HR Director, Chief Digital and Information

Officer Group
SCS Pay Band 1
Reference: 1623535
Closing date: 21st April 2019

Candidate Information Pack 1

Contents

The Person Salary &

The Role
Department Specification Benefits

Application Diversity &

FAQ Contact Us
Process Inclusion
s

2

Esther Wallington, Chief People Officer
Before taking up her current post at HM
Revenue and Customs in December 2016,
Esther was HR Director at the Ministry of
Defence, where she led the HR function
for the Department’s 58,000 civilian
workforce.
Esther is an HR professional with
significant experience in the public sector
and as a consultant. She joined the Civil
Service ten years ago, where she first
worked as a talent and senior
appointments professional for the Top
200. She moved to the Ministry of
Defence in 2011 initially leading Corporate
Capability and then policy, reward and
employee relations, before becoming HR
Director in September 2014.
As Chief People Officer, Esther is
responsible for our strategic objective to
design and deliver a professional,
efficient and engaged organisation and
for our Corporate Communications
function.
Why join HMRC?
HMRC is undergoing huge transformational
change which affects all our people now and in
the future. We are transforming how and where
we work, making use of digital tools and
consolidating our workforce into 13 regional
centres and specialist sites across the UK.
As part of our rapid transformation into a more
digital Organisation where we are increasing our
use of data and transforming how we service our
customers, HR and Communications has a vital
role to play. HMRC is on a digital journey as we
begin to put Technology at the heart of our
decision making and continue our Transformation
into one of the most digitally advanced Tax
Administrations in the world.
This is a fantastic opportunity for a progressive,
innovative HR professional who puts individuals
at the heart of everything they do. You will have
the opportunity to influence, contribute to and
shape HR strategy and enable a key part of our
business to revolutionise the way we provide our
services.
As an HR expert you will be critical in helping us
to build our future. As we move towards our
vision, our workforce will learn new skills, work in
different ways and often in different locations
around the UK. You will contribute to developing
world class leadership, ensuring our leaders and
managers are equipped to deliver our ambitious
Change Management Programme. Working with
HR expert services colleagues you will shape the
approach to Organisation design, workforce
management and planning, learning and
development and the employee proposition. Our
People Strategy is central to us delivering all of
this for a great employee experience. Partnering
the CDIO Director General you will help drive the
People Agenda to support delivery of business
and performance and great employee
experience. You will be in an ideal position to help
our business improve wellbeing and engagement
in the business, a part of which will be embedding
HMRC’s values: to be professional, act with
integrity, show respect and be innovative.
I believe this is an unparalleled opportunity to
enable a workforce of 63,000 people to go
through this sort of transformation in an
Organisation that is crucial to the UK economy
and delivery of public services.
So come and be part of creating a truly world--‐
class, award--‐winning Organisation and build a
team, a career, and a legacy you’ll be proud of.
Esther Wallington, Chief People Officer
HMRC
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About Chief People Officer Function
This role sits within the Chief People Officer Function

The Chief People Officer (CPO) is a member of the HMRC Executive Committee responsible for our strategic objective to Design and
deliver a professional, efficient and engaged Organisation. The CPO has overall accountability for delivering our people priorities, is
accountable for HMRC’s role as a responsible corporate Organisation and for the governance and delivery of HMRC’s HR services. The
CPO function impacts every single one of our people. The corporate communications function is also part of CPO which covers all of our
communications activity both internally and externally.

Our HR Community is made up of around 1,200 people based all over the UK. The CPO community is made up of HR professionals and a
sizeable operational delivery profession. We operate through HR Directors in the business and corporate expert services, including an in
house shared service and tax academy.

We are working to a number of priority Programmes all designed to enable the business to achieve HMRC’s mission and meet our strategic
objectives. To deliver our People Strategy for a great employee experience these Programmes are all focused on developing the workforce
we need for the future, creating an inclusive working environment and providing a world- class employee proposition that makes HMRC a
great place to work for everyone.

