HR Success Pro le Guides...Success Profile Guides: SEO/HEO, HR Business Partner | 8 HR Success...

HR Success Profile GuidesSenior Executive Officer (SEO)/Higher Executive Officer (HEO)

HR Success Profile GuidesSEO/HEO - Contents

Success Profile Guides: SEO/HEO Contents | 2

Success Profile Guides: SEO/HEO | 3

Background

Success Profiles were introduced across the Civil Service in January 2019 to attract and retain people of talent and experience from a range of sectors and all walks of life. This is in line with the commitment in the Civil Service Workforce Plan to support our ambition to become the most inclusive employer in the UK by 2020. This approach supports Civil Service HR in its commitment to strengthening expertise, making Civil Service recruitment clearer and more accessible to a range of candidates. For HR practitioners, the new framework is an opportunity to drive professional standards and Civil Service HR has implemented a range of guides to further support individuals when applying Success Profiles.

This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent in HR Business Partner and Assistant HR Business Partner roles.

HR Success Profile GuideSEO/HEO, HR Business Partner

https://www.gov.uk/government/publications/success-profiles

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/536961/civil_service_workforce_strategy_final.pdf

Success Profile Guides: SEO/HEO, HR Business Partner | 4


The overall responsibilities of these roles will typically involve being the face of HR. Postholders will influence and challenge the size, shape, capability and location of a workforce. Using Organisational Design and Development and Strategic Workforce Planning, they will ensure the business is set up to deliver. HRBPs will operate at a strategic level as HR Leaders and also form part of business leadership teams across Departments. HRBPs will provide an objective view and challenge, helping shape business direction and achieving business outcomes. On behalf of the business they will act as an intelligent customer into the wider HR Function. HRBPs work as part of a wider HRBP team providing strategic partnering support, challenge and HR advice. They will act as a ‘critical friend’ and coach to an allocated Leadership team and their business area, and/or lead specific projects on HR topics. HRBPs may also take on a portfolio role across their HRBP team e.g. developing strategies to improve people engagement or resourcing.

Assistant HR Business Partners may cover a similar remit to a HRBP, but either report into a HRBP for the overall business unit, or be partnering to a smaller team.

The exact criteria for each role will vary depending on the organisational context and specific requirements of the role. More information on the responsibilities and key skills required for the role is available in the HR Career Framework.

https://www.gov.uk/government/publications/hr-career-frameworks



Application of Success Profiles during recruitment

The below matrix indicates a potential approach to assessment. The exact requirements can vary depending on the specifics of the role.

When designing the recruitment process for each role it is crucial that the vacancy holder limits the number of core criteria they list under each element to reduce the risk of narrowing the candidate pool. As a benchmark, if an aspect of the role can be learnt on the job within six months this should not be assessed at the recruitment stage.

As a guide, it is recommended that no more than four behaviours are prioritised as critical to the role. This will allow the panel to sufficiently test the behaviours at interview stage, along with the selected strengths and a candidate’s experience.

Most HR HEO and SEO or equivalent roles will test the following elements: technical, experience, behaviours and strengths. For some roles the vacancy holder may also wish to test ability.

Sift Decision making assessment

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Technical

Specific professional skills, knowledge or qualifications required to be successful in a professional role. More information is available in the Success Profiles Technical document.

The recommended professional knowledge or qualifications are:

• Relevant professional qualification or knowledge - Full or part-qualified member (Level 5) of the Chartered Institute of Personnel and Development (CIPD) or willing to work towards this, or equivalent professional qualification or HR knowledge.



Ability

The aptitude or potential to perform to the required standard. More information is available in the Success Profiles Civil Service Ability document.

Ability can be assessed at various stages of the recruitment process but is often done at the beginning. The most common tests which are used in the Civil Service are:

• Verbal Reasoning Test (VRT) - to assess your verbal capabilities

• Numerical Reasoning Test (NRT) - to assess your numerical capabilities

Vacancy holders can use their own discretion when deciding on methods of assessing ability at this level.

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/744222/Success-Profiles-Civil-Service-Ability-vFV.pdf



Behaviours

Specific behaviours expected that will result in effective performance in a job. More information is available in the Success Profiles Civil Service Behaviours document.

The recommended behaviours for this role are:

• Communicating and Influencing - communicate in a straightforward, honest and engaging manner, choosing appropriate styles to maximise understanding and impact. Encourage the use of different communication methods, including digital resources and highlight the benefits, including ensuring cost effectiveness. Ensure communication has a clear purpose and takes into account people’s individual needs. Share information as appropriate and check understanding. Show positivity and enthusiasm towards work, encouraging others to do the same. Ensure that important messages are communicated with colleagues and stakeholders respectfully, taking into consideration the diversity of interests.

