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HR Career PathwaysThis is an interactive document and is best viewed using Adobe Acrobat Reader.Click here to download. To print this document, click here.
IntroductionHR roles within the Civil Service arediverse, challenging and rewarding.There are over 3,500 HR professionalsin the Civil Service, within the centralCivil Service HR function and withindepartments. Belonging to the HRprofession gives you access to anunrivalled network of HR professionals,with opportunities to learn from othersand develop your skills.Career PathwaysWe have developed career pathways to help HR professionalsdevelop their HR career within the Civil Service. There are ninejob families in the Civil Service HR profession. HR Business Partner Casework Policy and EmployeeRelations HR Operations Organisational Design andDevelopment Learning and TalentDevelopment Strategic WorkforcePlanning and Resourcing Diversity and Inclusion Pay and RewardThe Career Pathways guide is designed to: Help you explore the variety of roles, skills and experiences acareer in the Civil Service HR profession offers. Help you with your career planning and find ways to progressyour career within Civil Service HR. Give you insights into the careers of Civil Service HRprofessionals through case studies and biographies. Provide an overview of the HR profession for thoseconsidering a career in HR.HR Career Pathways
HR Career PathwaysIn such a diverse profession there is no such thingas a single career path. Very few Civil Service HRleaders have taken a vertical route to leadership.The Civil Service HR profession is full of diverse andinteresting people doing amazing things. The varietyof opportunity that comes from such a large andcomplex organisation is unrivalled.The Functional ModelWe need to evolve the centre ofGovernment to one which containsstrong core functions. We need tobuild capability [and] reach acrossdepartmental boundaries to createsynergy across Government as a whole.We have begun to create a functionalmodel at the heart of Government todevelop cross-Government strategies,delivered through the departmentagendas.John Manzoni, Chief Executive of theCivil Service, speaking at the Institutefor Government, 2015HR Career Pathways
HR Career Path at a glanceHuman ResourceBusiness PartnerCaseworkPolicy & EmployeeRelationsLevel 1Level 2HR Support OfficerAssistant HRBPCasework SupportCaseManagerTeam antAdministratorTeam LeaderPensionsManagerHR OperationsOrganisation Design& DevelopmentHead ofCaseworkDeputyDirectorChangeConsultantInternal ResourcingBPHead D&I SeniorManagerTeamLeaderSenior PolicyStrategyLeadHead ad ofRewardDeputyDirectorStrategic WorkforcePlanning & AdministratorWFPManagerHR Career PathwaysServiceManagerHRDHRDL&DConsultantJunior dministratorPay & RewardSenior inistratorHRBPDirectorAssistant Change ConsultantD&I SupportLevel 4DeputyDirectorLearning & TalentDevelopmentDiversity & InclusionLevel 3ResourcingManagerER & Policy LeadContract/RelationshipManager &Relationship LeadStrategicConsultantDirectorDirector
Contents HR BusinessPartneringCaseworkPolicy & EmployeeRelationsHR OperationsOrganisation Design& DevelopmentLearning and TalentDevelopmentStrategicWorkforce Planning &ResourcingDiversity & InclusionPay and RewardMove your mouse pointer over the buttonsabove and click for more information
HR Business Partnering Career Pathway Contents Section 1Section 2Section 3Section 4Section 5Section 6Move your mouse pointer over the buttonsabove and click for more information
Section 1Section 2Section 3Section 4Section 5Section 6Why choose a career in HR Business Partnering?What is HR Business Partnering?HR Business Partners have a critical rolein identifying, developing and deliveringpeople interventions in line with businessobjectives. HRBPs are seen as leadersboth within the business and HR.HRBPs actively contribute to the HRprofession and work on cross Governmentpeople challenges. HRBPs are expected toget involved in both cross Civil Service HRwork, as well as corporate Departmentalactivities. HRBPs play an important rolewith many key stakeholders. They provide: intelligent challenge in the developmentand delivery of business strategy andtransformational change; continuous improvement and insight thatwill enable business outcomes both nowand for the future; and business insight into the developmentand delivery of people strategies.Providing an objective view, HRBPs alsoact as intelligent customers of the widerHR Function on behalf of the business.HRBPs at all levels in the job family areat the heart of leading transformationand continuous improvement in businessoutcomes including: leadership, (at senior levels directlycoaching and influencing leaders); organisation design and development; employee engagement; strategic workforce planning; performance and talent management;and capacity planning including successionand capability.The HR Business Partner ‘Career Offer’The HR Business Partner job familyprovides the opportunity to work in a fastpaced, challenging environment. Youcan make a real difference in deliveringbusiness outcomes.HR Business Partnering Career PathwayYou will have plenty of opportunities todevelop your own networks, knowledge,career and professionalism. You areexpected to have a strong capacity forpersonal development.You will have a chance to build andshowcase your HR skills, knowledgeand leadership ability whilst buildingprofessional partnerships both acrossthe business and HR. This will be in thecontext of engaging with, and influencing,the people agenda across Government.In progressing your career you will besupported in accessing a wide rangeof development opportunities acrossGovernment. You will be encouraged totake advantage of a number of differentHR roles, across a wide range of contextsto build your capability.The HR Business Partner job family offersa breadth of exciting opportunities whereno two days are ever the same.
