Warning
Mae'r hysbyseb swydd hon wedi dod i ben ac mae'r ceisiadau wedi cau.
Def HRS (Defence Human Resource Service) HEO Engagement
| Dyddiad hysbysebu: | 28 Ionawr 2025 |
|---|---|
| Cyflog: | £36,530 bob blwyddyn, pro rata |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 27 Chwefror 2025 |
| Lleoliad: | London, UK |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Ministry of Defence |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 382165 |
Crynodeb
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.
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 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.
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.