Joint Head Judicial Workforce & Attraction Team: Attraction & OutreachMinistry of Justice

23516

Descriptions & requirements

Job description

Joint Head of Judicial Workforce & Attraction: Attraction and Outreach

Grade: Grade 7

Directorate / Team: Judicial Office HR – Judicial Workforce & Attraction Team

Reports to: Head of Centres of Expertise, Judicial Office HR

Location: Royal Courts of Justice, London

Salary: £63,343

Contract: Permanent

Judicial Office

The Judicial Office reports to, and is accountable to, the Lady Chief Justice. We support the Lady Chief Justice and the wider judiciary in upholding the rule of law and delivering justice impartially, speedily and efficiently. We also support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

We are an Arm’s Length Body sponsored by the Ministry of Justice. Our work sits in a distinctive and complex environment: priorities are agreed with the senior judiciary and delivered in close partnership with HM Courts & Tribunals Service, the Ministry of Justice, the Judicial Appointments Commission, other government bodies and the legal professions.

Judicial HR

Judicial HR is not a typical HR function. Everything we do must meet the often complex needs of judicial office holders, who are not employees or civil servants. The Centres of Expertise portfolio provides specialist leadership across strategic judicial resourcing, HR policy and strategy, and welfare and casework.

Summary of the role

The Judicial Office is seeking a Grade 7 Joint Head of Judicial Workforce & Attraction: Attraction and Outreach, to provide strategic leadership for attraction, outreach and candidate pipeline development relating to judicial recruitment.

This is a new, dedicated leadership role within the Judicial Workforce & Attraction Team. It has been created to strengthen how we plan and deliver attraction activity. The postholder will lead outreach activity in support of judicial recruitment exercises, oversee judicial work shadowing and candidate support, and develop a more evidence-led approach to candidate preparedness and attraction. They will work across a complex stakeholder landscape to ensure activity is targeted, inclusive, well governed and aligned with future judicial workforce needs.

Responsibilities

Lead the development and delivery of a coherent judicial attraction and outreach strategy, ensuring activity is planned early and aligned with current and future judicial workforce requirements.

Use eligible pool analysis, recruitment outcomes, candidate feedback and wider workforce insight to identify pipeline gaps, target activity and evaluate impact, particularly for salaried and hard-to-fill roles.

Develop a joined-up candidate preparedness offer, providing strategic oversight of outreach seminars, judicial work shadowing, study groups and relevant elements of candidate support programmes.

Improve how judicial opportunities are presented by reviewing candidate information, adverts and seminars, and by exploring how flexible working models may support attraction.

Build effective partnerships with the Judicial Appointments Commission, HM Courts & Tribunals Service, the Ministry of Justice, the judiciary, professional bodies and internal Judicial Office colleagues

Provide visible leadership, high-quality advice and effective governance, ensuring attraction and candidate support programmes are accessible, fair, consistently managed and focused on agreed priorities.

Who we are looking for

You will be a strategic and improvement-focused leader who can create clarity in a developing area, use evidence to make sound decisions and bring partners with you. You will understand how attraction and outreach contribute to immediate recruitment delivery, diversity objectives and the long-term sustainability of the judiciary.

Essential knowledge, experience and skills

Experience of leading strategic attraction, outreach, recruitment, workforce planning, talent, diversity or pipeline development activity.

Strong ability to use data, evidence and insight to shape priorities and inform senior decision-making.

Experience of working with senior stakeholders and building effective partnerships across organisational boundaries.

Experience of working with professional bodies, legal networks, senior office holders or independent appointments processes

Excellent written and verbal communication skills, with the ability to produce clear advice, briefings and strategic recommendations.

A strong understanding of judicial recruitment principles and processes; knowledge of judicial appointments and judicial resourcing.

CIPD qualified (Associate Level 5) or equivalent

Behaviours for recruitment / Success Profiles

Seeing the Big Picture

Managing a Quality Service

Communicating and Influencing

Making Effective Decisions

Assessment process at application

An anonymised CV.

A statement of suitability of up to 1,000 words.

If a high number of applications is received, an initial sift may be conducted on the CV. Candidates who pass the initial sift will either progress to a full sift, where all application criteria are assessed, or progress directly to interview.

Assessment process at interview

Interview by Microsoft Teams. Candidates will be assessed against the advertised behaviours and experience.