Head of Strategic Workforce Planning (Infected Blood Compensation Authority)
| Posting date: | 03 June 2025 |
|---|---|
| Salary: | £55,403 to £61,939 per year |
| Hours: | Full time |
| Closing date: | 13 June 2025 |
| Location: | Newcastle-upon-Tyne |
| Company: | Government Recruitment Service |
| Job type: | Permanent |
| Job reference: | 408576/1 |
Summary
Opportunities to move to the new Infected Blood Compensation Authority (IBCA). At the moment all IBCA roles are hosted by Cabinet Office within the Civil Service. However, once IBCA becomes operational, it is anticipated that most of these roles will transfer to IBCA, which is a new Arms Length Body (ALB) separate from the Cabinet Office. Roles that transfer to IBCA from Cabinet Office will maintain the same or substantially the same terms and conditions of employment that are overall no less favourable. It is anticipated that employees who move from Cabinet Office to IBCA will be able to continue to participate in the Civil Service Pension arrangements with no break in their pensionable service. Roles commencing after IBCA has become operational will be with IBCA itself on similar terms and conditions. All successful candidates will receive full details of the terms and conditions of employment for their role with their formal job offer.
Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA’s work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer.
The Head of Strategic Workforce Planning is responsible for leading and optimising workforce planning initiatives that align with IBCA’s vision and strategic objectives.
This role involves extensive stakeholder engagement to build strong relationships across a new and fast-growing organisation, analysing workforce data, forecasting future needs, and developing strategies to ensure that the right talent is in place to meet organisational goals.
Responsibilities
Workforce Strategy Development:
- Fully understand the vision, aims and purpose of IBCA and reflect this in the workforce strategy;
- Develop and implement a comprehensive workforce planning strategy that aligns with IBCA’s mission and objectives, recognising this is a new organisation with specific needs;
- Collaborate with senior leadership and with HR colleagues including the HR Business Partnering team to understand IBCA’s business needs and identify workforce gaps.
Stakeholder Engagement:
- Build strong relationships with key stakeholders across the organisation to promote workforce planning initiatives;
- Collaborate with key stakeholders to ensure alignment between workforce planning and IBCA’s goals.
Team Leadership and Development:
- Build, lead, coach and mentor the workforce planning team, enabling a culture of continuous improvement and professional growth, whilst ensuring a supportive and kind approach that pays particular attention to staff wellbeing;
- Promote training and development opportunities to enhance team capabilities.
Data Analysis and Reporting:
- Collaborate with IBCA’s data and operational teams to analyse workforce metrics and trends to inform strategic decisions;
- Provide insightful reports and recommendations to senior management regarding workforce planning and talent management.
Forecasting Future Workforce Needs:
- Conduct demand and supply analysis to project future workforce requirements, taking into account factors like organisational growth, development, staff wellbeing, and critical skills gaps as the organisation transitions from initial stand up to wind down;
- Identify critical roles and competencies necessary to achieve strategic objectives.
Change Management:
- Facilitate change management initiatives related to workforce planning, ensuring smooth transitions and adoption of new and evolving processes.
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