RN - Recruit and Attract- Deputy Head of Royal Fleet Auxiliary Recruitment

Portsmouth, South East England, PO1 3LU

Job Summary

The Royal Fleet Auxiliary (RFA) provides cost effective maritime operational support to the Naval Service, wider Defence and our Allies. Recruitment of RFA personnel is essential to fill operational seagoing posts, drawing from a Merchant Navy and civilian audience. You will be part of the Recruit and Attract Head Quarters within Portsmouth naval base. This is an exciting role that provides you with a phenomenal opportunity to demonstrate your expertise as a HR professional by engaging and supporting the business.

Where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all office-based employees will be expected to spend a minimum of 60% of their working time in office, subject to capacity and any required workplace adjustments.

This position is advertised at 37 hours per week.

Job Description

The Deputy Head of RFA will cover a diverse range of activities, oversee all aspects of RFA recruiting as delegated by Head of RFA Recruiting in accordance with the Commodore RFA and Second Sea Lord recruiting requirements.

• Delivering, reviewing, and analysing workload reports / statistical data on a regular basis to monitor, predict and address workload requirements and risks.
• Provide a focal point for staff and key Navy stakeholders for RFA recruitment.
• Escalate performance risks and/or missed targets to Head of RFA Recruiting.
• Influencing and contributing to decision making both internally and externally regarding synergic ways of working. Engaging in regular team and management meetings to evaluate service delivery, provide briefings and ensure effective teamwork within a supportive environment.
• Promoting and ensuring efficient and effective working relationships between RFA, other parts of Recruit and Attract and the Navy, who support us in our objectives.
  
  

The responsibilities of the Deputy Head also has managerial responsibilities, and there are additional roles within RFA that you may be asked to perform once the requisite time has elapsed and experience gained.

• Line managing RFA EO and RFA Administration Officer in accordance with Civil Service and MOD policies of Line Management, including performance management of staff, and effective management of absences.
• Organise Recruitment timetable for RFA Ratings and oversee Officer recruiting annually.
• Ensure the wellbeing and effective support of all staff through regular check ins and 1-2-1s. Promote and develop a culture of peer support and self-care in the team utilising all RFA/Navy/MOD resources such as the Supportive Care Directive, Employee Assistance Programme, Charity for Civil Servants etc.
• Undertake sifts and interviews for Apprentice Ratings including written reports and selection results.
• Issue Formal and Provisional Offers to RFA Ratings and Officers once selected.
• To provide advice on MOD and civil service recruitment policy; to liaise with RFA People Delivery and Subject Matter Experts regarding eligibility criteria and draft Recruiting Instructions.
  
  

The Deputy Head of RFA will cover a diverse range of activities, oversee all aspects of RFA recruiting as delegated by Head of RFA Recruiting in accordance with the Commodore RFA and Second Sea Lord recruiting requirements.

• Delivering, reviewing, and analysing workload reports / statistical data on a regular basis to monitor, predict and address workload requirements and risks.
• Provide a focal point for staff and key Navy stakeholders for RFA recruitment.
• Escalate performance risks and/or missed targets to Head of RFA Recruiting.
• Influencing and contributing to decision making both internally and externally regarding synergic ways of working. Engaging in regular team and management meetings to evaluate service delivery, provide briefings and ensure effective teamwork within a supportive environment.
• Promoting and ensuring efficient and effective working relationships between RFA, other parts of Recruit and Attract and the Navy, who support us in our objectives.
  
  

The responsibilities of the Deputy Head also has managerial responsibilities, and there are additional roles within RFA that you may be asked to perform once the requisite time has elapsed and experience gained.

• Line managing RFA EO and RFA Administration Officer in accordance with Civil Service and MOD policies of Line Management, including performance management of staff, and effective management of absences.
• Organise Recruitment timetable for RFA Ratings and oversee Officer recruiting annually.
• Ensure the wellbeing and effective support of all staff through regular check ins and 1-2-1s. Promote and develop a culture of peer support and self-care in the team utilising all RFA/Navy/MOD resources such as the Supportive Care Directive, Employee Assistance Programme, Charity for Civil Servants etc.
• Undertake sifts and interviews for Apprentice Ratings including written reports and selection results.
• Issue Formal and Provisional Offers to RFA Ratings and Officers once selected.
• To provide advice on MOD and civil service recruitment policy; to liaise with RFA People Delivery and Subject Matter Experts regarding eligibility criteria and draft Recruiting Instructions.
  
