Bristol, Darlington, Leeds, London, Manchester, Wolverhampton
Job Summary
Have you got exceptional written and oral communication skills?
Do you enjoy building solid working relationships with internal and external stakeholders?
If so, we have an exciting opportunity for a Grenfell Inquiry Response Wellbeing and Culture Lead to join our team at the Ministry of Housing, Communities and Local Government (MHCLG) and we'd love to hear from you!
The Ministry for Housing and Communities and Local Government is leading within Government on the response to the Grenfell Tower fire. Our focus is on supporting the Grenfell community to recover from the fire and build a lasting legacy.
The Grenfell Inquiry Response and Litigation Division (GIRL) is responsible for supporting the new stewardship operating model which has been informed by the lessons learned through the Grenfell Tower Inquiry and retains responsibility for leading the department’s ongoing response to the Inquiry’s final report.
This is a sensitive and dynamic G7 role responsible for leading MHCLG’s work to make sure adequate support is in place for staff and witnesses and that we have captured and acted on the lessons learned through the Inquiry response.
This is a key role that deliver on priorities for Ministers. We are looking for a candidate with experience in policy development who are looking to bring their experience to a high profile and sensitive environment to make a tangible difference for the communities we serve.
Job Description
As the Grenfell Inquiry Response Wellbeing and Culture Lead your responsibilities will include:
- Leading the Grenfell Inquiry Response Wellbeing and Culture team, including line management of one SEO with countersigning responsibility for one HEO.
- Providing visible leadership across the wider Division.
- Design and lead the lessons learned process for the inquiry response, ensuring a comprehensive record of learning is captured for the use of future departmental inquiry teams.
- Working closely with relevant teams in MHCLG and cross-government to ensure lessons learned from the Inquiry’s reports have been captured; inputting into workstreams being taken forward to address those issues pertaining to organisational culture.
- Develop a comprehensive strategy for post-Inquiry witness support.
- Working closely with the MHCLG People, Capability and Change function and external partners to ensure appropriate wellbeing support is in place for those working in a Grenfell team.
- Preparing and coordinating advice for senior colleagues and ministers.
As the Grenfell Inquiry Response Wellbeing and Culture Lead your responsibilities will include:
- Leading the Grenfell Inquiry Response Wellbeing and Culture team, including line management of one SEO with countersigning responsibility for one HEO.
- Providing visible leadership across the wider Division.
- Design and lead the lessons learned process for the inquiry response, ensuring a comprehensive record of learning is captured for the use of future departmental inquiry teams.
- Working closely with relevant teams in MHCLG and cross-government to ensure lessons learned from the Inquiry’s reports have been captured; inputting into workstreams being taken forward to address those issues pertaining to organisational culture.
- Develop a comprehensive strategy for post-Inquiry witness support.
- Working closely with the MHCLG People, Capability and Change function and external partners to ensure appropriate wellbeing support is in place for those working in a Grenfell team.
- Preparing and coordinating advice for senior colleagues and ministers.
Person specification
Essential Criteria
- Excellent written and verbal communication skills, with an understanding of possible sensitivities and an ability to tailor your approach to different audiences.
- Effective stakeholder management skills and the ability to confidently build and maintain excellent relationships, including with external stakeholders.
- High levels of personal resilience with the ability to exercise good judgement and work effectively under pressure.
- Ability to undertake work in a flexible and proactive manner in order to adapt to changing priorities.
- Demonstrable ability to identify risks and resolve issues efficiently across a diverse range of colleagues, stakeholders, and delivery partners.
Desirable Skills/criteria
- Experience drafting. Previous experience of leading a team/line management.
Alongside your salary of £54,531, Ministry of Housing, Communities and Local Government contributes £15,797 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%
Selection process details
As part of our pre-employment checking process we will be using your CV to confirm your job history. Please note that by providing us with your CV you are consenting to us using the information enclosed as part of the checking process. Unless stated otherwise in the advert, your CV will not form part of the assessment but will be used for information purposes and only shared with the panel at interview stage.
Our application system is designed to remove as much bias as possible from the recruitment system – this means that a hiring manager does not know your name, your details, see your whole application in one go (or have your CV at review stage unless stated otherwise).
Your answers are randomised and chunked up. This means that each assessor views sets of responses to questions, for example all candidates’ responses to ‘Seeing the Big Picture’ rather than seeing a candidate’s full application. The science behind this is that recruitment can be subject to ordering and fatigue effects and we want to reduce this as much as possible.
Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors.
When Writing Your Application, Remember
- The assessor won’t be reading your answers sequentially.
- Do not assume that the same assessors will have read all of your answers.
- If talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!)
At sift, we will be assessing
Behaviour (Lead Behaviour): Communicating and Influencing
Behaviour: Making Effective Decisions
Behaviour: Seeing the Big Picture
Behaviour: Delivering at Pace
There is a 250 word limit per question.
