Senior HR Policy and Employee Relations Lead

We are MHCLG

Are you passionate about developing people policies through meaningful consultation and constructive Trade Union engagement?

Can you navigate complex employee relations issues while delivering policy change that is legally robust and operationally effective?

If so, we have an exciting opportunity for a Senior HR Policy Lead to join our team at the Ministry of Housing, Communities and Local Government (MHCLG) and we'd love to hear from you!

You will co-lead the review and modernisation of our HR policy framework, working closely with Trade Unions and departmental stakeholders throughout the policy lifecycle. From early engagement and consultation through to implementation and embedding change, you will provide expert advice and leadership to ensure policies are fair, practical and aligned with organisational needs. Your work will help create a policy framework that is accessible, trusted and supports consistent decision-making across the department.

As the Senior HR Policy Lead your responsibilities will include:

• Leading the end-to-end review, development and maintenance of MHCLG HR policies to ensure they are fit for purpose, accessible, legally compliant, and aligned to best practice, with particular regard to Government People Group (GPG) model policies.
• Leading and managing Trade Union engagement and consultation on all policy reviews and issues, ensuring timely, constructive and meaningful involvement in policy development and change, balancing the needs of your stakeholders.
• Acting as the subject matter expert and single point of contact (SPOC) for HR policy queries, providing authoritative advice and working closely with casework and employee relations teams to ensure consistent application.
• Building and maintaining strong working relationships with a wide range of key stakeholders, including senior leaders, HR Business Partners, operational HR teams, and Government People Group where required.
• Working collaboratively with HR Shared Services to ensure that operational processes, guidance and systems accurately reflect policy intent and are practical to implement.
• Navigating and resolving complexities across formal policy documents, intranet guidance and the employee handbook, ensuring clarity, consistency and alignment across all sources.
• Producing and quality-assuring Equality Impact Assessments (EqIAs) and related documentation to support policy development and demonstrate due regard to equality duties.
• Providing clear, well-structured and accessible policy documentation and guidance, ensuring content meets accessibility standards and supports effective decision-making.

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)

Application and Selection

The application process will be split into 2 stages, testing the following Success Profiles:

Behaviours , Experience , Strengths

Stage 1: Sift

• Behaviour: Leadership: Tell us about a time you've responded to challenge and conflicting pressures when delivering a new/changed HR policy.
• Behaviour: Communicating and Influencing: Tell us about a time when you've implemented a change to HR policies in response to legislation or employment law. How did you make sure the change was understood by all users and communicated effectively - whilst making sure the policy was accurate.
• Experience: (Lead Element): Tell us about a time when you've led on a new HR policy or a policy change when you couldn't meet all stakeholder views/expectations and outline

There is a 250-word limit per question.

When writing your application, remember:

• the assessor won’t be reading your answers sequentially
• do not assume that the same assessors will have read all of your answers
• if talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!)

Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors.

In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.

If you run into any technical problems when applying through Be Applied (for example, trouble logging in or submitting your application), their support team can help. Please contact them at hello@beapplied.com.

Stage 2: Interview

• Behaviours: Communicating & Influencing, Delivering at pace, Leadership
• Experience: Experience questions will be based around the essential skills and criteria as listed in the job description.
• Strengths: The strength-based questions will require natural responses from the candidates.

Candidates will be asked to prepare a 5-minute presentation, further details will be provided on invitation to interview.

Sift and Interview Dates

Sifting is envisaged to take place the week commencing 21/09

Interviews are envisaged to take place the week commencing 05/10 and are currently being held remotely via videocall. This could be subject to change.

Disability Confident Scheme (DCS)

We are a Disability Confident employer.

We apply a fair and proportionate interview process for all candidates. In line with our commitment to the Disability Confident Scheme (DCS), we aim to progress candidates who apply under the Disability Confident Scheme and meet the required minimum selection criteria.

However, where high application volumes are received, progression to interview may be limited to those who best meet the role criteria. In these circumstances, the benchmark required to proceed to interview may be raised for all candidates.

How We Recruit

Find out more about our recruitment processes here.

• Applying
• Sifting
• Interview
• Interview Results & Feedback
• Reserve List
• Near Miss
• Civil Service Grades
• We are a Disability Confident Scheme, Redeployment Interview scheme & Great Place to Work for Veterans employer
• Reasonable Adjustments

How to Apply

Find out everything you need to know before applying here.

You must review the following information from the MHCLG Career's Site before submitting your application. This step is essential to ensure your eligibility for the role and that your application is completed correctly.

• Security Clearance Requirements
• Civil Service Nationality Requirements
• Right to Work
• Civil Service Code and Recruitment Principles
• CV Declaration
• Sponsorships
• Salary and Grade
• Existing Civil Servants
• Conflict of Interest
• Location and Flexible Working
• Internal Fraud Database
• Appeals and Complaints
• Fixed Term Appointments for:
• External Candidates
• Existing Civil Servants (Including Loans)
• Secondments
• MHCLG employees

Security Clearance Requirements

National Office: BPSS

London Office: BPSS + CTC

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