Deputy chief financial officer Work, Jobs in Ealing, Gtl (with Salaries)

Deputy Chief People Officer
UK Research and Innovation —London
- £94,931 a year
- Full-time
- Presentation skills
- Continuous improvement
- No degree
- Annual leave
- Employee discount
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- From £200,000 a year
- Full-time
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- Full-time
- Management
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- Master's degree
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SiriusPoint —London
- Management
- Analysis skills
- Bachelor's degree
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Senior Credit Manager (Specialty Finance)
Shawbrook —London
- Full-time
- Leadership
- Communication skills
- Employee assistance programme
- Employee discount
Deputy Head of MLRO (DMLRO) and Compliance
Nuvei —London
- Hybrid work
- English
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NEW JOB *** Deputy MLRO
Wintermann Search —London
- Call to connect
Deputy Director, Senior Finance Business Partner - Portfolio & Programme Finance
Home Office —London
- £86,000 - £96,000 a year
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Corpay —London
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Department for Culture, Media and Sport —London
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Department for Work and Pensions —London
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Deputy Chief People Officer
UK Research and Innovation —London
Lead the people elements of major organisational change and transformation programmes, providing expert advice on organisation design, workforce transition,…
£94,931 a year
Group Chief Financial Officer (Relocation to Milan)
Satispay —London
Executive Experience: A minimum of 8 years in progressive financial leadership roles, including at least 3 years acting as a Group CFO, VP of Finance, or Deputy…
From £200,000 a year
Quick apply
3d

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deputy chief financial officer jobs near ealing, gtl

Deputy Chief People Officer

UK Research and Innovation -
London

Apply Now

Job details

Permanent | Full-time
£94,931 a year

Benefits

Annual leave
Company pension
Employee discount

Qualifications

Senior management experience
Stakeholder liaison
Coaching
Employee relations
Change management
Workforce planning strategy
Presentation skills
Continuous improvement
Partnership building
Decision making
Risk management
Human resources
Change leadership
Human resources business partnering experience
Budgeting
Leadership
Communication skills
Negotiation

Full job description

Details

Reference number

471019

Salary

£94,931

per annum

A Civil Service Pension with an employer contribution of 28.97%

GBP

Job grade

Other

Contract type

Permanent

Business area

UKRI - Human Resources

Type of role

Human Resources

Working pattern

Full-time

Number of jobs available

Location
About the job
Benefits
Things you need to know
Apply and further information

Location

Swindon or Oxford (Didcot) based. Regular travel to London and occasional travel to UK wide UKRI locations will be required.

About the job

Job summary

We are seeking an exceptional senior HR leader to join UKRI as Deputy Chief People Officer. Reporting to the Chief People Officer, this role will play a pivotal part in leading the HR function, delivering our new People Strategy and supporting the organisation through an ambitious programme of organisational transformation.

Operating with a high degree of autonomy, the Deputy Chief People Officer will provide strategic leadership across the full people agenda, acting as a trusted adviser to senior leaders and leading on complex organisational and workforce matters. The postholder will deputise for the Chief People Officer as required, representing the function at Executive Committee and other senior governance forums, leading UKRI's engagement with our recognised trade unions and playing a key role in shaping organisational strategy and major transformation programmes.

The role has strategic accountability for the HR Business Partnering function across UKRI, ensuring it enables organisational performance and delivers high-quality, commercially focused people solutions. A key priority will be to strengthen partnership working between the HR Business Partnering function and our specialist Centres of Expertise, creating an integrated, collaborative and customer-focused HR operating model that delivers seamless support to leaders across UKRI.

As a member of the HR Leadership Team, you will lead and develop a high-performing team of HR Business Partners, enabling them to anticipate, influence and respond to organisational priorities across UKRI. You will ensure the delivery of effective strategic business partnering to UKRI's Councils, Centres, Institutes and Units (CIUs) and corporate functions, while working closely with the Deputy Directors who lead our Centres of Expertise to deliver joined-up, high-quality people services. You will also drive organisational design, development and change initiatives, co-ordinating the people aspects of major transformation programmes across the organisation.

