Navy Command Defence Nuclear Enterprise Strategic Workforce Planner
| Dyddiad hysbysebu: | 30 April 2024 |
|---|---|
| Cyflog: | £43,080 per year |
| Gwybodaeth ychwanegol am y cyflog: | 11631 |
| Oriau: | Full time |
| Dyddiad cau: | 30 May 2024 |
| Lleoliad: | PO2 8ER |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Ministry of Defence |
| Math o swydd: | Permanent |
| Cyfeirnod swydd: | 348452 |
Crynodeb
This role is based in Navy Command Headquarters working with Director Submarines and Defence Nuclear Enterprise, to identify and validate HR information in support of business requirements to plan the future workforce requirements for the Civil Service. They will work with the military WF lead to provide data and expertise to deliver the Navy Command input to the DNE People and Skills Programme, and supporting Navy People-AUKUS SO1 with the People input to AUKUS Pillar to assist Australia in their endeavour to generate the workforce necessary to deliver a nuclear submarine capability.
The successful candidate will be lead for the identification of HR information sources for business requirements, profiling the data source and determining the feasibility (i.e. what configuration needs to be done) for the CS footprint, calculating current and future workforce demand and running the DNE workforce plan for NC Civil Servants.
Other responsibilities include, but are not limited to:
Identifying risks and mitigations within the workforce plans and escalating issues to relevant stakeholder
Communicating outputs to the lead, and recommend the gap with the desired business requirement
Consult and collaborate with key stakeholders including senior leaders to develop a SWP action plan.
Identify current vacant posts and liability gaps.
Remote working within this role is something that can be discussed at interview stages or with your future line manager if you are found successful.
The successful candidate will be lead for the identification of HR information sources for business requirements, profiling the data source and determining the feasibility (i.e. what configuration needs to be done) for the CS footprint, calculating current and future workforce demand and running the DNE workforce plan for NC Civil Servants.
Other responsibilities include, but are not limited to:
Identifying risks and mitigations within the workforce plans and escalating issues to relevant stakeholder
Communicating outputs to the lead, and recommend the gap with the desired business requirement
Consult and collaborate with key stakeholders including senior leaders to develop a SWP action plan.
Identify current vacant posts and liability gaps.
Remote working within this role is something that can be discussed at interview stages or with your future line manager if you are found successful.