  

Person specification

As Deputy Head of RFA Recruitment you will have the following essential skills/experience/knowledge.

Essential

• Excellent business acumen
• Excellent analytical skills
• Proven organisational skills and ability to plan workload efficiently
• Ability to work in a fast past environment to changing deadlines
• Excellent Interviewing and Selection experience required
• Excellent communication skills – oral and written, including proven presentation skills
• Excellent interpersonal and stakeholder management skills
• Excellent leadership, coaching and development skills
• Ability to motivate engage and manage a team (remotely and face to face)
• Excellent problem-solving skills
• Experience and confidence in the use of IT - Excel and all main MS Office applications, and aptitude to learn new systems.
  
  

Desirable

• Good knowledge of CIPD membership, experience / knowledge of RFA and their systems.
  
  

Behaviours

We'll assess you against these behaviours during the selection process:

• Changing and Improving
• Making Effective Decisions
• Working Together
• Communicating and Influencing
• Managing a Quality Service
• Leadership
  
  

We only ask for evidence of these behaviours on your application form:

• Changing and Improving
• Making Effective Decisions
• Working Together
  
  

Alongside your salary of £36,530, Ministry of Defence contributes £10,582 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Navy Command offers support and development in your career. This includes working towards membership of professional bodies and / or apprenticeships, that you undertake as part of your role.
• 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years' service.
• Free Parking.
• Special Paid Leave to volunteer up to 6 days a year.
• As a civil servant in Navy Command, you will be part of a forward-looking organisation with inclusive workplace policies, excellent career prospects, and a job that makes a difference.
  
  

The post does not offer relocation expenses.

External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.

Please Note: Expenses incurred for travel to interviews will not be reimbursed.

Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts.

Any move to MOD from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/.

The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.

MOD Recruitment Satisfaction Survey – We may contact you regarding your experience to help us improve our customer satisfaction. The survey is voluntary and anonymous. You may however be given the opportunity to provide additional information to help us improve our service which includes the collection of some personal data as defined by the United Kingdom General Data Protection Regulation (UK GDPR). The MOD Privacy Policy Notice sets out how we will use your personal data and your rights.

Selection process details

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 also be required to provide a statement of suitability. (Word count)

At application you will be assessed agaist your CV, Personal statement and the following Behaviours:

• Changing and Improving
• Making effective decisions
• Working Together
  
  

When choosing your Behaviour examples, please make sure you use real life scenarios that relate to your own experiences. Whilst technology may help to enhance your written submission, presenting the ideas of others or those generated by technology, could result in your application being rejected.

At interview you will be assessed against the following Behaviours:

• Communicating and Influencing
• Managing a Quality Service
• Leadership
  
  

Applicants are advised that the post they are applying for is included within the Armed Forces Recruitment Programme (AFRP) and although not amongst those which may transfer to a new employer, it may be affected or impacted by the outcome of the programme.

The Civil Service embraces diversity and promotes equality of opportunity. There is a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. If you need to advise us that you need additional help or reasonable adjustments for the recruitment process, please contact: [email protected] .

As a result of the changes to the UK immigration rules which came in to 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.

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

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

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

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)

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 (opens in a new window).

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.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

The Civil Service Code (opens in a new window) 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 (opens in a new window).

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.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and 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 (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job Contact

• Name : Craig Harris
• Email : [email protected]
  
  

Recruitment team

• Email : [email protected]
  
  

Further information

Please ensure you read the attached candidate information document prior to completing your application. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint by writing to DBS at the following address: Defence Business Services, Scanning Hub, Room 6124, Tomlinson House, Norcross Lane, Blackpool, FY5 3WP. If after raising your complaint with DBS you remain dissatisfied you can complain directly to the Civil Service Commission at the following address: Civil Service commission, Room G/8, 1 Horse Guards Road, London, SW1A 2HQ Or by email: [email protected].