Section 1Section 3Section 2Section 4Section 5Section 6The HRBP Career PathwayLevel 1Level 2HR Support OfficerAssistant HRBPOverviewThose new to HRBP, in lower gradesand junior generalists.HRBP practitioners; fully effective intheir role.Subject specialists at the peak of theirtheoretical knowledge and practicalexperience.Senior Generalists; SCS heads ofprofession areas.Case Studies“l am involved in a wide range ofHR projects from recruitment tooffice closures. This has increasedmy networking skills across thedepartment, within my team andgained a good understanding of HRpolicies and procedures.”“I business partner a project whichmanages a large-scale schedule ofTUPE and COSoP transfers of stafffrom different organisations andagencies”“My role is key in supporting theorganisation in transforming and Ienjoy the challenges this brings”“My current role includes providingstrategic advice to the DWPOperations Executive Team”PathwayHR Business Partnering Career PathwayLevel 3HRBPLevel 4Senior HRBPDeputyDirectorHRD
Section 1Section 2Section 3Section 4Section 5Section 6Level 1: HR Support OfficerOverviewKey SkillsHR Support Officers typically work as partof a small team to provide support to HRDirectors, HR Deputy Directors (HRDs),Senior HR Business Partners (SHRBPs)and/or HR Business Partners (HRBPs) inthe delivery of their official duties. Ability to lead and forge relationshipswith a broad range of stakeholders.You will need to handle people sensitiveinformation with integrity. You will supportwork on people change, which mayinclude providing secretariat support,prioritising incoming work and ensuringthat it is dealt with and actioned.HR Support Officers may also haveopportunity to lead small projects onbehalf of the HR team. Some examplesof projects that a HR Support Officer mayundertake are: Gathering information and data to planand co-ordinate ‘Smarter Working’ useof desk space across teams. Creating a new people data hub tosupport wider HR work. A proven track record of operatingeffectively across different businessareas. Ability to think on own feet and work atpace, reacting to and resolving issues asthey arise. Prioritise and organise own work andthat of others. Knowledge of the various ways thattechnology can improve engagementand communication. Show understanding of equality anddiversity, and how it can enhance onservice delivery. Have an understanding of HR prioritiesfor the Civil Service, individualdepartments and what they meanin practice.HR Business Partnering Career Pathway A working level knowledge of HR policiesand practices, knowledge of the keycontacts and HR operating model. Good communication skillsdemonstrating active listeningand effective written and verbalcommunication skills. Ability to confidently use IT e.g. MicrosoftExcel and other software packages.Possible Accreditation Levels: Charted Institute of Personnel andDevelopment (CIPD) AssociateMembership/level 3 Certificate inHR Practice. S/NVQ Level 3/4 – BusinessAdministration. HR Apprenticeship.
