Bristol, London
Job Summary
Are you interested in a role that will influence the future of Defence? We are seeking individuals to join our team and contribute to a transformation programme within Defence People.
Following the launch of modernised HR Services for civilian staff, Defence has initiated a programme to expand and enhance the Oracle Fusion platform. This programme simplifies policies and processes, offering innovative services for Defence’s civil servants, military personnel, their dependents, veterans, and associated organisations. Managers and HR professionals will gain user-centred tools for better staff management and improved self-service user experiences.
We play a key role in the MOD’s Corporate Services Modernisation (CSM) Portfolio and digitalisation goals, supported at the highest levels. Your work will directly improve service user satisfaction.
Our Change & Communications group spearheads the digital transformation of HR Services for the Armed Forces, veterans, MOD Civil Servants, and other associated entities. We encourage a culture of learning and knowledge sharing. You will assist with delivering change through communications across the enterprise at an exciting time to shape the future of a vital Defence capability in a rewarding and varied function.
Job Description
This key role in the DefHRS programme is vital for implementing the Defence People Strategy by updating personnel administration and HR services for military and civilian personnel.
The programme is entering a critical phase of implementation in 2025-27, delivered using an Agile Approach alongside a traditional waterfall environment and existing Government Routes for resilience and flexibility.
Desirable attributes for a candidate encompass promptly addressing issues, serving as a role model, professional curiosity, and problem solving.
Responsibilities Include:
- Support Change Management Activities: Assist in the development and implementation of change management plans, including communication strategies and training programmes. Ensure that these plans are executed effectively to support the adoption of new digital systems and processes.
- Stakeholder interaction: Facilitate regular engagement with stakeholders to keep them informed about the progress of the digital transformation programme. Address concerns or questions they may have and provide updates on key milestone.
- Define Change Objectives: Understand the goals and desired outcomes of the change initiative and align the change efforts with the programme’s strategic objectives.
- Stakeholder Engagement: Identify and manage stakeholders impacted by the change. Inform on communications products to ensure stakeholders understand the need for change and their roles.
- Change Impact Assessment: Preparing users for digital change, ensuring they understand why changes are being made (and the benefits), assessing users’ readiness for change, and identifying appropriate interventions to support them through the change (e.g., training requirements).
- Change Strategy and Planning: Develop and implement a change management strategy that aligns with Defence People vision. Create detailed plans for change activities, including training, communication, and support.
- Support Adoption: Collaborate with teams to ensure new processes or systems are understood and adopted. Organise and oversee training, workshops, and other learning activities.
- Monitor and Report on Progress: Measure the effectiveness of the change initiative by tracking key performance indicators and benefits realisation. Provide regular updates to leadership on progress, challenges, and outcomes.
- Address Resistance: Identify sources of resistance and with Communications work proactively to mitigate them. Support to teams and leaders to foster a positive change culture.
- Benefits Realisation: Support the Benefits lead to ensure that the changes deliver the expected business benefits. Monitor and sustain the changes after implementation to ensure long-term success.
- Collaboration: Work closely with stakeholder organisational project teams, to ensure alignment and integration of change management activities with overall project goals and timelines.
- Risk Management: Support the Risk Manager to Identify and escalate risks associated with change management activities, ensuring that potential issues are addressed proactively
This position requires 37 hours per week.
This key role in the DefHRS programme is vital for implementing the Defence People Strategy by updating personnel administration and HR services for military and civilian personnel.
The programme is entering a critical phase of implementation in 2025-27, delivered using an Agile Approach alongside a traditional waterfall environment and existing Government Routes for resilience and flexibility.
Desirable attributes for a candidate encompass promptly addressing issues, serving as a role model, professional curiosity, and problem solving.
Responsibilities Include:
- Support Change Management Activities: Assist in the development and implementation of change management plans, including communication strategies and training programmes. Ensure that these plans are executed effectively to support the adoption of new digital systems and processes.
- Stakeholder interaction: Facilitate regular engagement with stakeholders to keep them informed about the progress of the digital transformation programme. Address concerns or questions they may have and provide updates on key milestone.
- Define Change Objectives: Understand the goals and desired outcomes of the change initiative and align the change efforts with the programme’s strategic objectives.
- Stakeholder Engagement: Identify and manage stakeholders impacted by the change. Inform on communications products to ensure stakeholders understand the need for change and their roles.
- Change Impact Assessment: Preparing users for digital change, ensuring they understand why changes are being made (and the benefits), assessing users’ readiness for change, and identifying appropriate interventions to support them through the change (e.g., training requirements).