• Seeing the Big Picture - understand the strategic drivers for your area of work. Align activities to contribute to wider organisational priorities. Remain alert to emerging issues and trends which might impact your work area. Seek out and share experiences to develop knowledge of the team’s business area. Understand how the strategies and activities of the team create value and meet the diverse needs of all stakeholders.

• Leadership - ensure colleagues and stakeholders have a clear understanding of objectives, activities and time-frames. Take into account different individual needs, views, and ideas, championing inclusion and equality of opportunity for all. Consider the impacts of own and team’s activities on stakeholders and end users. Role-model commitment and satisfaction with role. Recognise and praise the achievements of others to drive positivity within the team. Effectively manage conflict, misconduct and non-inclusive behaviour, raising with senior managers where appropriate.



Behaviours (continued)

• Working Together - encourage joined up team work within own team and across other groups. Establish professional relationships with a range of stakeholders. Collaborate with these to share information, resources and support. Invest time to develop a common focus and genuine positive team spirit where colleagues feel valued and respect one another. Put in place support for the wellbeing of individuals within the team, including consideration of your own needs. Make it clear to all team members that bullying, harassment and discrimination are unacceptable. Actively seek and consider input of people from diverse backgrounds and perspectives.

Depending on the scope of the role the vacancy holder should determine the specific behaviours required.



Strengths

Specific strengths have not been recommended as part of this Success Profile Guide as they will vary in accordance with the scope of the role and the composition of the wider team.

The vacancy holder should select specific strengths expected of the post holder to validate that the role is the right fit for them and ensure that they enjoy it and perform well. Strengths may be assessed alongside behavioural elements of the Success Profile to get a more rounded picture of suitability for the role. The vacancy holder should refer to the Success Profiles Civil Service strengths Dictionary when determining the appropriate strengths for the role, considering the strengths that map to their selected behaviours. It is also acceptable to select strengths which align to behaviours not selected for the Success Profile.

Please note, strengths should not be explicitly referenced in recruitment materials such as: adverts, candidate information packs and interview letters.

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/717274/CS_Strengths_2018.pdf




Experience

Knowledge or mastery of an activity or subject gained through involvement in or exposure to it. More information is available in the Success Profiles Experience document.

The recommended experience for this role is:

• Building and managing relationships and partnerships - negotiating, consulting and collaborating, securing the confidence of key stakeholders, and building strong and influential relationships.

• Using data and evidence to make decisions and influence - interpreting data to create and present evidence based insight and recommendations. Using data to highlight risks to customers, and add value to the business.

• Digital proficiency - effectively using digital technology to deliver services and value for money.

• Applying employment law or employee relations principles - understanding and interpreting employment law issues, including processes for disciplinaries, redundancies and payroll as well as experience of employee relations principles.

Specific experience should be chosen based on the role description and specific responsibilities.


HR Success Profile GuideSEO/HEO, Casework

Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in HR Casework.



Success Profile Guides: SEO/HEO, Casework | 13


The overall responsibilities of the role will typically include provision of expert HR advice to line managers in the business and coaching and supporting managers on handling management issues. The post holder will work with line managers to improve their capability and they will use their detailed knowledge of HR policy, and employment law on a daily basis. If acting as a team leader, the postholder will manage a team of case managers and will have accountability to senior managers for the work of the team. Measuring performance as well as providing and analysing management information will be a big part of the role.











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• Managing a Quality Service - develop, implement, maintain and review systems and services to ensure delivery of professional excellence. Work with stakeholders to set priorities, objectives and timescales. Successfully deliver high quality outcomes that meet the customers’ needs and gives value for money. Identify risks and resolve issues efficiently. Involve a diverse range of colleagues, stakeholders and delivery partners in developing suggestions for improvements. Establish ways to find and respond to feedback from customers about the services provided.

• Delivering at Pace - show a positive approach to keeping the whole team’s efforts focused on the top priorities. Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation. Ensure the most appropriate resources are available for colleagues to use to do their job effectively. Regularly monitor your own and team’s work against milestones ensuring individual needs are considered when setting tasks. Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance. Allow individuals the space and authority to meet objectives, providing additional support where necessary, whilst keeping overall responsibility.




