Key dates (dates are indicative only and could be subject to change)
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Closing date - 28th June 2026, at 23:55
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Sifting - 29th June 2026 onwards
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Main panel interviews - 13th and 14th July 2026. All Cardiff interviews will be conducted in-person in our Cardiff office. All Edinburgh interviews will be conducted via Microsoft Teams.
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Stakeholder engagement panel - 16th July 2026, via Microsoft Teams
Communications will be electronic via email therefore it is important that you check your Civil Service Jobs account regularly, as well as your spam/junk email folder.
In your application form wed like you to:
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Tell us about your employment history, including any key responsibilities and achievements.
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Write a 1250 word personal statement where you demonstrate how you meet the skills required for this role, providing examples to evidence your level of skill. In your personal statement we are looking for evidence of:
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Demonstrable experience of designing, building and embedding resourcing or people operations functions, including setting up new teams, services or operating models from the ground up, or leading significant transformation of existing services to improve efficiency, consistency and user experience.
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Proven ability to design and implement automated and digitised HR processes, including self‑service models and end‑to‑end workflows across the employee lifecycle, with experience of integrating HR processes with payroll and associated systems.
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Deep understanding of effective use of digital and social media platforms for talent attraction, outreach and employer branding.
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Exceptional leadership, coaching and people management skills, with a strong track record of building, inspiring and developing high‑performing, inclusive teams through change and growth.
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Outstanding communication, influencing and stakeholder management skills, with the credibility and confidence to build trust and productive relationships at all levels of the organisation.
Were committed to being diverse and inclusive, so please make your application anonymous by removing all identifying personal information (such as names and dates) from your employment history and personal statement.
Your personal statement should aim to make use of the full wordcount and show how you meet the above criteria. Please give clear and specific examples of what you have done personally and the impact it has had.
What will the process look like?
1. Sift
Once the advert has closed we will sift applications - this involves reading through them all, please bear with us as this can take some time. The panel will look at your work history and personal statement and are looking for evidence of the stated points.
We may raise the score required if we receive a high number of applications. We may also choose to take through the highest performing candidates to the next stage. If, after the final stage is completed and roles are unfilled, we will proceed to invite lower scoring candidates to interview.
Also, if we receive a high volume of applications, we may carry out a pre-sift and will look at your application for evidence of: Exceptional leadership, coaching and people management skills, with a strong track record of building, inspiring and developing high‑performing, inclusive teams through change and growth. Those applications which are successful at pre-sift stage will then progress to the main sift, where we'll read and score the rest of your application.
2. Main Panel Interview
Successful candidates from the sift stage will be invited to attend an interview.
Cardiff applicants - Interviews will be conducted in-person in our Cardiff office (Crown Way, Cardiff, CF14 3UZ) on Monday 13th July and Tuesday 14th July.
Edinburgh applicants - Interviews will be conducted virtually via Microsoft Teams and we aim for these to take place on Tuesday 14th July.
The above dates are indicative only and could be subject to change.
Please make it clear in your application if you will be based in our Cardiff or Edinburgh office so we can organise interviews accordingly.
Companies House uses a blended interview technique, allowing us to find out more about you. We use the Success Profile framework and at interview we will be assessing Behaviours and Experience.
At interview, we will be asking questions relating to the following:
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Behaviours: Seeing the Big Picture, Working Together, Delivering at Pace
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Experience, as listed in the person specification
3. Stakeholder Engagement Panel
All candidates who are invited to interview will also be invited to a stakeholder engagement panel. These will be conducted virtually on Microsoft Teams on Thursday 16th July.
The panel will consist of different stakeholders across the organisation, and they'll be assessing:
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Behaviour: Leadership
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Experience: Outstanding communication, influencing and stakeholder management skills, with the credibility and confidence to build trust and productive relationships at all levels of the organisation.
4 . Offer
Once all interviews have been completed, you will be notified of the outcome. Offers will be made in strict merit order. The lead criteria to distinguish between tied candidates will be Experience.
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles (of the same or lower grade). Subject to business need, if a suitable position opens during this time we may reach out to individuals in merit order.
Our recruitment process is underpinned by the principle of recruitment based on fair and open competition with decisions made on the basis of merit, as outlined in the Civil Service Commissioners Recruitment Principles.
Successful candidates must pass a Baseline Personnel Security Standard (BPSS) check before they can be appointed.
BPSS is an entry level security check. It uses the Police National Computer (PNC) to make sure a candidate has no convictions. The check returns evidence of any current criminal record and un-spent convictions under the Rehabilitation of Offenders Act 1974.
Successful candidates must also meet the security requirements for Security Check (SC) before they can be appointed.
The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years. Failure to meet the residency requirements will result in your security clearance application being rejected.
Sponsorship
Companies House cannot offer Visa sponsorship to candidates through this campaign. Companies House holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify. Should you apply for this role and require sponsorship, your application may be rejected, and any provisional offers of employment withdrawn.
Pre-Employment Checking
In line with Government guidance, successfully appointed candidates will need to provide documents for our Right to Work checks.
From June 2026, applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). Your personal details (name, National Insurance number, and date of birth) will be checked against the Civil Service Resourcing Extract IFD.
This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued.
If your details appear on this database, you will not be offered employment unless you can demonstrate exceptional circumstances. Companies House, acting on behalf of the vacancy holder, will inform you if your application is refused for this reason.
Please note: You are not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Nationality statement
As part of our recruitment process, it is essential for all candidates to independently verify their eligibility to work in the UK before applying. This includes a thorough check of your right to work to ensure compliance with UK employment laws, being mindful of the recent changes to going rates detailed on GOV.UK.
Please ensure you have the necessary documentation and permissions in place. Our team is dedicated to fostering a diverse and inclusive workforce and encourages applicants from all backgrounds to apply. However, it is the candidate's responsibility to ensure they meet the UK's legal requirements to work.
Feedback will only be provided if you attend an interview or assessment.