Our scale and range of niche specialist roles makes this a complex and compelling place to be an HR professional, and our imperative to
serve the government and customers now and in the future provides a wealth of exciting experiences and opportunities for career
development and personal growth.

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About Chief Digital and Information Officer Group
The Chief Digital and Information Officer group (CDIO) is HMRC’s IT Function and has a
complex combination of employees of two entities (both civil servants and a government
company), contractors and third party suppliers.

With 4,000 people, CDIO Group are a key part of HMRC. As one of the most digital
organisations in the UK we are leading the biggest digital transformation in Europe. To support
this, we are also transforming how we are structured and becoming increasingly customer
centric.

The organisation is undergoing a significant transition currently, involving changes to its

operating model to drive customer centricity and new capabilities. It is a large and complex IT
business and CDIOs task is to continue to deliver high-quality services and technology as they Jacky Wright, Chief Digital and Information
Officer
drive this transformation and aim to provide an outstanding service to their internal and external
customers, and ensure a great experience for everyone who interacts with HMRC. A global leader and innovative technologist, Jacky
is passionate about the positive impact of
technology in transforming public services and is a
proud advocate for diversity, equal opportunities
and access to education for all.

As HMRC’s Chief Digital and Information Officer,

she is driving one of the largest digitally-enabled
transformations in Europe.

A member of the Civil Service Diverse Leadership

Task Force, Jacky advises on the Civil Service’s
strategy for improving BAME and disabled
representation across government.

Jacky is patron of techUK's Public Services Board

and sits on boards including City, University of
London, the Institute of Coding, and YearUp.

5
Background to HM Revenue and Customs
HM Revenue & Customs is one of the largest Government Departments and one of the UK’s biggest organisations. Almost every individual
and business in the UK is a direct customer of HMRC. We collect in excess of £500 billion a year in revenue from over 50 million customers
across the UK.

We are an effective, efficient and impartial tax and payments authority with a vital purpose: to collect the money that pays for the UK’s
public services and help families and individuals with targeted financial support.

We have embarked on a major transformational Programme to redirect more of our people and resources to compliance activities,
modernising systems and re-engineering processes to become more customer-oriented. We also aim to bring our 66,000 staff together
from 170 to 13 modern offices across the country, alongside a small number of specialist sites and an HQ.

Our single department plan 2015 - 2020, which sets out our plans for achieving our strategic objectives and delivering our vision, is
available online at: Single Departmental Plan

In 2017 we agreed a new vision and, together with our people, defined our values:

