92164 - Business Manager - Head of Operations (South Central Region) Full Time

Number of jobs available : 1

Detail of reserve list : 12 Months

Region : South East, South West

City / Town : Aldershot, Aylesbury, Basingstoke, Bicester, Bracknell, Fareham, Havant, High Wycombe, Lymington, Newport (Isle of Wight), Oxford, Portsmouth, Reading, Slough, Southampton

Grade : Other

NPS Pay Band : 4 National

Post Type : Permanent

Working Pattern : Full Time

Role Type : Administration / Corporate Support

Will the successful applicant have line manager responsibilities? Yes

Overview of the job

The Business Manager post within the Function or Cluster provides support to the Head of Operational Function, including making recommendations to them about operational and administrative requirements. The jobholder acts as an interface between the Head of Operational Function and Divisional Hub, cluster staff and other agencies on a wide range of issues. This is a non-operational post although an understanding of the wide range of Probation procedures and policies across the organisation both operationally and at HQ are required. The jobholder will report directly to the Head of Operational Function and have line management responsibilities for the Diary Manager and Senior Administrative Officers.

Summary

The purpose of the role is to provide support to the Head of Operational Function. The jobholder will ensure that performance across the Function or Cluster is monitored, that issues are highlighted and opportunities to improve efficiency and effectiveness are proactively pursued. The job holder will ensure the Head of Operational Function and others as appropriate are informed of priority matters and are given options and / or recommendations to help them to operate effectively. The job holder will ensure that good working relationships with Head of Operational Function are maintained by communicating priorities effectively.

Responsibilities, Activities & Duties

Assist with Deputy Director / Head of Operational Function’s workload

• Have oversight of the Head of Operational Function workload, ensuring that work is prioritised appropriately and that deadlines are met.
• Ensure that all papers / correspondence submitted to the Head of Operational Function are reviewed, actioned, and that correspondence is responded to on the Head of Operational Function’s behalf.
• Monitor the Functional or Cluster Delivery Plan and risk register, ensuring the Head of Operational Function is kept informed of progress.
• Effective management of health and safety within operational portfolio.
• Manage the cluster's approach to Business Continuity, Information Security and Data Protection.
• Work with colleagues to develop plans and strategies to deal with risks.
• Ensure operational and management information systems are in place to monitor and report on performance by division, locality, function and cluster identifying operational, resource or organisational issues that may impact on performance.
• Analyse business information, determining relevance and benefits and compiling information reports for the Head of Operational Function and senior managers.
• Update the Head of Operational Function on policies and procedures, the implications for colleagues and provision of recommendations for action.
• Identify national and divisional priorities and support the Head of Operational Function to respond to emergent issues.
• Promote a culture of innovation and continuous improvement, undertaking reviews and making recommendations as necessary.
• Attend meetings on behalf of the Head of Operational Function when necessary, maintaining a professional image at all times.
• Ensure systems are in place for the management of investigations commissioned by the Head of Operational Function.
• Ensure mechanisms are in place to monitor the Functional or Cluster establishment and complete the National Workforce Planning Tool.

Manage relationships and stakeholders

Determine the effective use of resources

Work with Finance BP, HRBP, System Change Manager on budget matters, workforce planning and other operational issues, examples :

Effectively Manage and Develop staff

Enhance your own performance

Use information to take critical decisions

Manage Diversity and Quality

The duties / responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary.

Behaviours

Technical requirements

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home. Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

Standard full-time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the HMPPS’ Flexible Working policy.

Benefits

The MoJ offers a range of benefits :

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service, plus public holidays. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The National Probation Service is covered by the Local Government Pension Scheme (LGPS) run through the Greater Manchester Pension Fund (GMPF). Please visit www.gmpf.org.uk for further information.

Please note : Any current Civil Servant who is a member of the PCSPS, by accepting an offer of employment to the National Probation Services will be opted out of the PCSPS and auto enrolled into the Local Government Pension Scheme.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender.

Eligibility

All candidates are subject to security and identity checks prior to taking up post.

Support

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order :

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

For more information on applying for a role as a candidate with a disability or long-term condition, please see our Disability Confident Scheme Frequently Asked Questions webpage.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

Interviews are expected to take place Mid December 2024.

Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical / professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.

Application form stage assessments

Behaviours

Delivering at Pace - 250 word limit

Developing Self and Others - 250 word limit

Working Together - 250 word limit

Experience

Statement of Suitability - 250 word limit

Outline your experience and how it is relevant to this role - 250 word limit

Use of Artificial Intelligence (AI)

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Interview stage assessments

There is 1 interview stage for this vacancy.

Behaviours

Changing and Improving

Leadership

Making Effective Decisions

Managing a Quality Service

Strengths may also be assessed at interview but these are not shared in advance.

A Great Place to Work for Veterans

The 'Making the Civil Service a Great Place to work for veterans' initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment which recognises and values your previous service in the Armed Forces.

For further details about the initiative and eligibility requirements visit : https : / / www.gov.uk / government / news / making-the-civil-service-a-great-place-to-work-for-veterans.

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

This job is broadly open to the following groups :

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