Job description
Job Title: Deputy Director- Head of HR
Band: SCS1
Salary: £81,000 - £117,800
Location: Liverpool
Contract Type: Permanent
Hours: Full Time
Closing Date: 30/03/2026
Interview Date(s): WC 28/04/26 (subject to change)
Crown Commercial Service (CCS) will become Government Commercial Agency (GCA) on 1 April 2026. Please visit our website for further details.
Watch our Webinar on the above link and gain valuable insight into CCS and our recruitment processes.
Do you want to be an integral part of the GCA HR team and drive the success of the HR/People Strategy through its people.
Are you ready for a strategic leadership challenge that will shape the future of our HR profession and the entire organisation?
Job Summary
The Head of HR plays a central and pivotal role as member of the HR Senior Leadership Team (SLT), reporting directly to the HR Director.
This role is critical in shaping the future of the GCA organisation and the HR profession
This role will be responsible for leading and line managing the Head of HR Services, Head of HR Operations, Head of HR Strategy, Reward and Policy and Head of Resourcing and Talent.
The post holder will also be responsible for leading the functional delivery of HR services; driving the people agenda, coaching senior leaders through complex people challenges, and supporting effective business delivery through the HR/People plan.
In addition to the above, the post holder will be responsible for the strategic oversight for developing and running the ERP, the Trade Union relationships/consultation, contract management of HR related services e.g Ministry of Justice, Employee assistance programme, Occupational health, Enterprise Resource Planning, Strategic Workforce Planning and pay award.
The role will manage circa c18 FTE, with the majority of the team being based in Liverpool. To support the continued engagement of the team, there is a minimum requirement of 2 days per week in the Liverpool office, along with other adhoc travel to other GCA locations as and when required.
Key Accountabilities:
Strategic People Leadership
Strategy Design: Lead the design and delivery of a customer-centric People Strategy, aligning enterprise priorities with wider Civil Service objectives and evidence-based insights.
Digital Roadmap: Own the long-term HR Information Systems (HRIS) and digital data strategy to enhance user experience and enable data-driven decision-making.
Operational Excellence & Governance
Functional Oversight: Direct the delivery of all HR service lines (Ops, Resourcing, L&D, Talent) ensuring they meet quality standards and functional benchmarks.
Financial Stewardship: Manage the HR budget and resource allocation to ensure value for money and strategic ROI.
Risk & Compliance: Lead organisational people risk management, architecting mitigation strategies for systemic workforce risks and ensuring alignment with cross-government standards.
Talent, Capability & Performance
Workforce Planning: Drive strategic workforce planning and capability development to ensure the organisation remains an "Employer of Choice."
Performance Culture: Develop and implement model performance policies that drive agility, continuous improvement, and high-performance outcomes.
Executive Coaching: Provide high-level insight and challenge to business leaders on complex, strategic people-related subjects.
Reward & Employee Relations
Industrial Relations: Serve as the primary strategic interface with Trade Unions and Staff Associations, leading formal negotiations and collective consultations.
Reward Framework: Oversee the annual pay award process and ensure reward packages remain competitive and aligned with Civil Service principles.
Leadership & Culture
Team Leadership: Manage and coach the HR team to foster a high-performance culture and internal talent pipeline.
Cultural Stewardship: Champion inclusion, diversity, and engagement initiatives to align the internal culture with organizational values.
Essential Criteria (to be assessed at application stage):
The successful candidate will be required to be a Chartered Fellow of the CIPD or demonstrate equivalent Senior HR experience and professional qualifications.
Proven track record of successful leadership experience at Senior HR level and ability to lead strategic HR initiatives and transformational change programmes.
Ability to interpret and use complex workforce data to inform strategic decisions.
Proven ability to influence and build credible relationships with colleagues, external partners, and senior stakeholders with ability to influence at executive level.
Evidence of delivering continuous improvement and digital transformation in HR service.
The successful candidate will bring cross-disciplinary HR expertise to the GCA during this high-growth formation phase. You will be instrumental in shaping our systems, policies, and culture as we build the new organisation at pace.
Success Profiles (to be assessed at interview):
leadership
seeing the bigger picture
changing and improving
making effective decisions
communicating and influencing
working together
(A link to the Civil Service Success Profiles Framework is provided below)
Assessment
Shortlisted candidates will complete an alternative leadership assessment. These assessments are not pass/fail; instead, they provide insights to help the panel explore specific areas during your interview. For more information, read the gatenby sanderson assessment types.
Valuing our people:
Competitive salary
Generous pension scheme
A discretionary non-contractual performance related bonus
Working remotely in addition to working in advertised office location
Minimum 25 days annual leave to a maximum service related 30 days excluding bank holidays
Explore fully how we will reward your work.
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 and the Civil Service D&I Strategy.
We want to make our recruitment process accessible to everyone, so if there is any way that we can support you, please contact recruitment@crowncommercial.gov.uk
Working flexibly, delivering outcomes
CCS operates a smarter working model that balances flexibility with meaningful collaboration. Successful candidates will spend at least 26 days per quarter (approximately 2 days per week, pro-rata) working from either their contracted office, another CCS site, or off-site for meetings and events. For the remainder of the time, you have the flexibility to work from home or another suitable location that meets the needs of your role and the business—an approach designed to support your work-life balance while fostering team connection
Artificial Intelligence
Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.
Selection Process
A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact recruitment@crowncommercial.gov.uk.
Please note that as part of this recruitment process, if you are unsuccessful at the interview stage but are close to the benchmark score you may be considered for and offered a role at a lower pay band within the same job family.
#CCS26
Working for the Civil Service
The Civil Service Code sets out the standards of behaviour expected of civil servants.
Complaints Procedure
Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles details of which can be found at https://civilservicecommission.independent.gov.uk/recruitment/recruitment-principles/
If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact recruitment@crowncommercial.gov.uk in the first instance.
If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at info@csc.gov.uk
Internal candidates should apply using their Workday account. Please use the careers hub for your application.