6
About the role
HR Director, Chief Digital and Information Officer
Reporting in to the Chief People Officer
your focus as a Strategic Business
Partner will be to drive up Organisational
performance by ensuring that Directors
pro-actively consider the people
implications of their business plans and
that the People Function senior
management team consider the business
implications of HR policy and practice,
and prioritise accordingly.
With the support of a team of HR
Professionals, for whom you will have
responsibility you will be accountable for
resource and skills planning, leadership
and talent management, succession
planning and HR issues within the
Directorate. Within this there will be
specific high level Group related
objectives, such as reducing sickness
absence or improving professionalism,
and leading developments through
planning and people interventions,
including performance management. In
delivering these you will be responsible
for ensuring consistency of practice
across the Department.
Key responsibilities
 Partner with Director General for CDIO
and their Senior Leadership Team to
drive the people agenda to support the
delivery of business performance and a
great employee experience
 Helping to understand the long term
strategy for CDIO and the people
interventions and impacts required to
support this strategy.
 Strategic resource and skills planning.
Responsible for ensuring Directors have
a clear future operating model, fully
utilise HR professionals expertise in the
team and have a plan on how, in people
terms, this will be delivered.
 Providing advice and guidance to
management board/Senior Leadership
Team
 Leadership, talent management, and
succession planning
 Learning and Professionalism agendas
 Influencing the wider people function - a
corporate role as a member of the
HRSLT and taking the lead in certain
areas across HMRC.
 Ensuring that HR develops services that
provide pro-active people interventions
and is aware of and responsive to
customer need
 TUS liaison and TUPE negotiations
 Helping to understand the longer term
strategy for CDIO and the people
impacts and interventions required to
support this strategy
 Supporting and challenging the CPO
objectives to ensure that they support
the business requirements as well as
best practice HR.
 Working corporately to ensure that the
expert services deliver the business
requirements
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Person Specification
You will also be able to demonstrate:
As a senior leader in
CPO, you will play a key
 Strong personal and professional Desirable
role in leadership, leadership, demonstrating the ability to
build staff capability and embed  Whilst not essential, it is expected that
facilitating change and professionalised HR across a large the successful candidate will be a fully
qualified member of the Chartered
enhancing the employee and complex business
Institute of Personnel and
experience.  Expertise in HR as a tool for culture Development (CIPD). Where
change advocating and capturing how candidates do not already hold CIPD
it grows an inclusive and engaged professional membership, they will
community within the workplace need to demonstrate a significant track
record of successfully delivering at a
 Effective people leadership and the senior level in HR roles.
ability to build an engaged, inclusive
and high performing team  HR experience in a digital/technical
organisation or business area is
 The ability to deliver strategic desirable
outcomes whilst working at pace in a
complex, multi-stakeholder
environment
 The ability to operate confidently and
comfortably as a HR leader in a
digital/technology environment

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Salary and Benefits
This includes:
Salary
£68,000 - £90,000 p.a.
The salary for this post is set within the
Senior Civil Service (SCS) Pay Band 1
range. Being mindful of the scrutiny on
public sector pay, external candidates
should expect their salary on appointment
to be up for £90,000p.a. Existing Civil
Servants will be appointed in line with the
normal Civil Service pay rules.
Benefits
Whatever your role, we take your career
and development seriously, and want to
enable you to build a really successful
career with the Department and wider
Civil Service. It is crucial that our
employees have the right skills to develop
their careers and meet the challenges
ahead, and you’ll benefit from regular
performance and development reviews to
ensure this development is ongoing. As a
Civil Service employee, you’ll be entitled
to a large range of benefits.
 25 days annual leave on entry,
increasing on a sliding scale to 30 days
after 5 years’ service. This is in addition
to 8 public holidays.
This will be complimented by one further
day paid privilege entitlement to mark the
Queen’s Birthday;
 a competitive contributory pension
scheme that you can enter as soon as
you join where we will make a
significant contribution to the cost of
your pension; where your contributions
come out of your salary before any tax
is taken; and where your pension will
continue to provide valuable benefits
for you and your family if you are too ill
to continue to work or die before you
retire;
 flexible working patterns including part-
time or time-term working and access
to Flexible Working Schemes allowing
you to vary your working day as long as
you work your total hours;
 generous paid maternity and paternity
leave which is notably more than the
statutory minimum offered by many
other employers; and
 childcare benefits (policy for new
employees as of 5 April 2018): The
government has introduced the Tax-
Free Childcare (TFC) scheme. Working
parents can open an online childcare
account and for every £8 they pay in,
the government adds £2, up to a
maximum of £2000 a year for each
child or £4000 for a disabled child.
Parents then use the funds to pay for
registered childcare. Existing
employees may be able to continue to
claim childcare vouchers, so please
check how the policy would work for
you here;
 interest-free loans allowing you to
spread the cost of an annual travel
season ticket or a new bicycle;
 the opportunity to use onsite facilities
including fitness centres and staff
canteens (where applicable);
 occupational sick pay.
9
Application Process
Application If you do not receive acknowledgement of your application within
48 hours, please contact us.
To apply for this post, you will need to complete the online
application process which includes completing the application form Shortlist
as outline below.
 A panel, including the hiring manager, will then assess your
This should be completed no later than 23:59, 21st April 2019 application to select those demonstrating the best fit with the
role by considering the evidence you have provided against
1. A CV setting out your career history, with key responsibilities
the criteria set out in the ‘Person Specification’ section.
and achievements. Please ensure you have provided reasons
Failure to address any or all of these may affect your
for any gaps within the last two years
application
2. A Statement of Suitability (no longer than two pages)
 A decision is expected to be made w/c 29th April and all
explaining how you consider your personal skills, qualities and
shortlisted candidates will be advised of the outcome shortly
experience provide evidence of your suitability for the role, with
afterwards.
particular reference to the criteria in the person specification.
Failure to submit both (CV and Statement of Suitability) will mean
the panel only have limited information on which to assess your
application against the criteria in the person specification.
Please ensure that both documents contain your full name.
Should you encounter any issues with your online application
please get in touch with us on:
Hmrc-scs1recruitment@cabinetoffice.gov.uk

