Judicial HR Business Partner

This is an opportunity for the successful candidate to work within a unique organisation. Drawing on your existing HR skills and experience you will be working in an ambiguous environment which will develop your influencing, leadership and consultancy skills. Judicial Office is a great place to work with a warm, welcoming and supportive culture of delivery and development. It is a place where your work is valued, recognised and rewarded. You will work at a strategic level and will be responsible for developing and sustaining trusted working relationships with regional judicial leaders in support of the delivery of justice. Your HR insights will be key in understanding the needs of the judiciary in the Region and will help to shape the Judicial HR offer. You will be part of a team of HRBPs, each regionally based and you will lead and manage at least one HR Advisor (HEO). If you are proactive, a change agent and able to work with ambiguity this could be an exciting challenge for you to further develop your professional HR skills and add to your portfolio of experience. The Judicial Office 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. Judicial Office HR Judicial Office Human Resources group places Judicial Office Holders at the centre of our service, ensuring we are visible, proactive and responsive. We support the Lady Chief Justice and Senior President of Tribunals in their responsibilities for the welfare and conduct of the judiciary. We also support and advise the advisory committees that carry out key functions on behalf of the Lord Chancellor in relation to the magistracy. We collaborate with colleagues across the Judicial Office and beyond, to ensure we provide judicial office holders with excellent HR support and professional expertise. Whilst we are part of the wider Civil Service HR community, we are not a typical HR team in that everything we do needs to meet the, often complex, needs of around 22,000 members of the judiciary who are office holders and not employees or Civil Servants. This provides us with a unique and interesting set of HR challenges. It also provides us with unique opportunities to work with the judiciary at all levels and gives us ample opportunity to broaden our HR skills sets, use our HR and business insights to be curious and creative about doing things differently within an environment of continuous learning. Location and work pattern: The role is based in Rolls Building, London EC4A 1NL. There is an expectation that the successful candidate will spend a minimum of 60% of their time in the office. Some of this time may be spent out in the Region on Court visits, at face-to-face stakeholder meetings or facilitating HR input at Regional conferences. The role requires occasional (broadly quarterly) travel to other parts of England and Wales. Due to the nature of the role meetings may need to take place outside of core hours. There is an expectation of working flexibly around judicial office holder availability i.e. out-of-court hours before 10am, after 4pm and at lunchtimes. We offer flexible working, our focus is on delivery of outcomes. Summary of role: This is a significant strategic HR leadership role requiring high levels of people and HR/business management skills. The role requires a professional approach and must ensure that delivery is in line with the requirements of Civil Service HR, pro-actively role modelling activities and behaviours which promote core MoJ/Judicial Office values including diversity and equality of opportunity and supporting and being a positive advocate of the Judicial Office HR Operating Model. This successful candidate will be responsible for developing and sustaining trusted working relationships with regional leadership judges. Your HR insights will be key in understanding the impact of the changes for the judiciary throughout the region helping to shape the Judicial HR offer. If you are proactive, a change agent and are comfortable working a highly ambiguous environment this could be an exciting challenge for you. Main responsibilities:

• Develop and maintain a strong working relationship with regional judicial leaders to be a source of trusted advice and support on HR matters.
• Work with judicial leaders to support their talent management, succession planning and career conversations within their areas of responsibility.
• Engage and support judicial leaders with the Inclusion and Diversity agenda.
• Provide advice to enable judicial leaders to take proactive steps to deal with or pre-empt issues relating to judicial health, welfare, conduct and performance, and to provide high quality timely advice on specific or generalised HR problems. You will support the management of the regional HR caseload. You will use data to identify relevant existing and likely future trends.
• Line management of at least one HEO grade.
• Operate as an integral member of the HRBP Team, scanning for emerging trends and acting as an intelligent customer into the wider HR Teams.
• Connecting with HMCTS HRBP colleagues to provide holistic HR advice and support where issues cross boundaries of staff and the judiciary.
• Work closely with the respective HMCTS Judicial Secretariat (who administer judicial resourcing across the region) as appropriate, to identify and address relevant HR issues.
• To gain a clear understanding of the priorities of the Lady Chief Justice and Senior President Tribunal and be able to translate these, alongside the JO Business Plan and HR Strategy, into a regional plan that will add value to the local judiciary.
• Demonstrate commitment to personal and team members continuous development, professional expertise and skill.
Essential criteria: We will assess your ability to:
• Build strong and effective HR partnerships and relationships; being recognised as a trusted HR professional.
• Deliver effective outcomes in an ambiguous environment.
• Extract, analyse and present MI and data to the business to back up propositions.
• Demonstrate excellent communication and listening skills, including the confidence to speak with credibility and authority when operating at a senior level.
• Work collaboratively and proactively with stakeholders both internally and externally.
• Align activities to contribute to wider organisational priorities and be alert to emerging issues and trends which might impact on your and the wider HR area.
• Maintain and review systems and service to ensure delivery of professional excellence and establish ways to find and respond to feedback from customers about the service.
• Share information as appropriate and act as an intelligent customer for the wider HR service, communicating in a straightforward, honest and engaging manner.
• Encourage joined up teamwork within own team and across other groups. Establish professional relationships with a range of stakeholders. Collaborate with these to share information, resources and support.
• Consider the impacts of own and team's activities on stakeholders and end users.
• Highly credible HR or operational experience and a sound understanding of employment law and the skills to support and advise key leaders. An ability to use this knowledge and experience in an ambiguous context., If the vacancy is offered as Fixed Term Appointment/Loan, existing Civil Servants must join on a Loan basis only. Prior agreement to be released on loan must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.
This vacancy is using Success Profiles and will assess the Behaviours, Experience and Strengths elements. Application stage As part of the application process you will be asked to provide a CV setting out your career history. We will also assess you against these behaviours during the application stage:
• Seeing the Big Picture (250 word limit) Lead Behaviour.
• Communicating and Influencing (250 word limit)
• Leadership (250 word limit)
In the event of a large number of applicants, an initial sift will be conducted on the lead behaviour. Those who are successful in the initial sift will then be scored on all elements of the application Interview stage Candidates will be tested at interview using behaviours and strengths from the Civil Service Success Profile Framework. It is anticipated that interviews will take place between w/c 19th October and w/c 26th October but please note that dates are subject to change. Additional Information Working Arrangements & Further Information 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., 250 Seeing the Big Picture Communicating and Influencing Leadership 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 Expected w/c 19th and 26th October 2026 but this is subject to change Behaviours Seeing the Big Picture Communicating and Influencing 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 DBS Standard Counter Terrorism Check (CTC)


• High levels of ability to work with data, including analysis, interpretation and presentation.
• Understanding of the Judiciary.
• Understanding of HMCTS business and its challenges or willingness to learn about these matters quickly.
Success Profile Behaviours: Seeing the Big Picture Leadership Communicating and Influencing Making Effective Decisions Technical Skills/Qualifications:
• Level 5 qualified / CIPD qualified or willing to work towards. This role can be linked to the HR Apprenticeship (Level 5) and as a route into CIPD qualification.
Security clearance required:
• Security clearance will include a requirement of CTC and DBS
  
  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.