Job description

UKRI HR Leadership

Provide strategic leadership across the full people agenda and act as Deputy Chief People Officer, exercising delegated authority and deputising for the Chief People Officer as required.
Support the Chief People Officer in setting the strategic direction, priorities, performance and reputation of the HR function, acting as a visible executive leader across UKRI.
Be an active member of the HR Senior Leadership Team, shaping and delivering UKRI's People Strategy and Delivery Plan and wider workforce priorities.
Lead the continued transformation of the HR function, embedding a modern, integrated and customer-focused operating model that strengthens collaboration across the HR Business Partnering function and Centres of Expertise and delivers high-quality, strategically aligned people services.
Serve as a full member of the People and Workforce Planning Committee and the Joint Negotiating and Consultative Committee. Deputise for the Chief People Officer at Executive Committee and other executive-level governance forums and committees, including the above, as required, representing the organisation on strategic people, workforce and organisational matters.
Build trusted relationships with senior leaders across UKRI, including the Operational Leadership Team, Executive Chairs, Chief Operating Officers and Centres, Institutes and Units leadership teams, providing strategic advice, coaching and constructive challenge on organisational performance, leadership, workforce and culture.
Champion innovation and continuous improvement across the HR function, ensuring HR systems, governance, processes and ways of working remain fit for the future and support organisational transformation.
Drive the performance, capability and professional development of the HR function, fostering an inclusive, collaborative and customer focused 'One HR' culture that reflects UKRI's values.

Strategic HR Business Partnering

Provide strategic leadership for the HR Business Partnering function, ensuring it delivers high-quality, commercially focused support that enables organisational performance and successful delivery of UKRI's strategic priorities.
Lead, develop and inspire a high-performing team of HR Business Partners, building capability in strategic workforce planning, change leadership and strategic business partnering.
Ensure the effective delivery of UKRI's People Strategy and Delivery Plan through strong partnerships with business leaders, translating organisational priorities into local people strategies, workforce plans and change initiatives.
Working closely with the Deputy Director for Talent Management, strengthen strategic workforce planning capability across UKRI, ensuring workforce decisions are informed by robust evidence, future skills requirements and organisational priorities.
Assess and develop the capability, capacity and effectiveness of the HR Business Partnering function to meet current and future organisational needs.
Foster strong partnership working between the HR Business Partnering function and the Centres of Expertise, embedding an integrated 'One HR' approach that delivers consistent, customer-focused and evidence-based people solutions.
Use people insight, workforce data and organisational intelligence to inform strategic decision-making, identify emerging risks and opportunities, and shape people interventions across UKRI.
Ensure consistent approaches across Councils, Centres, Institutes, Units and professional functions, promoting shared learning, continuous improvement and greater harmonisation of people practices.
Establish high standards of professional practice, performance and accountability across the HR Business Partnering function, ensuring the delivery of high-quality, value-adding services.
Enable senior leaders to improve organisational performance through effective organisation design, workforce planning, leadership development, organisational development and culture change, ensuring people strategies drive sustainable organisational performance and successful transformation across UKRI.
Lead the strategic planning and management of the HR Business Partnering budget and resources, ensuring effective deployment of people and financial resources to deliver organisational priorities and value for money.

Organisation Development, Design and Change

Provide organisation-wide leadership on organisational development, organisational design and the people aspects of transformation, ensuring UKRI has the capability, structures and culture required to deliver its strategic ambitions.
Lead the people elements of major organisational change and transformation programmes, providing expert advice on organisation design, workforce transition, change management and implementation planning.
Shape long-term organisational capability and workforce strategies, ensuring organisational design, leadership and workforce planning are aligned to future business requirements.
Work with programme leaders, the Programme Management Office and senior stakeholders to ensure people implications are fully considered within business cases, programme design and transformation delivery.
Champion evidence-based approaches to organisational effectiveness, leadership and culture, embedding best practice across UKRI.

Trade Union Relations

Lead UKRI's strategic engagement with recognised Trade Unions, working closely with Deputy HR Directors and their teams to build constructive relationships that support organisational change and positive employee relations.
Chair the Trade Union Change Sub-Committee and serve as a full member of the Joint Negotiating and Consultative Committee, deputising for the Chief People Officer as required.
Act as the senior escalation point for complex, high-risk and sensitive employee relations matters, working closely with the Deputy Director for HR Delivery as appropriate.