• Making Effective Decisions - understand own level of responsibility and empower others to make decisions where appropriate. Analyse and use a range of relevant, credible information from internal and external sources to support decisions. Invite challenge and where appropriate involve others in decision making. Display confidence when making difficult decisions, even if they prove to be unpopular. Consult with others to ensure the potential impacts on end users have been considered. Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks.




Strengths








Experience



• Building and managing relationships and partnerships - consulting and negotiating with key stakeholders on HR issues, including experience of navigating conflicting views and priorities, to achieve objectives.

• Using data and evidence to make decisions and influence - interpreting data to create and present evidence based insight and recommendations. Using data effectively to understand and highlight risks to customers, and add value to the business.




HR Success Profile GuideSEO/HEO, Policy and Employee Relations

Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in Policy and Employee Relations (ER).



Success Profile Guides: SEO/HEO, Policy and Employee Relations | 22


The overall responsibilities of the role will typically include having a solid technical knowledge of HR, ER and/or Policy and proactively engaging with key stakeholders, including Departmental Trade Union Side (DTUS), in building and maintaining relationships. The post holder will demonstrate enhanced research and drafting skills through analysing information and drawing strategic conclusions to draft papers and ER/Policy strategies. They will demonstrate managerial skills and continuously develop their own knowledge, seeking opportunities to share learning that benefits the wider team. The post holder will also provide expertise and support to senior managers and stakeholders in their departments. They will also lead on specific projects and work areas, demonstrating strong interpersonal skills and ensuring delivery of key outcomes and milestones.











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• Using data and evidence to make decisions and influence - interpreting data to create and present evidence based insight and recommendations. Using data to effectively drive, monitor and evaluate impacts of policy.

• Building and managing relationships and partnerships - consulting and collaborating with colleagues and key stakeholders on HR and policy issues, including experience of navigating conflicting views and priorities, to achieve objectives.

• Applying employment law or employee relations principles - understanding and interpreting employment law issues and experience of employee relations, including up-to-date knowledge of employee relations and wider HR policies and strategies.

• Applying Project Management tools - coordinating project plans and management reports to inform business planning.




Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO Organisational Development and Design (OD&D) Assistant Consultants.

HR Success Profile GuideSEO/HEO, Organisational Development and Design



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The overall responsibilities of this role will typically include supporting OD&D projects and contributing to individual OD&D interventions. At this level, there is considerable variation between the types of OD&D roles available and the areas of the Civil Service a postholder could be working in. As such, there is significant scope to build and develop a postholder’s practice. The fields of OD&D are constantly evolving and it is vital for the postholder to develop their expertise and to get solid grounding across a broad range of OD&D specialisms.











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• Changing and Improving - work with others to identify areas for improvement and simplify processes to use fewer resources. Use technology where possible to increase efficiency. Encourage ideas for change from a wide range of sources. Clearly explain the reasons for change to colleagues and how to implement them, supporting individuals with different needs to adapt to change. Encourage an environment where colleagues know that they can challenge decisions and issues safely. Take managed risks by fully considering the varied impacts changes could have on the diverse range of end users.




Strengths








Experience




• Using data and evidence to make decisions and influence - interpreting data to create and present evidence based insight. Evaluating the effectiveness of interventions and providing recommendations. Working with analysts and other colleagues to use data effectively to understand and highlight risks to customers, and add value to the organisation.

• Leading change - successfully delivering people focused change initiatives in a complex environment.



Background


This is a high level guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in Learning and/or Talent Development.

HR Success Profile GuideSEO/HEO, Learning and Talent



Success Profile Guides: SEO/HEO, Learning and Talent | 40


The overall responsibilities of these roles will typically involve needs analysis, design, delivery and/or evaluation of learning and talent interventions. The postholder may lead on a portfolio of learning products across a specific curriculum area, drawing on deep subject knowledge or a specialist skillset. Managing a delivery or support team, a supplier, or a range of L&D projects would typically be part of the role, as well as providing learning support and advice to an area of the business. The postholder may also lead on talent processes, working with the business to develop succession plans or using talent assessment.











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Technical






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• Developing Self and Others - identify capability gaps for self and team. Ensure development objectives are set and achieved to address any gaps and enable delivery of current and future work. Take time to coach, mentor and develop other colleagues to support succession planning. Promote inclusiveness by respecting different personal needs in the team and use these to develop others. Reflect on own work, continuously seek and act on feedback to improve own and team’s performance.




Strengths








Experience



• Building and managing relationships and partnerships - consulting and collaborating with key stakeholders on L&D and Talent policies. Including experience of navigating conflicting views and priorities, to achieve objectives.




Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in Strategic Workforce Planning and Resourcing.

