JD Head of ALB Sponsorship Final v2

The Joint Unit and Judicial Resourcing Unit (JUJR) is a high-profile, friendly and supportive team that works to drive improvement in the way the courts and tribunals operate and to improve engagement with the judiciary and the arms-length bodies which we sponsor. The roles in JUJR sit within the Judicial and Legal Services Policy Directorate (JLSPD) in MoJ's Policy Group. JLSPD is responsible for managing the relationship between the department, the government and the judiciary and legal services profession. The work of the Judicial Resourcing (JR) team is highly varied and regularly attracts the interest of Ministers and the senior judiciary. The team currently takes on the following work:

• Judicial Arms' Length Bodies - Ensure effective sponsorship and oversight of the Judicial Appointments Commission and the Judicial Appointments and Conduct Ombudsman. Ensure that their team supports the Deputy Directors in their role as sponsor of the Judicial Office.
• Judicial Resourcing and Capacity - Plans to deliver a judicial workforce that supports wider court and tribunal reform and demand, working across the department and beyond to build in the impacts of emerging policy and developments for judicial resourcing plans. We work closely with judicial office, HMCTS and the Judicial Appointments Commission, to develop and iterate the annual and rolling three-year plans for future judicial recruitment. We collaborate across MoJ to develop policy or legislative options to increase capacity beyond recruitment.
• Judicial Appointments Policy - We are responsible for providing advice to the Lord Chancellor for senior judicial appointments including the United Kingdom Supreme Court, and the authorisation of advice from Judicial Office to the Lord Chancellor relating to other judicial appointments and authorisations. We provide oversight to the team for developing the Lord Chancellor's policies and delegated decisions that relate to judicial recruitment, retention and appointment.
G7 Head of ALB Sponsorship - the role We are looking for an enthusiastic and highly motivated individual to be the head of the ALB Sponsorship for the three ALBs which the team are responsible for; namely Judicial Office, the Judicial Appointments Commission and the Judicial Appointments and Conduct Ombudsman. There will also be the opportunity to lead on cross-cutting projects across the Judicial Resourcing teams. The role-holder will need to lead on managing relationships between MoJ and the ALBs including through ownership of the sponsorship frameworks. In particular, the review of the JAC's framework will be an early project for the role-holder. The role-holder should also help the ALBs to ensure that they have a useful forward look of upcoming issues, including a robust staffing plan, financial plans, and that corporate responsibilities are adequately set out. They will also cover wider governance arrangements, for example, leading the quarterly review meetings for each ALB, and overseeing annual report clearance, senior engagement and the Chair and Ombudsman appraisal processes. The role-holder will then support ALBs to provide accountable, efficient and effective delivery and build constructive relationships with them, which allows for sufficient assurance and proportionate oversight. The role will involve line management of a small team (exact make-up TBC). The work can be fast-paced and would suit someone who is comfortable being able to get up to speed on new issues quickly, driving progress themselves and comfortably balancing oversight of a number of different issues across each ALB. There will also be the opportunity to have ownership of FOIs across the team. This role comes with a high degree of autonomy, and the post holder will need to be able to set direction, build strong relationships with senior officials in the ALBs. The role will also involve delivering a variety of projects across the ALBs and developing and maintaining a strategic work programme, ensuring the team and the ALBs are operating effectively. As part of the divisional SMT, you will champion a positive team culture and wellbeing, role-modelling civil service values and be expected to make a positive contribution to the wider Directorate.,
• 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 requiring the same skills and experience could be offered to candidates on the reserve list without a new competition.
• Candidates applying from HMPPS should note that the Ministry of Justice does not have the same conditions of employment as HMPPS. It is the candidate's responsibility to ensure they are aware of the terms and conditions they will adopt should they be successful.
• The MoJ is proud to be Level 3 Disability Confident. Disability Confident is the approach through which we offer guaranteed interviews for all people with disabilities meeting the minimum criteria for the advertised role as set out in the job description.
Application process You will be assessed against the Civil service success profiles framework. You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own. Experience You will be asked to provide a CV during the application process in order to assess any demonstrable experience, career history and achievements that are relevant to the role. You will also be asked to upload a Statement of Suitability of no more than 500 words stating what you would bring to the role, with reference to the Skills and Experience listed above. Behaviours During the application process you will be asked to provide an example of how you have met the following behaviour - Managing a Quality Service Please also refer to the CS Behaviours framework for more details at this grade: Success Profiles: Civil Service behaviours - GOV.UK Successful applicants will then be invited to an interview, testing both behaviours and strengths. Candidates invited to Interview Please note that interviews will be carried out remotely. At interview you will be assessed against the behaviours listed above where you will be asked to provide examples of how you have demonstrated them. In addition, you will also be asked strength-based questions. Behaviours: The following Behaviours will be tested at interview:
• Managing a Quality Service
• Delivering at pace
• Leadership
• Making effective decisions
It may help to use one or more examples of a piece of work you have completed or a situation you have been in and use the WHO or STAR model to explain:
• WHO - What it was? How you approached the work/situation? What the Outcomes were, what did you achieve?Or
• STAR - What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?, It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this. Further information on Civil Service Strengths can be found via this link Success Profiles: Strengths - GOV.UK, 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 roles: 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., 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. You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team. For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos. Diversity & 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. Redeployment Interview Scheme Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'. MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion., Managing a Quality Service Experience We will assess your experience for this role via the following methods CV or Work History, Statement of Suitability Statement of Suitability Guidance for the Statement of Suitability You will also be asked to upload a Statement of Suitability of no more than 500 words stating what you would bring to the role, with reference to the Skills and Experience listed above. Evidence of Experience CV or Work History, Statement of SuitabilityInterview stage assessments Interview Dates Interviews are expected to take place November 2026. Behaviours Managing a Quality Service Delivering at Pace Leadership Making Effective Decisions Strengths Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here. Level of security checks required Baseline Personnal Security Standard (BPSS)