Governance, Risk and Corporate Leadership

Ensure effective governance, assurance, risk management and compliance across the HR Business Partnering function and contribute to organisation-wide people governance.
Represent UKRI internally and externally, influencing policy, sharing best practice and building effective relationships across government and the wider HR profession.
Champion UKRI's values, equality, diversity and inclusion, wellbeing and leadership expectations, acting as a visible role model for the organisation.

Person specification

This role requires an accomplished senior HR leader with broad experience across the HR profession. While the postholder will have strategic accountability for the HR Business Partnering team, this is first and foremost a Deputy Chief People Officer role. The successful candidate will provide organisation-wide leadership across the people agenda, shape the future direction of the HR function and work in close partnership with the Deputy Directors of HR leading the Centres of Expertise to deliver an integrated, high-performing HR function.

The successful candidate will be an experienced, collaborative and authentic leader who thrives in a complex environment and enjoys working as part of a high-performing, close-knit leadership team with a shared commitment to delivering significant organisational transformation. They will be equally comfortable shaping strategy, leading change and supporting colleagues to deliver outstanding outcomes for the organisation, while acting as a trusted deputy to the Chief People Officer.

Candidates will be assessed against the following essential criteria throughout the recruitment process:

Qualifications:

Degree-level qualification or equivalent senior professional experience, and Chartered Member (MCIPD) or Fellow (FCIPD) of the CIPD, or able to demonstrate an equivalent level of professional expertise. (S)

Experience

Proven senior HR leadership experience within a large, complex, matrixed and regulated organisation, leading organisation-wide people strategy across multiple business areas and diverse stakeholder groups, with strategic accountability across the full HR agenda, including HR Business Partnering, to deliver organisational objectives and performance. (S)
Significant experience of leading and developing high-performing HR functions, including transforming HR operating models, delivering integrated customer-focused HR services, and leading large-scale organisational transformation encompassing organisational design, workforce change, cultural change and business transformation. (S&I)
Experience of operating as a trusted adviser to Executive Teams, Boards and senior leaders, influencing strategic decisions on workforce, leadership and organisational matters. (I)
Experience of developing constructive relationships with recognised Trade Unions and leading complex employee relations within a unionised environment. (I)
Experience of operating within robust governance frameworks and exercising sound commercial, financial and organisational judgement. (I)

Leadership, Knowledge and Personal Attributes

Outstanding strategic HR leadership capability, with the credibility, presence and judgement to influence Executive Committees, Boards and senior stakeholders.(S&I)
Excellent commercial, financial and organisational awareness, using workforce insight, data and evidence to inform strategic decision making, balance organisational priorities and manage organisational risk.(S&I)
Exceptional communication, influencing and relationship-building skills, with the ability to provide constructive challenge, negotiate effectively and build trust with a wide range of stakeholders. (I)
A collaborative and inclusive leadership style, with the resilience, integrity and authenticity to lead through complexity and sustained organisational transformation, build high-performing teams and a strong 'One HR' culture, and champion UKRI's values, equality, diversity and inclusion, wellbeing, coaching and continuous improvement. (I)

(S) - assessed at shortlisting, (S&I) - Assessed at shortlisting and interview, (I) Assessed at interview

Benefits

Alongside your salary of £94,931, UK Research and Innovation contributes £27,501 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .

UKRI can offer the successful candidate:

Flexible Working
30 days annual leave + Public Holidays
Access to Civil Service Pension Scheme
Various everyday discounts through our dedicated provider

Visit our dedicated benefits webpage for more info: Benefits of working at UK Research and Innovation (UKRI)

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

Selection process details

To find out more about the role and submit an application please click 'apply' to visit our careers page.

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

Open to UK nationals only.

Working for the Civil Service

Please note this Post is NOT regulated by the Civil Service Commission.

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and 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 .

Apply and further information

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

Name : Senior Recruitment Team
Email : [email protected]

Recruitment team

Email : [email protected]

Apply Now

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Details

Reference number

Salary

Job grade

Contract type

Business area

Type of role

Working pattern

Number of jobs available

Contents

Location

About the job

Job summary

Job description

Person specification

Benefits

Things you need to know

Artificial intelligence

Selection process details

Security

Nationality requirements

Working for the Civil Service

Diversity and Inclusion

Apply and further information

Contact point for applicants

Job contact :

Recruitment team