HR Success Profile GuideSEO/HEO, Strategic Workforce Planning and Resourcing



Success Profile Guides: SEO/HEO, Strategic Workforce Planning and Resourcing | 49


The overall responsibilities of the role will typically include provision of support to the business to understand their future workforce requirements, identifying capability and/or resourcing gaps, and identifying the most appropriate, cost-effective and innovative ways to resource critical roles. The post holder will engage with and constructively challenge a range of managers and leaders, offering insight driven solutions which enable the business to build a strong and diverse talent pipeline.











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• Building and managing relationships and partnerships - consulting and collaborating with key stakeholders, including experience of building effective working relationships with internal and external stakeholders.

• Using data and evidence to make decisions and influence - interpreting data to create and present evidence based insight and recommendations. Using data to highlight trends and inform planning.




Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in Diversity and Inclusion (D&I).

HR Success Profile GuideSEO/HEO, Diversity and Inclusion



Success Profile Guides: SEO/HEO, Diversity and Inclusion | 58


The overall responsibilities of the role will typically include provision of expert advice to business managers and HR Business partners on D&I issues. The postholder will utilise data, a growing network of internal and external professionals and their knowledge of current D&I topics to provide sound recommendations. They will manage projects to embed government and departmental D&I initiatives within their organisation or business unit, working cross functionally to ensure successful delivery. They will be good communicators, able to articulate the business benefits of D&I and will build strong relationships to understand the priority diversity issues to be addressed within their business area. They will demonstrate inclusive management and leadership behaviours and will call out inappropriate behaviours.











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• Developing Self and Others - identify capability gaps for self and team. Ensure development objectives are set and achieved to address any gaps and enable delivery of current and future work. Take time to coach, mentor and develop other colleagues to support succession planning. Promote inclusiveness by respecting different personal needs in the team and use these to develop others. Reflect on own work, continuously seek and act on feedback to improve own and team’s performance.



Strengths








Experience



• Building and managing relationships and partnerships - consulting and collaborating with key stakeholders on HR and D&I policies. Including experience of navigating conflicting views and priorities, to achieve objectives.





Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in Pay and Reward.

HR Success Profile GuideSEO/HEO, Pay and Reward



Success Profile Guides: SEO/HEO, Pay and Reward | 67


The overall responsibilities of this role will typically include working as part of a pay and reward team to assimilate information strategically and analytically to help draft governance papers and develop pay strategy. The postholder will develop a solid level of technical HR/ reward knowledge, commissioning and acting on legal advice on issues impacting reward, including diversity and inclusion. Engagement and consultation with stakeholders, clients and customers will be key and the post holder will be required to demonstrate strong interpersonal skills, initiative, flexibility, independence and ability to maintain stakeholder relationships at all levels. The post holder may also engage in managerial activities such as payroll and horizon scanning across the business, in conjunction with HRBPs, as well as developing their own and others knowledge of reward.











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Technical






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• Delivering at Pace - show a positive approach to keeping the whole team’s efforts focused on the top priorities. Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation. Ensure the most appropriate resources are available for colleagues to use to do their job effectively. Regularly monitor your own and team’s work against milestones ensuring individual needs are considered when setting tasks. Act promptly to reassess workloads and priorities when there are conflicting demands to maintain performance. Allow individuals the space and authority to meet objectives, providing additional support where necessary, whilst keeping overall responsibility.



Strengths








Experience





• Building and managing relationships and partnerships - consulting and collaborating with key stakeholders on Pay and Reward policies. Including experience of navigating conflicting views and priorities, to achieve objectives.



Background


This is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent roles in Pay and Reward.

HR Success Profile GuideSEO/HEO, HR Operations



Success Profile Guides: SEO/HEO, HR Operations | 76


The overall responsibilities of these roles will typically involve effective operational delivery or contract management. Postholders in a pensions role will have a good understanding of the way a pension scheme operates and how the team functions to support members and deliver a quality service. They will have responsibility for the service provided to pension scheme members. Postholders in a Government Recruitment Service role will develop a good level of HR/recruitment/technical knowledge to enable them to lead, support and manage resourcing teams. They will also provide expert recruitment/technical advice and guidance to customers across Whitehall Departments & Agencies as well as external customers.











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Experience



• Building and managing relationships and partnerships - consulting and collaborating with internal and external stakeholders, including service providers.

• Using data and evidence to make decisions and influence - interpreting data to create and present evidence based insight and recommendations. Using data effectively to understand and highlight risks to customers, and add value to the business.

• Applying employment law or employee relations principles - understanding and interpreting a range of employment law issues.



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