10
Application Process
Assessment
 If you are shortlisted, you may be asked to take part in a
series of assessments which could include psychometric
tests and a staff engagement exercise. These assessments
will not result in a pass or fail decision. Rather, they are
designed to support the panel’s decision making and
highlight areas for the panel to explore further at interview.
 You will then be asked to attend an interview in order to have
a more in-depth discussion of your previous experience and
professional competence
 Full details of the assessment process will be made
available to shortlisted candidates
The assessments and interview will take place between w/c 13th
May – 10th June 2019

Offer
 Regardless of the outcome, we will notify all candidates as
soon as possible
 We will send you a copy of any report for any assessment
that you may have undergone as part of the recruitment
process (where applicable)

11
Indicative Timeline

Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes,
please let us know in your application letter.
The anticipated timetable is as follows:

Advert Closing Date 21st April 2019

Expected shortlist announcement w/c 29th April 2019

Assessments 13th May – 27th May 2019

Interviews 10th June 2019

Interviews will take place in London. Candidates are asked to note the above timetable, exercising flexibility through the recruitment and
selection process.

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FAQs
1. Can I apply if I am not currently a
civil servant?
Yes. This role is open to suitably
qualified people in the external market
and to existing civil servants and
those in accredited Non Departmental
Bodies.
2. Is this role permanent?
This role is being offered on a
permanent basis.
3. Is this role suitable for part-time
working?
This role is available for full-time, part-
time or flexible working arrangements
(including job share partnerships) but
you should discuss your needs with
the hiring manager if you are invited
to interview.
4. Will the role involve travel?
Some travel may be required for this
role.
5. Where will the role be based?
Any HMRC Regional Centre.
6. Can I claim back any expenses
incurred during the recruitment
process?
No. Unfortunately we will not be able
to reimburse you, except in
exceptional circumstances and only
when agreed in advance.
7. What nationality do I need to hold
in order to apply?
To be eligible for employment to this
role you must be a national from the
following countries:
 The United Kingdom
 The Republic of Ireland
 The Commonwealth*
 A European Economic Area (EEA)
Member State
 Switzerland
 Turkey
Certain family members of EEA,
Switzerland and Turkish nationals are
also eligible to apply regardless of
their nationality.
(*Commonwealth citizens not yet in
the UK, who have no right of abode in
the UK and who do not have leave to
enter the UK are ineligible to apply.)
For further information on whether you
are eligible to apply, please visit
Gov.UK.
13
FAQs
8. Is security clearance required?
Yes. If successful you must hold, or
be willing to obtain, security clearance
to at least to SC level. More
information about the vetting process
can be found at the following link
https://www.gov.uk/guidance/security-
vetting-and-clearance
9. What reasonable adjustments can
be made if I have a disability?
We are committed to making
reasonable adjustments in order to
support disabled job applicants and
ensure that you are not
disadvantaged in the recruitment and
assessment process. Reasonable
adjustments could include; allowing
extra time during selection tests;
ensuring that information is provided
in an accessible format or; by
providing training.
If you feel that you may need a
reasonable adjustment to be made, or
you would like to discuss your
requirements in more detail, please
contact us in the first instance.
If you wish to receive a hard copy of
the information, or in an alternative
format e.g. Audio, Braille or large font
then please contact:
Hmrc-
scs1recruitment.grs@cabinetoffice.go
v.uk
If you cannot apply online, please
post your application to:
Executive Recruitment, Civil Service
Talent, LG72, 100 Parliament Street,
London, SW1A 2BQ.
