GLD’s HR Division provides strategic partnering, professional advice and in-house HR and payroll services to more than 3,500 employees across the Government Legal Department, the Attorney General’s Office and HM Crown Prosecution Service Inspectorate. HR sits within the Strategy, People and Culture directorate, which is dedicated to promoting an environment where our people can thrive and deliver exceptional legal services. It plays a crucial role in shaping the strategic direction of the department, enhancing our organisational culture, and ensuring that our workforce is equipped with the skills and support needed to excel.

HR plays a central role in helping GLD attract, develop, support and retain the people it needs to deliver high-quality legal services across government. The division brings together a broad range of professional expertise, including HR business partnering, resourcing, learning and development, pay, policy, employee relations, workforce strategy, HR operations, payroll, pensions, people data and systems.

HR works closely with senior leaders, managers, employees, trade unions and external service providers to help GLD deliver its strategic ambitions: becoming a National GLD, providing rewarding careers for all, and creating an environment fit for the future. Through workforce planning, organisational change, complex casework, policy implementation and service improvement, the division helps ensure GLD has the right people, capability, culture and employment practices in place to deliver high-quality legal services across government.

The Role

GLD HR is entering an exciting period of transformation as it prepares to migrate from its current HR platform to a new modern Enterprise Resource Planning (ERP) system that unifies GLD’s HR, payroll, finance and supply chain functions.

We are looking for an experienced HR professional with strong communication, change management and project delivery experience to support the effective delivery of HR change activities linked to the ERP programme and wider HR transformation priorities.

The initial focus will be to review and improve HR guidance on GLD’s intranet, confirm process owners for each HR service and activity, and strengthen arrangements for keeping content accurate, accessible and aligned with current policy and process requirements.

Alongside this, the postholder will provide agile project support across priority HR workstreams, helping to maintain delivery momentum while HR subject matter experts are released to contribute to ERP design, build and testing activity.

As the programme progresses, the postholder will work closely with HR service leads and policy owners, the ERP programme team and internal communications colleagues to support operational readiness by developing updated guidance, briefing materials and employee communications that help HR colleagues and the wider organisation understand new processes, systems and ways of working.

This is an exciting opportunity to make a visible contribution to a major organisational transformation programme, working across HR to improve how colleagues access information, understand change and adopt new ways of working.

Key responsibilities:

• Lead the review, refresh and reformatting of HR content on Eagle, ensuring guidance is accurate, accessible, easy to navigate and aligned to the employee lifecycle.
• Work with HR service leads and policy owners to identify clear process and content owners for each HR service area, strengthening accountability for accuracy, maintenance and future updates.
• Prepare HR content for future ERP knowledge bank requirements by coordinating input from HR subject matter experts and collaborating with the ERP programme team to ensure guidance and process documentation and is structured, standardised, clearly owned and delivered to agreed timescales.
• Provide short-term project support across other HR areas to release subject matter experts need to focus on ERP system design, build and testing activity.
• Support ERP and HR transformation by leading operational readiness activities and helping colleagues understand changes to processes, systems and ways of working by translating complex HR, programme and process information into clear, practical guidance, briefings, and employee communications for different audiences.
• Develop and maintain project plans, action logs and delivery trackers for HR change activity, escalating risks, dependencies and issues as required.