HR Performance Manager, SEO, Perm, Liverpool/ Newport

• Can you turn insight into influence: use people data, analytics and workforce intelligence to shape decisions at Executive Leadership Team and Board level?
• Do you thrive on leading meaningful organisational change: design fair, effective performance management, pay and succession approaches that help colleagues thrive?
• Do you want to build your strategic HR career: work across senior leadership and the wider HR team on high-profile priorities, with opportunities to develop your expertise in analytics, workforce planning and performance?

Job purpose:

The HR performance Manager is responsible for designing and implementing strategies that drive employee productivity, growth, and alignment with business objectives. Through maximising use of HR data and metrics, this role leverages HR analytics to enhance performance effectiveness, optimise goal setting processes and support leadership in creating a high-performance culture.

This role is ideal for a professional with strong analytical skills, a strategic mindset, and a passion for optimizing workforce performance through data driven approaches.

Key Responsibilities

• Gather and assess business intelligence and all data relating to people, delegated pay and reward to assess/analyse organisational performance, over time, and seek to identify trends and dips in performance to be addressed.
• Draft proposals for delegated pay remit and conduct research where needed to support proposal.
• Ensure internal controls manage the accuracy of the data from the HR system.
• Present findings through clear reporting mechanisms, suggesting recommended courses of action.
• Implement or improve procedures and devise strategies that support and enhance employee performance in line with organisational objectives.
• Accountable for the quarterly reporting dashboard and associated narrative of people performance standards to the Executive Leadership Team and Renumeration and People Board.
• Create and review Performance Management policies and procedures which are easy to follow and facilitate line managers’ ability to identify, encourage and reward high performance and efficiently manage poor performers.
• Identify, develop or recommend learning and development interventions to support effective and productive Performance Management discussions and activities.
• Engage with the line management cadre to help them identify and act on their own development needs, liaising with L&D colleagues to ensure the embedding of civil service line manager standards.
• Lead the succession planning agenda, ensuring that those identified as talented or in succession pipelines are nurtured and developed through career conversations and relevant activities, wider workforce planning

Performance Management Strategy and Execution:

• Develop and oversee the organisation’s performance management framework, ensuring alignment with strategic business goals
• Implement performance evaluation tools, such as goal setting frameworks (e.g. SMART goals) and competency models.
• Partner with leadership teams to establish KPIs and ensure performance standards are clear and consistent.
• Continuously assess and improve performance management processes to enhance fairness, engagement and effectiveness.
• Oversee performance review processes, ensuring structured and transparent evaluations.

HR Analytics and Performance Insights:

• Utilise HR data analytics to track and analyse performance trends, outputs, engagement levels as well as pay modelling and reward.
• Produce regular workforce planning tool using this to influence and advise senior leaders decision making.
• Develop dashboards and reports to provide leadership with data driven insights on workforce performance for driving decision making and influencing leadership strategies.
• Use predictive analytics to identify risks and areas for development.
• Benchmark internal performance data against industry standards to drive continuous improvement.
• Analyse qualitative and quantitative data and insights to improve processes and eliminate biases.

Employee Development and Compliance:

• Ensure performance management practices comply with employment law and regulatory requirements.
• Align performance outcomes with L&D programmes to support employee growth.
• Provide training for managers on effective feedback, coaching and performance improvement strategies.
• Foster a continuous feedback culture, making use of coaching tools and platforms
• Collaborate with the wider HR team to integrate findings into process and practice, including employee relations.

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, Strengths and Experience.

To apply for this post, you must complete an online application with the following:

• A blind CV setting out your Job History/Full Qualifications/Previous skill and experiences.
• A Personal Statement (maximum 750 words) demonstrating how you meet the essential criteria for the role outlined on the Job Description.

We will assess your CV and Personal Statement against the Essential criteria for the role.

We will ask you to carry out a Presentation at interview and we will assess you against Strengths the following Behaviours at interview:

• Changing and Improving
• Communicating and Influencing
• Managing a Quality Service
• Delivering at Pace

Interview Arrangements

Interviews will be taking place via MS teams

The sift is due to take place on the 16/09/2026

Interviews will be taking place on 28/09/2026 & 29/09/2026

We will try to meet the dates set out in the advert. There may be occasions when these dates change. You will be provided with sufficient notice of the confirmed dates.

At the interview, the panel can then probe further and ask applicants to provide further specific examples that show how they best demonstrate their skills.

We reserve the right to raise the score required at any stage of the process to manage numbers.

Behaviours:

The distinguishing Behaviours (the required skills, knowledge, and behaviours) for this role are set out in the Civil Service Behaviours Framework 2018 (Success Profiles - GOV.UK (www.gov.uk)) and should be referred to when making this application.

You are required, under the Behaviours approach, to describe how you have dealt with a specific situation.

You must give evidence of your knowledge, skills, and behaviours and how you have applied this, such as what you did or said and how you interacted with other people.

When you are giving your examples, do not spend too many words on description and background information. Avoid using general or unspecific statements. Instead say what the situation was, what you did, what your thought process was and what was the result.

This post is full time however those applicants who do or wish to work an alternative working pattern are welcome to apply. The preferred working pattern may or may not be available. You should discuss this with the vacancy holder.

Reasonable Adjustment:

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled persons, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via Charitycommissionrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
• Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at an interview, or if you’re deaf, a Language Service Professional.

Reserve Lists:

If we have more successful candidates than available vacancies, we will hold a 12-month reserve list as standard.

During that time, we may use the list to fill the same, or similar roles with closely matching essential criteria, without further testing of merit. Any appointments from the Reserve list will be made in strict merit order.

Applying:

We recognise everyone as an individual, accepting people for who they are and treating everyone fairly.

All applications for these vacancies must be made online. There are limited exceptions to this. Paper applications will only be considered if you have a disability that will prevent you from applying online. If this is the case, please email Charitycommissionrecruitment.grs@cabinetoffice.gov.uk

Once you have submitted your application it cannot be amended; only submit your application when you have completely finished and answered all the relevant questions.

Please note that late applications will not be accepted.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

New entrants are expected to join on the minimum of the pay band.

Concerns/Complaints:

The Charity Commission’s recruitment processes are underpinned by the Civil Service Commissioner’s Recruitment Principles, which outlines that selection for appointment is made on merit based on fair and open competition.

If you feel your application has not been treated in accordance with the values in the Civil Service Code and/or if you feel the recruitment has been conducted in such a way that conflicts with the Civil Service Commissioner’s Recruitment Principles, and wish to make a complaint, then you should contact in the first instance hrselfservice@charitycommission.gov.uk.

If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web page https://civilservicecommission.independent.gov.uk/contact/.

Feedback

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