Please quote the vacancy reference
number on the envelope.
10. What is the role of the Civil Service
Commission in relation to
recruitment into the Civil Service?
The Civil Service has two primary
functions:
 to provide assurance that selection
for appointment to the Civil Service
is on merit on the basis of fair and
open competition as outlined in the
Civil Service Commission’s
Recruitment Principles. For the
most senior posts in the Civil
Service, the Commission
discharges its responsibilities
directly by overseeing the
recruitment process and by a
Commissioner chairing the
selection panel
 to hear and determine appeals
made by civil servants under the
Civil Service Code which sets out
the Civil Service values – Honesty,
Integrity, Impartiality and Objectivity
– and forms part of the relationship
between civil servants and their
employer.
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FAQs
11. Will this role be overseen by the
Civil Service Commission?
No. However, the recruitment process
will still be governed by the Civil
Service Commission’s Recruitment
Principles.
12. What do I do if I want to make a
complaint?
If you feel that your application has
not been treated in accordance with
the recruitment principles and wish to
make a complaint then you should
contact team.scs@hmrc.gsi.gov.uk in
the first instance.
13. What should I do if I think that I
have a conflict of interest?
Candidates must note the
requirement to declare any interests
that might cause questions to be
raised about their approach to the
business of the Department.
If you believe that you may have a
conflict of interest please contact
hmrc-
scs1recruitment.grs@cabinetoffice.go
v.uk before submitting your
application.
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 Our differences enrich
us, our diversity makes
us strong.
Jazz Bhogal, Deputy Director, Civil Service Diversity & Inclusion, Cabinet Office

The Civil Service is
committed to
becoming the most
inclusive employer in
the UK.
We are committed to understanding,
respecting and representing as broad a
range of views and backgrounds as we
have in UK society. We know that diverse
perspectives and experiences are critical
to an effective, modern Civil Service.
Our vision is to ensure the Civil Service
represents modern Britain and is a truly
inclusive employer - an example to other
employers. We will create an organisation
where diversity is not only respected and
valued - but celebrated.
What’s in it for me?
We want to maximise the potential of
everyone who chooses to work for us -
regardless of background.
If you’re interested in becoming a world
class leader, developing your career with
us – starting with this interesting and
challenging role – or doing things
differently and inspiring colleagues, then
the Civil Service is the place for you.
Our passion for diversity and equality
means creating a work environment for all
employees that is welcoming, respectful,
engaging, and enriched with opportunities
for personal and professional
development.
What’s next?
You’ve taken the first step and looked
through this job pack to understand the
skills and experience needed to perform
this role. Now join us in achieving our
ambitions and let us help you achieve
yours. Apply now.

16
Contact us
We encourage all candidates to discuss the role further before submitting an application.
If you would like to discuss the role in more detail, please contact Esther Wallington on
esther.wallington@hmrc.gsi.gov.uk.

For assistance with the recruitment/application process, please contact Hmrc-

scs1recruitment.grs@cabinetoffice.gov.uk

This campaign is being run on behalf of the department by Government Recruitment Service. Government Recruitment Service is part of Civil
Service HR, and is a central government expert service specialising in the attraction, search, selection and recruitment of civil servants.
The team is regularly commissioned by departments and other government organisations to deliver end-to-end recruitment of civil servants.

Our work is regulated by the Civil Service Commission where necessary and supported by the equality campaign group Stonewall.
Cabinet Office is a Disability Confident employer.