Reward Advisor

It's an exciting time to join the Pay and Reward team as we deliver a major programme of pay reform across MoJ. You'll help shape and implement changes that improve pay structures, strengthen fairness and transparency, and ensure our reward offer remains competitive and affordable for the future-making a real difference for colleagues across HQ, Executive Agencies and Arm's Length Bodies. This role will support the Head of Reward and Senior Reward Leads on pay strategy for the MoJ HQ, Executive Agencies and Arm's Length Bodies (ALBs), operating as part of the MoJ People Services division as part of the Pay and Reward, Pensions and Job Evaluation Teams in the MoJ People Group. You'll be leading and contributing to pay for c90k staff who are geographically spread throughout the UK, covering four pay remits, and with an overall pay budget of £4bn. The Senior Reward Advisers support the oversight of the total reward offer that covers job evaluation of all the pay policies for each of our constituent workforce groups i.e. the Senior Civil Service, Civil Service 'delegated grades' at Grade 6 and below, operational Prison Service grades and Probation staff. Some of our services are delivered through several third-party suppliers, e.g. SSCL, My CSP and the Greater Manchester Pension Fund for the Local Government Pension Scheme. The portfolio is varied and wide ranging so there will be flexibility in working across various workstreams and leading on projects which impact some or all workforce groups. Work is varied, giving excellent opportunities for development, negotiation and implementation. Post holders will be working on delivery of annual pay reviews, leading on pay and reward related projects and supporting/coaching colleagues on technical and complex pay cases to ensure pay and reward skills and expertise are shared across the function About the Role This is an exciting and varied remit, covering all aspects of pay and reward including pay awards, pay policies and pay reform in the MoJ. As we continue to review and transform our approach to pay across the MoJ family, this role will be critical to delivering a agenda. In these roles, you will work closely and build and maintain strong relationships with key stakeholders including the wider Reward team, HR team, Probation/Prisons policy teams. Trade Union representatives, Analytical specialists, ALB HR/Corporate teams, Finance and external suppliers. In summary the postholder will support on a varying portfolio including:

• Developing, negotiating and implementing the annual pay award in a timely manner and in compliance with the CS pay guidance and the Prison Service Pay Review Body (PSPRB) recommendations for MoJ HQ it's Arm's Length Bodies (ALBs) and its Executive Agencies.
• Build positive relations with key stakeholders, using data and user insights to develop and implement credible solutions to pay issues and challenges, that deliver value for money.
• Provide effective advice to the business, other teams and external suppliers on pay and reward related issues and policies for the department and it's ALBs and to inform departmental projects.
• Lead ad-hoc projects ensuring alignment with pay and reward strategy and compliance with the CS pay remit guidance and the PSPRB recommendations.
• Lead the development and delivery of improvements to MoJ's reward offering, shaping a future reward strategy that supports the Operating Model Design and Pay Reform (ODPR) programme and aligns with Civil Service wide direction set out in the Civil Service People Plan 2024-27., The Senior Reward Adviser will be required to carry out the following responsibilities, activities and duties:
• Assist the Head of Reward and Senior Reward Leads, in the effective development and delivery of future reward strategies, practices and reward programmes across the business.
• Support in the development of pay and reward proposals for the annual pay awards using data driven evidence. Including using comprehensive data and user insights from diverse sources working alongside data analysts to generate innovative and bias neutral solutions that allow timely decisions and cost effective and satisfactory outcomes for the business.
• Support the reward team in pay negotiations and pay round activity for staff groups reliant on collective bargaining machinery, helping to collate materials and articulate simple solutions to complex pay issues.
• Lead on drafting of briefing papers, ministerial submissions and parliamentary questions, business cases in respect of annual pay awards, taking account of public sector pay policy, CO pay remit guidance, related reward legislation, best practice and governance issues.
• Lead on new pay policy development, introducing innovation and simplification into pay and reward processes and guidance and working with third party partners to deliver service improvement.
• Lead on the drafting of communications for staff and key stakeholder (internal and external), ensuring that diverse audiences can easily understand complex/technical information.
• Provide pay expertise and advice to various MoJ programmes and projects including the wider HR community, Shared Services and the business on solutions to pay and reward issues.
• Line management of a small team, providing direction and support in the day to day running of the team and delivery outputs, ensuring stretching development opportunities to aid retention and build the talent pipeline.
• Build positive relations with key stakeholders (internal and external), providing effective support and advice on all elements of pay and reward for the department, it's Executive Agencies and it's Arms Length Bodies.
• Work closely with the wider Reward teams and People Group to ensure that pay proposals meet wider HR and department objectives. Including liaising with subject matter experts within specific teams, professions and the wider Civil Service (Government People Group and the Government Legal Department) to ensure proposals are well devised and future proofed.
• Work with third party partners to implement pay related changes effectively.
• Consider business case requests that are outside of policy; resolving complex pay issues; modifying processes and practices to improve efficiency and transparency., Please note that whilst we don't assess or score 'desirable' criteria, we may consider evidence provided that demonstrates meeting the desirable elements of the role, only after essential criteria is assessed and where there is a need to differentiate between closely scored candidates.
Application process You will be assessed against the Civil service success profiles framework. Sift Behaviours / Experience (delete as necessary) Please provide examples of how you have met each of the behaviours (or list other criteria) below:
• Communicating & Influencing
• Making Effective Decisions
• Changing and Improving
• Delivering at Pace
Please refer to the CS Behaviours framework for more details, including by grade: https://www.gov.uk/government/publications/success-profiles/success-profiles-civil-service-behaviours#why-we-assess-behaviours If we receive a large number of applications, we will carry out an initial sift on the lead criteria of Communicating & Influencing Candidates invited to Interview Please note that interviews will be carried out in person, in Leeds, Birmingham or London. During the interview, we will be assessing you on Behaviours, Experience, and Strengths from the Success Profiles framework. Additional Information Please note there are four posts available, two permanent and two fixed term (18months). Successful candidates will be allocated to a specific role within the team, with all post-holders expected to work flexibly across priorities. 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., A sift based on the lead behaviour, Communicating and Influencing, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered. Behaviours Application Form Question Word Limit 250 Communicating and Influencing 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 Please describe how your skills and experience demonstrate your suitability for the Senior Reward Adviser role. In your response, provide examples of how you have used data and insight to inform decisio-making, influenced stakeholders to deliver outcomes, and contributed to the development or implementation of HR or reward-related policies or projects. Evidence of Experience CV or Work History, Statement of Suitability


• Experience as an HR Generalist
Desirable Criteria
• Member of the Chartered Institute of Personnel and Development (CIPD) or equivalent or willing to work to gain the qualification.
• Experience in Reward including an understanding of the Civil Service reward landscape, and experience of supporting and implementing pay awards
• Experience in Project Delivery
• Working knowledge of employment law., Communicating and Influencing
Delivering at Pace Changing and Improving Making Effective Decisions, Presentation Level of security checks required Baseline Personnal Security Standard (BPSS)

People and Capability is here to support the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services we provide across the Ministry of Justice (MoJ) to ensure the delivery of high-quality services for our customers. As a department, we are going through a period of significant transformation and our people services are at the forefront of enabling that change. MoJ People and Capability is a team of 1,400 committed and capable professionals delivering people services across the Justice family. At the heart of delivering these services, are our people.

The national salary range is £42,914 - £46,182 London salary range is £49,325- £53,081 Your salary will be dependent on your base location, 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.