- Change Strategy and Planning: Develop and implement a change management strategy that aligns with Defence People vision. Create detailed plans for change activities, including training, communication, and support.
- Support Adoption: Collaborate with teams to ensure new processes or systems are understood and adopted. Organise and oversee training, workshops, and other learning activities.
- Monitor and Report on Progress: Measure the effectiveness of the change initiative by tracking key performance indicators and benefits realisation. Provide regular updates to leadership on progress, challenges, and outcomes.
- Address Resistance: Identify sources of resistance and with Communications work proactively to mitigate them. Support to teams and leaders to foster a positive change culture.
- Benefits Realisation: Support the Benefits lead to ensure that the changes deliver the expected business benefits. Monitor and sustain the changes after implementation to ensure long-term success.
- Collaboration: Work closely with stakeholder organisational project teams, to ensure alignment and integration of change management activities with overall project goals and timelines.
- Risk Management: Support the Risk Manager to Identify and escalate risks associated with change management activities, ensuring that potential issues are addressed proactively
This position requires 37 hours per week.
Person specification
Desirable Experience
- Experience of working within a changing environment, demonstrating the ability to recognise people’s different responses to change (including their own) and to effectively adapt and support themselves and others through that change.
- Ability to work collaboratively and inclusively with a wide range of people within and outside Defence, using good influencing, negotiation, and facilitation skills to manage expectations and respond effectively in challenging situations.
- Effective and engaging communication skills with the ability to adapt approach (in writing and in person), including presenting complex/technical information in a relevant and accessible way for a range of audiences.
- Ability to gather information, understand processes and ways of working, and recommend appropriate courses of action, considering a range of views.
- Demonstrates an inclusive approach to working within and across teams, building good working relationships by showing appreciation for the diverse knowledge, skills, and experiences of colleagues.
Qualifications:
- Ability to work effectively in a changing environment, recognising and adapting to different responses to change.
- Capability to work collaboratively and inclusively with a wide range of people within and outside Defence.
- Proficiency in influencing, negotiation, and facilitation skills to manage expectations and respond to challenging situations.
- Effective communication skills, adaptable in writing and in person, capable of understanding and presenting complex/technical information accessibly for diverse audiences.
Desirable Qualifications
- APMG International Change Management Certification; BCS Specialist Certificate in Change Management or other equivalent qualification.
Important Information
Please be advised that, while this is a permanent contract, the programme's duration is projected to last to 2027. Upon successful completion of the programme, you will be reassigned to another Defence People role at the same grade and pay level.
Behaviours
We'll assess you against these behaviours during the selection process:
- Changing and Improving
- Delivering at Pace
- Working Together
We only ask for evidence of these behaviours on your application form:
- Delivering at Pace
- Working Together
Alongside your salary of £36,530, Ministry of Defence contributes £10,582 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an employer contribution of 28.97%
Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to capacity and any required workplace adjustments. Requirements to attend other locations for official business, or work in another MOD office, will also count towards this level of attendance. Applicants can request further information regarding how this may work in their team from the Vacancy Holder (see advert for contact details). Defence Business Services cannot respond to any questions about working arrangements.
The post does not offer relocation expenses.
External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.
Please Note: Expenses incurred for travel to interviews will not be reimbursed.
Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts.
Any move to MOD from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/.
The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.
MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
Selection Process Details:
This vacancy is using Success Profiles (opens in a new window) and will assess your Behaviours and Experience.
Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience and a personal statement providing (max 500 words) evidence against the essential criteria.
At sift, you will be assessed against your CV and Statement of suitability and the following:
- Delivering at Pace
- Working Together
At Interview, You Will Be Assessed Against The Following:
- Changing and Improving
- Working Together
When choosing your Behaviour examples, please make sure you use real life scenarios that relate to your own experiences. Whilst technology may help to enhance your written submission, presenting the ideas of others or those generated by technology, could result in your application being rejected.
Feedback will only be provided if you attend an interview or assessment.
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed.
The level of security needed is Security Check (opens in a new window).
The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: DBSCivPers-Resourcingteam3@mod.gov.uk .
As a result of the changes to the UK immigration rules which came in to effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points based system, where a role has been deemed to be business critical. This role does not meet that category and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points based system.
Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.
Feedback will only be provided if you attend an interview or assessment.
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
Security
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This Job Is Broadly Open To The Following Groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window)
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
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.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
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.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
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 (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
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 : Sacha Brooks
- Email : Alexandra.Brooks566@mod.gov.uk
Recruitment team
- Email : DBSCivPers-Resourcingteam3@mod.gov.uk
Further information
Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: info@csc.gov.uk.