The role will suit an individual who is able to motivate and lead a team, is confident working with a variety of senior stakeholders, including ministers and chief executives of the ALBs.,
• Strong track record of team leadership, managing and leading in a flexible manner to get the best out of the team, ensuring effective, timely delivery.
• Ability to set or support strategic direction in a fast-paced and complex policy environment across a wide range of stakeholders and organisations, both internal and external, including proven ability to manage upwards.
• Excellent organisational skills, with the ability to prioritise effectively, and drive work forward autonomously.
• Confident policy professional - experienced in using an appropriate evidence base, including data, to inform policy development and delivery, and with a strong attention to detail.
• Excellent written and oral communication skills - ability to draft and present to a high standard.
Desirable
• Ability to work independently in an ambiguous environment.
• Knowledge of the court system and the judiciary.
• Experience of working with finance business partners.
  
  The Judicial and Legal Services Policy (JLSP) Directorate is recruiting permanently for a G7 Head of ALB sponsorship team. This campaign is open to current civil servants on level transfer and suitable candidates on promotion.
Candidates are reminded that to be eligible for this campaign; you must still be employed as a civil servant at the point of accepting the role. If you resign or your FTA contract ends before you are made and accept an offer, you will become ineligible and you will be withdrawn from the process. Location: Successful candidates will have the option to be based at one of the following locations:
• 102 Petty France, London, MoJ is the largest government department, employing over 90,000 people with a budget of approximately £10 billion. Each year, millions of people use our services across the UK - including at 500 courts and tribunals, and 133 prisons in England and Wales.
  
  The national salary range is £58,511 - £65,329, London salary range is £63,343 - £70,725. Your salary will be dependent on your base location, At the MoJ we believe and promote alternative ways of working, these roles are available as:
• Full-time, part-time or the option to job share
• Flexible working patterns
We welcome and encourage applications from everyone, including groups currently underrepresented in our workforce and pride ourselves as being an employer of choice. To find out more about how we champion diversity and inclusion in the workplace, visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity, Existing Civil Servants will have their salary calculated in accordance with the Department's pay on transfer / pay on promotion rules., 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. Eligibility Staff on fixed term appointments must have been recruited through fair and open competition. Vacancies advertised "cross-government" are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules. 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.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.