Workforce Strategy Lead
| Dyddiad hysbysebu: | 11 Mawrth 2026 |
|---|---|
| Cyflog: | £56,375 i £69,105 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | National: £56,375 - £62,830 London: £62,000 - £69,105 For details of our pay on appointment policy, please see below under the heading ‘Salary’. |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 23 Mawrth 2026 |
| Lleoliad: | Leeds |
| Cwmni: | Government Recruitment Service |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 450826/4 |
Crynodeb
Our people are at the heart of this journey across Defra Group, and within the HR function we have established a workforce transformation programme to work within the Change portfolio to drive this change.
You will be a People Strategy lead, defining and shaping our collective approach, against the 4 pillars of our transformation programme.
These being:
- A smaller, sustainable and cost-effective workforce
- Cultivating the right skills and capabilities for the future
- Effective, agile and healthy organisation
- Place based organisation
In this campaign we are looking to appoint a workforce strategy lead to focus specifically on the “Effective, agile and healthy organisation” pillar - working across all HR expert services and business partnering teams to build agility, design agility and develop healthy team indicators.
The Workforce Strategy Pillar Lead for Agility will:
- Shape and define the objectives and milestones required to deliver the pillar outcome: Enable Defra Group to have the right people at the right time, to enable our workforce to be dynamic, responsive, and resilient to changes in work.
- Work with a multi-disciplinary team across policy, HR Ops, Business Partnering, Comms and Resourcing to fix our fundamental policies, procedures and guidance to enable workforce moves.
- Influence our business design, by defining a target ambition for workforce agility and build this into our Target Operating Model approach.
- Work across functions to improve our horizon scanning capability across Defra Group to enable us to respond more proactively to changes in our operating context.
- Use analysis and a systems approach to develop healthy team indicators to identify team problems before they fail, trial and scale this approach with business partners to drive meaningful interventions.
- Provide written briefings and present regularly to Senior Forums and DTUS colleagues.
Aelod balch o'r cynllun cyflogwyr Hyderus o ran Anabledd