CSM-Resourcing Officer

Corporate Services Modernisation CSM is delivering a significant transformation programme across the Ministry of Defence. Effective workforce planning, resourcing and people processes are critical to ensuring the programme has the right capacity, capability and workforce mix to deliver its objectives.

The Resourcing Officer will support workforce planning, recruitment, onboarding, workforce reporting and people process activity across CSM. Working within the Approvals, Cost, Benefits and Finance Team, the postholder will work with across the programme to maintain accurate workforce information, support resourcing decisions and help manage workforce risks and pressures.

This role is suited to someone who can bring structure, accuracy and pace to workforce planning and resource management activity. You will provide practical advice, coordinate information and returns, maintain workforce data, support recruitment and onboarding arrangements and ensure CSM is positioned to respond effectively to corporate commissions and changing workforce requirements.

The CSM portfolio is recruiting to two-year FTAs, with the possibility of extension subject to business requirements and approvals.

If you are a permanent MOD civil servant and are successful in securing an advertised Fixed-Term Appointment (FTA), it may be possible to agree a Temporary Transfer, subject to the agreement of your current MOD business area. Where a Temporary Transfer is agreed and the post is at a higher grade, any promotion will be temporary, and you will return to your substantive grade at the end of the Temporary Transfer.

Existing Civil Servants from outside MOD and applicants from accredited NDPBs are eligible to apply but will only be considered on a loan basis (Civil Servants) or secondment (accredited NDPBs). Prior agreement to be released on a loan basis must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant, including arrangements regarding grade on return.

This position is advertised at 37 hours per week.

Resource management and workforce planning

• Support the development and maintenance of the CSM resourcing strategy, ensuring workforce information is accurate, current, and aligned to programme delivery needs.
• Support workforce planning across the civilian, military and contingent labour workforce, helping CSM understand current capacity, future demand and emerging resource pressures.
• Maintain establishment, vacancy, and workforce information to support resource planning, reporting, and decision-making.
• Analyse workforce information to identify trends, risks, gaps and opportunities, escalating issues where appropriate.
• Support capability and capacity planning by helping to identify skills, workforce gaps and resourcing options.

Recruitment, onboarding and people processes

• Support recruiting managers by signposting relevant HR policies, workforce procedures and people processes, working with HR Business Partners and other Subject Matter Experts if required.
• Identify common issues with recruitment processes/guidance, escalating to senior managers.
• Work effectively with the CSM Business Management Team to plan onboarding workload and recruitment-related coordination.
• Monitor recruitment pipelines, status of job descriptions, vacancies and onboarding activity across the programme, providing regular updates through management information or programme reporting to demonstrate recruitment activities are in line with plans.
• NB – recruitment activities (including drafting job descriptions, advertising positions, sifting and interviewing) are the responsibility of the recruiting line manager.

Workforce reporting, affordability and contingent labour

• Work with the Finance Manager to ensure contingent labour and workforce updates are completed accurately and in line with timescales and standards.
• Produce clear workforce reports, updates and management information to support senior decision-making and corporate returns.
• Support workforce affordability activity by helping identify contingent labour and workforce pressures, including areas of potential overspend.
• Work with colleagues to provide evidence-based advice on workforce position, workforce pressures and contingent labour information.
• Maintain a disciplined approach to data quality, version control and evidence management for workforce information.

Stakeholder engagement and corporate commissions

• Develop effective working relationships with programme stakeholders and wider Ministry of Defence teams.
• Alongside the team, support management of the relationship with Human Resources and Strategic Workforce Planning colleagues.
• Respond to queries and taskings, working with the team to shape clear, accurate, and timely responses to corporate commissions.
• Provide practical workforce advice to stakeholders, using data and policy awareness to support proportionate recommendations.
• Represent CSM in workforce planning and resourcing discussions where required, reflecting the delegated authority of the role.

Governance, risk and continuous improvement

• Identify and escalate workforce risks, issues, gaps and blockers that could affect programme resourcing or delivery.
• Support workforce governance by maintaining accurate records, returns, action logs and supporting evidence for resource decisions.
• Contribute to improvements in recruitment, onboarding, workforce reporting, and resourcing processes across CSM.
• Share lessons learned and good practice across the team to improve consistency, resilience, and service quality.
• Work flexibly across the programme where workforce, resourcing or people-process support is required.

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

Candidates will be required to provide CV details to include job history; qualification details and previous skills and experience.

Candidates will be required to provide a statement of suitability. (750 Words)

At sift, Candidates will be assessed against their CV and Statement of suitability and the following:

• Delivering at Pace
• Communicating & Influencing
• Working Together
• Making Effective Decisions

Applications will be sifted on all Success Profile elements, but in the event of a high number of applications, the sift will be conducted on your Delivering At Pace only.

At interview, Candidates will be assessed against the following:

Behaviours:

• Delivering at Pace
• Communicating & Influencing
• Working Together
• Making Effective Decisions
• Experience

Further information:

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

There may be occasions where it is not practicable or appropriate to interview all DCS candidates that meet the minimum criteria for the job. For example, in certain recruitment situations such as a high volume of applications, seasonal demand, or peak periods, the employer may wish to limit the overall number of interviews offered to both DCS and non-DCS applicants.

As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical. This role does not meet that category, and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points-based system.

Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.

The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.

The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out.

Feedback will only be provided if you attend an interview or assessment.