Junior Talent Manager

As a Junior Talent Manager you will ensure the successful delivery of fit-for-purpose and inclusive cross-government digital talent schemes and projects. Your main responsibilities may include, but are not limited to:

• establish, implement, maintain and review talent approaches, aligned to best practice standards, prioritising recruitment and development of a diverse pool of talent into the DDaT profession. (EITHER associated with proactive planning and management of senior talent to support succession planning and sourcing of executive level critical skills OR to upskill early career DDaT professionals enabling them to move into digital roles).
• deliver against project plans - proactively taking action, reporting and pursuing progress, planning ahead and adapting as required.
• partner and engage with cross-government stakeholders, building and growing key relationships and managing communications (including with those at senior levels).
• develop evaluation products to assess scheme feedback to ensure continual scheme improvement and the delivery of quality services.
• provide secretariat support for talent meetings and events; including team inboxes and escalating to the relevant team as appropriate. 

Person specification

This role requires:

• background in HR, ideally experience in developing and implementing talent management strategies, and a passion for diversifying the Civil Service.
• creativity and tenacity in implementing talent development products and solutions to meet wide-ranging stakeholder needs.
• experience in managing projects, and the ability to deliver and prioritise effectively in a fast-paced, changing environment.
• strong communication skills, with the ability to manage large amounts of complex information, communicate clearly and persuasively, and build and maintain positive stakeholder relationships, at all levels.
• a team player with a proactive, problem-solving attitude and a desire to develop and support others from a diverse range of backgrounds.

Benefits

The benefits of working at CDDO

There are many benefits including:

• flexible hybrid working with flexi-time and the option to work part-time or condensed hours
• a Civil Service Pension with an average employer contribution of 27%
• 25 days of annual leave, increasing by a day each year up to a maximum of 30 days 
• an extra day off for The King’s birthday
• an in-year bonus scheme to recognise high performance
• career progression and coaching, including a training budget for personal development
• paid volunteering leave 
• a focus on wellbeing with access to an employee assistance programme
• job satisfaction from making government services easier to use and more inclusive for people across the UK
• advances on pay, including for travel season tickets
• death in service benefits
• cycle to work scheme and facilities
• access to children's holiday play schemes across different locations in central London
• access to an employee discounts scheme
• 10 learning days per year
• volunteering opportunities (5 special leave days per year)
• access to a suite of learning activities through Civil Service learning

CDDO offers hybrid working for all employees. This means that everyone does some working from home and also spends some time in their local office. You’ll agree to your hybrid working arrangement with your line manager in line with your preferences and business needs.

Any move to the Central Digital and Data Office 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

Things you need to know

Selection process details

The standard selection process for roles at CDDO consists of:

• a simple application screening process - We only ask for a CV and cover letter of up to 750 words. Important tip - please ensure that your cover letter includes how you meet the skills and experience listed in the “person specification” section above
• a 60-minute video interview

In the event we receive a high number of applications, we will conduct an initial sift on the lead criteria which is:

• background in HR, ideally experience in developing and implementing talent management strategies, and a passion for diversifying the Civil Service.

Depending on how many applications we get, there might also be an extra stage before the video interview, for example a phone interview or a technical exercise.

In the Civil Service, we use Success Profiles to evaluate your skills and ability. This gives us the best possible chance of finding the right person for the job, increases performance and improves diversity and inclusivity. We’ll be assessing your technical abilities, skills, experience and behaviours that are relevant to this role.

For this role we’ll be assessing you against the following Civil Service Behaviours: 

• Seeing the bigger picture
• Managing a quality service
• Communicating and influencing
• Working together
• Delivering at pace

Candidates that do not pass the interview but have demonstrated an acceptable standard may be considered for similar roles at a lower grade.

A reserve list will be held for a period of 12 months, from which further appointments can be made.

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status or disability status.

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