National Cyber Force - Head of Workforce Delivery and Resourcing

Established in 2020, the National Cyber Force (NCF) is responsible for operating in and through cyberspace to counter, disrupt, degrade and contest those who would do harm to the UK or its allies, to keep the country safe and to protect and promote the UK's interests at home and abroad. The UK will use cyber operations as part of its diplomatic, economic and military activities.

The NCF is at the heart of this, extending the UK's competitive edge as a responsible, democratic cyber power, by countering threats from terrorists, criminals and states using the internet to operate across borders in order to do harm to the UK and other democratic societies. This may involve countering threats which disrupt the confidentiality, integrity and availability of data and services in cyberspace (i.e. supporting cybersecurity), contributing to UK Defence operations, or helping deliver the UK's foreign policy agenda (for example intervening in a humanitarian crisis to protect civilians). In addition to GCHQ and the Ministry of Defence, the Secret Intelligence Service and the Defence Science and Technology Laboratory are core partners, bringing cutting edge espionage and research techniques. The NCF is establishing its Headquarters in Samlesbury, Lancashire.

Our people are at the heart of everything we do. Our vision is to have an empowered, productive, personally and professionally fulfilled workforce. Whatever your role, we take your career and development seriously. We want to enable you to build a successful career with the Department and wider Civil Service. We are committed to understanding, respecting, and representing as broad a range of views and backgrounds as we have in UK society. We know that diverse perspectives and experiences are critical to an effective, modern Civil Service.

The Head of Workforce Delivery and Resourcing is responsible for the development and delivery of the Cyber Partnership Strategic Workforce Planning process/cycle.

This position is advertised at 37 hours per week.

Working with senior stakeholders this role will identify critical gaps in capability and capacity of the future workforce to support delivery of operational outputs and transformational change across the partnership.

The role primarily faces inwards overseeing the interaction at a strategic level between the various partner organisations, supporting the development of cyber careers, skills and professions. The role ensures Defence specific workforce policy and processes are adopted for those working within the Partnership, blending in with the inhouse ways of working. The role also faces outwards relaying Partnership specific requirements out to the wider CSOC People Team including the CSOC HRBP team.

The role operationally leads and supports the partnership by leading the in-house Strategic Working Planning, Defence Resourcing Hub, Vetting Team and Career and Talent Team to ensure the right people, with the right skills at the right time are recruited and onboarded, including being responsible for the accuracy and availability of the systems that hold People Data that supports Workforce Planning and People decision making. The role and the teams it leads will continue to support the growth of the HQ at Samlesbury. The role will:

• Lead the development and delivery of the Strategic Workforce Plan, including governance and operational delivery of the workforce planning process/cycle.
• Collaborate with the Partnership key stakeholders on current and developing Defence HR policies and processes. Work closely with CSOC HRBP and wider CSOC People Team to understand how Defence/CSOC transformation affect the Partnership and vice-versa and how best to implement new policy and processes.
• Lead the workforce delivery, recruiting and vetting and career and talent teams. Continuing to support the growth of the HQ at Samlesbury.
• Oversee the organisations workforce data using analytics to inform decision making and recommendations relating to workforce planning, succession planning and retention.
• Brief and engage with the Partnership Senior leadership team on Defence specific workforce topics to include: relocation, resourcing, vetting, career and talent leadership and matters relating to transformation and people change.

Associate CIPD

Open to UK nationals only.

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 in no more than 250 words.

At sift, you will be assessed against your CV, Statement of suitability and the following Behaviours:

• Managing a Quality Service
• Seeing the Big Picture

At interview, you will be assessed against the following Behaviours:

• Managing a Quality Service
• Making Effective Decisions
• Delivering at Pace
• Communicating and Influencing

If successful at sift, the interviews will be held week of 28th September. Interviews will be conducted remotely via Teams. Once set, we will not be able to reschedule the dates.

Further information:

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is enhanced developed vetting, further to the DV as listed below.

The post holder must be a UK national. You must hold or be willing to undergo Developed Vetting (DV) clearance.

Clearance level required for role is DV plus screening. Checks involved include, but are not limited to:

Successful completion of the Baseline Personnel Security Standard

Completion, by the individual, of a DV Security Questionnaire

A departmental/company records check which will include personal files, staff reports, sick leave returns and security records

A check of both spent and unspent criminal records

A check of credit and financial history with a credit reference agency

A check of Security Service records

A full review of personal finances

A detailed interview conducted by a trained Investigating Officer

Further enquiries, including interviews with referees conducted by a trained Investigating Officer

Checks may extend to third parties included on the security questionnaire

The full review of personal finances will include an assessment of an individual's assets, liabilities, income and expenditure both on an individual basis and taking into account the joint position with a spouse or partner.

Additionally, candidates will need to meet the business validation standard and pass a drug test prior to appointment.

Before you apply, we advise you to consider setting up a separate email address for your contact with us, to ensure your personal and application correspondence remain separate. Try to avoid having identifying features in your email address, such as your first and/or surname and date of birth. This is good practice and will help you to manage your application with us more discretely.

While the existence of NCF is not a secret, its people are, and discretion is vital. You should not discuss your application, other than with your partner or close family. You should also make them aware of the importance of discretion. You should not mention your application on social media or discuss it with anyone else at this stage.

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.

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.