chancellor in relation to their responsibilities to judicial office holder appointments (Courts, Tribunals and Magistracy). Responsibilities, Activities & Duties: Working to your EO Team leader, this role involves providing quality and timely support on appointments to the judiciary. This could include the following responsibilities: Lead Areas

• Provide timely support to the Lord Chancellor, the Lady Chief Justice, the Senior President of Tribunals and the Senior Presiding Judge on JAC and Advisory Committee reports that recommend candidates for judicial appointment, renewals, resignations and extensions of appointments.
• Respond timely in accordance with Key Performance Indicators (KPIs) to queries from stakeholders and the public, from the HR Operations Team inbox within the agreed KPIs.
• Processing the automatic renewals of judges' appointments and wider data inputting using the JHR IT database, system ensuring appointments are accurately maintained.
• To support the HR Operations Team (HR Ops Team) in managing the appointments process for Courts Judges, Tribunal judges and Magistrates in a timely and efficient manner.
• To collect Royal Warrants/Letters Patent and to draft correspondence and work with the wider team on public announcements, medical checks, and Instruments of Appointment.
• To support swearing-in ceremonies for Circuit Judges and above, to ensure that they run smoothly. This may involve occasional working outside usual business hours.
• To assist with the creation of an electronic filing system accessible to the wider HR Ops Team.
• To organise and maintain the paper filing system, which may involve some lifting of boxes and moving files from one location to another.
• Arrange the signing of long service certificates for Magistrates.
• To support and help to implement wider assurance protocols across the HR Ops Team.
• To support the HR Ops Team in delivering our Service Level Agreements (SLA's) and KPI's.
• Providing ad hoc flexible support to colleagues across the HR Ops Team as and when required to meet shifting work priorities as and when requested by your manager.
Develop a collaborative way of working with colleagues in the wider HR Ops Team that will ensure a seamless systematic approach, providing clarity for Judicial Office Holders and the Department through team working and shared knowledge of the whole appointments system., Using the STAR method can help you give examples of relevant experience that you have. It allows you to set the scene, show what you did, and how you did it, and explain the overall outcome. Situation - Describe the situation you found yourself in. You must describe a specific event or situation. Be sure to give enough detail for the job holder to understand.
• Where are you?
• Who was there with you?
• What had happened?
Task - The job holder will want to understand what you tried to achieve from the situation you found yourself in.
• What was the task that you had to complete and why?
• What did you have to achieve?
Actions - What did you do? The job holder will be looking for information on what you did, how you did it and why. Keep the focus on you. What specific steps did you take and what was your contribution? Remember to include how you did it, and the behaviours you used. Try to use "I" rather than "we" to explain your actions that lead to the result. Be careful not to take credit for something that you did not do. Results - Don't be shy about taking credit for your behaviour. Quote specific facts and figures. Explain how the outcome benefitted the organisation or your area. Make the outcomes easily understandable.
• What results did the actions produce?
• What did you achieve through your actions and did you meet your goals?
• Was it a successful outcome? If not, what did you learn from the experience?
Keep the situation and task parts brief. Concentrate on the action and the result. If the result was not entirely successful describe what you learned from this and what you would do differently next time. Make sure you focus on your strengths. Assessment process at interview Successful applicants will then be invited to a virtual interview on MS Teams, testing both Behaviours and Strengths., The MoJ offers Hybrid Working arrangements where 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, where 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., Behaviours Application Form Question Word Limit 250 Changing and Improving Working Together Managing a Quality Service Delivering at Pace Experience We will assess your experience for this role via the following methods CV or Work History Evidence of Experience CV or Work HistoryInterview stage assessments Interview Dates Week Commencing: Estimated to be 6th July 2026 Behaviours Changing and Improving Working Together Managing a Quality Service Delivering at Pace Level of security checks required Security Clearance (SC)


• Good organisational skills with the ability to manage your own workload effectively.
• Proficiency in IT skills (should be able to work confidently in Word, Excel, Outlook including the ability to make formatting and layout changes to documents, manipulate data in Excel using basic formulae, sorting and filtering and be able to use databases confidently).
• Strong team player with the ability to support colleagues across the HR Ops Team.
• Good attention to the guidelines, procedures and processes of the HR Ops Team.
Desirable Knowledge, Experience and Skills
• Experience of a customer focused service.
• Knowledge of the work of the judiciary.
Behaviours (for Recruitment/Success Profiles): 1. Working Together (Lead behaviour) 2. Delivering at Pace 3. Managing a Quality Service 4. Changing and improving Assessment process at application

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. 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: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

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. There 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. There 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 https://www.childcarechoices.gov.uk/.
• 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-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)
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.