Section 1Section 2Section 3Section 4Section 5Section 6Level 1: HR Support OfficerCore Activities Providing a professional businessmanagement service. Being the firstpoint of contact for enquiries, adviceand information. Dealing with peoplesensitive information for activitiessuch as relocations, restructuresand appointments. Acting as a liaison point betweenthe HR team, and colleagues fromacross the Department, as well asstakeholders from across the widercivil service, and externally. Ensuring that the HR team meets theiraccountabilities and prioritises work.Managing and taking action on emailtraffic, summarising lengthy or complexsubmissions, papers and requestsand channelling and monitoring work,delegating tasks as appropriate. Managing expectations of colleaguesthat need specific responses. Providing an admin and supportservice for the HR team and seniormembers of their teams. This mayinclude drafting communications,commissioning or producing briefingpapers and helping in the preparationof presentations as needed. Identifying opportunities for improvementthrough the use of HR metrics,performance and informal feedback.Ensuring the HR team is aware of issuesand trends. Making links and networks. Developing insight from data/businessknowledge/HR Services.You will be doing less of: Administration. Organising work for others.Learning and DevelopmentOpportunitiesThe ‘Step-up’ Job shadowing HRDs, SHRBPs andHRBP teams/other HR functions to gainwider HR knowledge.Progression Buddying from other HRBPs. Assistant HRBP. Mentor from wider HR and/or Business. HR Job Families at Level 2.You will be doing more of: Learning on the job – Volunteer toparticipate in wider HR projects to gainexperience, e.g. Design Groups. Working directly with key businesscustomers. Active participation in cross cuttingHR networks. Owning your own area of work. Mentoring and Coaching others.HR Business Partnering Career Pathway
Section 1Section 2Section 3Section 4Section 5Section 6Level 1: HR Support Officer - Case Study 1Current Department: HerMajesty’s Revenue andCustoms (HMRC)“I work for the HR Director for Customer Compliance Group, Private Office as a Projectand Secretariat Manager which is a fast paced role. I support my HR Director, HRBP’s,Directors and Deputy Directors in the business as secretariat.I have worked for HMRC for17 years and moved into my HRrole in 2015.l provide secretariat for People Committee and Trade Union meetings. I am able toconfidently liaise, collate and cascade information and deal with any issues that mayarise. By dealing with senior leaders l have expanded my knowledge and developedmy organisation and HR skills.As a Project Manager, l am involved in a wide range of HR projects from recruitmentto office closures. This has increased my networking skills across the department andwithin my team. I have gained a good understanding of HR policies and procedures.I was awarded the ‘Be Corporate ‘award at the HR awards in March for my work in aHR Grade 7 recruitment campaign. I am currently learning more about HR data andhow to analyse the information which will aide me in my every day work and supportmy HR Director, team and the Customer Compliance Group Director General.I am the Portfolio holder for Business Continuity which involves looking into the risksif there was an emergency within the department. I am studying towards my CIPD,level 3 in HR Practice which is increasing all my HR skills and knowledge and helpingme work towards my goal of becoming an assistant HR Business Partner. I wouldrecommend this career path for anyone that has drive and ambition.”HR Business Partnering Career Pathway
Section 1Section 2Section 3Section 4Section 5Section 6Level 1: HR Support Officer - Case Study 2Current Department: Departmentfor Work and Pensions (DWP)I started my career in the CivilService 30 years ago and moved intoHuman Resources by accident as theredeployment team I was working inmoved into HR as part of a widerre-organisation of the Department. I wasexcited about this move as it opened upgreater opportunities for me and whenthe work of the Redeployment Unit wascompete I applied for a Support Officerrole working directly to the HR Directorand the Senior Leadership Team.“I have worked in this role for the last few years supporting various senior leadersthrough the many re-structures within our organisation and if there’s one thing forcertain, nothing ever stands still. The role is fast-paced and demanding and there aremany opportunities to get involved in the widest range of HR
HR Career Pathways This is an interactive document and is best viewed using Adobe Acrobat Reader. Click here to download. To print this document, click here. HR Career Pathways Introduction HR roles within the Civil Service are diverse, challenging and rewarding. There are over 3,500 HR professionals in the Civil Service, within the central Civil Service HR function and within departments .
