Warning
Mae'r hysbyseb swydd hon wedi dod i ben ac mae'r ceisiadau wedi cau.
Defence People - Spectrum of Service
| Dyddiad hysbysebu: | 24 Chwefror 2025 |
|---|---|
| Cyflog: | £44,590 bob blwyddyn |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 26 Mawrth 2025 |
| Lleoliad: | SW1A 2HB |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Ministry of Defence |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 391773 |
Crynodeb
We live in a more dangerous world in which threats to the UK, and our people and assets overseas, are evolving rapidly. From a People and workforce perspective, we need to ensure that the outflow of our skilled personnel does not outstrip the inflow and that we are attracting, retaining and utilising the right mix of skills and talents.
The challenge for Defence is how do we compete as an employer? How can we make a career in the armed forces more attractive and supportive of modern life? How can we ensure we have the right access to the right skills when we need it? How do we re-develop the terms and conditions of service to better reflect what we ask of people within the armed forces? How can we make it easier for people to move from ‘regular to ‘reserve’ service (and vice versa)?
The answers to these questions lie in a mix of primary legislation, secondary legislation, policy and process change. Therefore, we are looking to build a team to bring together the workplan to understand what changes are required, and whether this is a legislative, policy and/or process change. The team will then be responsible for designing and delivering these changes, working in collaboration with various stakeholders.
Principally, post holders can expect to be working as a team working on:
Amending primary legalisation under the Armed Forces Bill 2026 to enable service personnel to serve in a number of diverse ways without the need to leave the service and rejoin.
Identifying the legislative, policy and process blockers to operating a more flexible workforce and developing the workplan to address them.
Re-designing the people policies associated with a more flexible workforce model to ensure that all members of the armed forces are offered an attractive package reflecting their working practices.
Support the move to a ‘Total Reward’ approach for Defence, ensuring that the component parts that make up the ‘offer’ for service personnel are well understand, reflect what we need from our workforce of the future and is well communicated.
Working with stakeholders to deliver policy and process changes that sit outside of this team’s immediate responsibility.
Working with stakeholders to ensure that this new model is fully understood by service personnel and the wider population.
The challenge for Defence is how do we compete as an employer? How can we make a career in the armed forces more attractive and supportive of modern life? How can we ensure we have the right access to the right skills when we need it? How do we re-develop the terms and conditions of service to better reflect what we ask of people within the armed forces? How can we make it easier for people to move from ‘regular to ‘reserve’ service (and vice versa)?
The answers to these questions lie in a mix of primary legislation, secondary legislation, policy and process change. Therefore, we are looking to build a team to bring together the workplan to understand what changes are required, and whether this is a legislative, policy and/or process change. The team will then be responsible for designing and delivering these changes, working in collaboration with various stakeholders.
Principally, post holders can expect to be working as a team working on:
Amending primary legalisation under the Armed Forces Bill 2026 to enable service personnel to serve in a number of diverse ways without the need to leave the service and rejoin.
Identifying the legislative, policy and process blockers to operating a more flexible workforce and developing the workplan to address them.
Re-designing the people policies associated with a more flexible workforce model to ensure that all members of the armed forces are offered an attractive package reflecting their working practices.
Support the move to a ‘Total Reward’ approach for Defence, ensuring that the component parts that make up the ‘offer’ for service personnel are well understand, reflect what we need from our workforce of the future and is well communicated.
Working with stakeholders to deliver policy and process changes that sit outside of this team’s immediate responsibility.
Working with stakeholders to ensure that this new model is fully understood by service personnel and the wider population.