In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
The interview will be of a blended nature consisting of the following success profiles elements:
Behaviours: Seeing the Big Picture, Making Effective Decisions, Communicating and Influencing, Delivering at Pace
Strengths
The strength based questions will require natural responses from the candidates.
In the full campaign we will test the below Success Profile Elements:
Behaviours: Seeing the Big Picture, Making Effective Decisions, Communicating and Influencing, Delivering at Pace
Strengths: Yes
We do not consider direct CV applications to our Recruitment mailbox – you must apply for this role via the application link on Civil Service Jobs
Please note that near miss offers may be made at the lower grade to candidates who do not meet the grade criteria for this campaign.
Grade 7 salary
- The salary for this role is £59,946 (London) or £54,531 (National).
- For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable. If you apply for a role that requires a transfer of location, for example if you are transferring from London to a National location, your salary will be adjusted in accordance with our policy on transfer between HQ pay ranges.
Please note that the average employer pension contribution is based upon the National minimum salary for this role. Should your agreed starting salary for this role be different, the average employer pension contribution will be calculated accordingly. If you are a Secondee, this will not apply as you will remain on your home organisation’s terms and conditions.
Benefits
Transfers across the Civil Service on or after 4 October 2018:
Any move to MHCLG 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
For further information about the benefits available to MHCLG employees, please see the attached Candidate Pack.
GEOGRAPHICAL LOCATION:
- Darlington*
- Wolverhampton
- Bristol
- Leeds
- Manchester
- London
There may be opportunities for candidates to work flexibly depending on the business needs. This will be discussed with the vacancy manager on a case-by-case basis if you are successful for the role.
- Please note: The Darlington Economic Campus (DEC) is a pioneering new cross-government hub which will bring together people across departments and public organisations to play an active role in the most important economic issues of the day. The work of the Campus will make a real difference to people both across the UK and internationally. There will be substantial career opportunities and exciting prospects - a career at the Campus means you will be working at the heart of Government, with access to the benefits and fantastic opportunities offered by the civil service.
For further information on the DEC, please take a look at the attached DEC candidate pack.
Sift And Interview Dates
Sifting is envisaged to take place w/c 17th March 2025 with interview dates to be confirmed. All interviews are currently being held remotely via videocall.
Reserve List
In the event that we identify more appointable candidates than we currently have posts available, we will hold applicant details in a reserve list for a period of 6 months from which further appointments can be made. This may include roles at a lower grade. Candidates placed on a reserve list will be informed of this. Those candidates who do not wish to remain on the reserve list should contact recruitment@communities.gov.uk to be removed from the reserve list.
CTC (Counter-terrorism Clearance)
Important note
Successful candidates for roles based in our 2 Marsham Street building must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check and the process can take up to 8 weeks to complete.
Please note that successful candidates will need to pass the CTC security checks – this requires you to have been resident in the UK for the past 3 years. Please refer to the MHCLG Notes on Security Clearance section of our Candidate Pack for further information on Counter Terrorism Clearance (CTC). Thank you.
Candidates should also note that with effect from 1st August 2018 the department will also check all applicants who are successful at interview, against the Internal Fraud Database (IFD) held by the Cabinet Office. In accordance with the Civil Service Internal Fraud Policy, any applicant who is included on the IFD will be refused employment by MHCLG. Please see the Candidate Pack for further information on the Internal Fraud Database.
Candidate Pack Information
Please see attached Candidate pack for further information. The candidate pack contains information about the CS Commissioners appeals and complaints procedure.
Before starting your application it’s very important to make sure that you are eligible to apply and meet the Civil Service nationality requirements. All candidates are expected to read the information provided in the MHCLG candidate pack regarding nationality requirements and rules
Internal Fraud Database
The Internal Fraud function of the Fraud, Error, Debt and Grants Function at the Cabinet Office processes details of civil servants who have been dismissed for committing internal fraud, or who would have been dismissed had they not resigned. The Cabinet Office receives the details from participating government organisations of civil servants who have been dismissed, or who would have been dismissed had they not resigned, for internal fraud. In instances such as this, civil servants are then banned for 5 years from further employment in the civil service. The Cabinet Office then processes this data and discloses a limited dataset back to MHCLG as a participating government organisations. MHCLG then carry out the pre employment checks so as to detect instances where known fraudsters are attempting to reapply for roles in the civil service. In this way, the policy is ensured and the repetition of internal fraud is prevented.
For more information please see - Internal Fraud Register
Feedback will only be provided if you attend an interview or assessment.
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 counter-terrorist 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 counter-terrorist 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 : Julia Morrow
- Email : Julia.Morrow@communities.gov.uk
Recruitment team
- Email : recruitment@communities.gov.uk
