Pay and TUPE Policy Lead – Department for International Development – Darlington

Department for International Development

Job summary

This recruitment is continuing as usual, but candidates should be aware that following a Government announcement on the changes to some civil service departments, roles will be located in the new Department for Business and Trade.

The post holder will work within the HR People Policy Pay and Reward team, working against departmental priorities, but having a particular focus on overseas pay and high profile projects such as TUPE/ CoSoP . The post holder will ensure that DIT has clear policy positions in these areas and builds and maintains resources to support TUPE/COSoP transfers, when they occur.

The post holder will also be responsible for ensuring that DIT has a methodology to ensure appropriate management of any TUPE protection in the long term, for example ensuring a coherent approach to monitoring and ensuring protections are appropriately managed over time, including any special arrangements required in annual pay reviews.
The post holder will build great working relationships with a variety of overseas stakeholders, monitoring overseas pay and reward activity, providing DIT colleagues overseas with appropriate support and advice.
Working closely with project teams TUPE-delivery leads, the TUPE policy lead will provide advice and resources to support TUPE/COSoP transfers, including associated HR activities (such as grading), to ensure that DIT meet legal obligations and transferees remain engaged and motivated through the transfer. The remit of the role will provide advice to HRBPs, the HR Director and business leaders on a range of TUPE-related activities as required. Close liaison will be expected with CS HR’s TUPE/Grading Expert Service. 

This is an interesting role which will give the post holder the opportunity to broaden their experience in the transformation and change space, overseas pay space and develop their technical knowledge of TUPE/COSoP and related reward/policy activities. 

Job description

  • Acting as policy lead on TUPE/COSoP matters for DIT, including where these cover both reward and broader people policy issues.
  • Working closely with a range of internal and external stakeholders, including FCDO on overseas pay matters including offering support and advice where needed.
  • Ensuring that resources are available to support HRBPs (and others) in the event of TUPE/COSoP transfers occurring.
  • Owning DITs strategic policy approach to TUPE/COSoP and monitoring/acting to manage/maintain this following transfers. Ensuring clear and consistent records exist after transfers take place, updating these as necessary to maintain accuracy with pay for people who have transferred.
  • HR Grading Lead for DIT, working closely with business areas to support creation of JAF’s, liaising closely with CS HR’s grading team, to maintain relationships and seeking their advice, as necessary.
  • Responsible for ensuring evaluations are undertaken for all roles graded across DIT.
  • Assisting those leading on implementation of TUPE/COSoP transfers in developing and capturing of requirements to facilitate compliant transfers, for example through advising in drafting of measures associated with transfers, and other general advice.
  • Identifying and ensuring action on any risks associated with external suppliers, to ensure that TUPE protections are implemented in a practical sense. This will require close liaison with shared service leads.
  • Building strong networks internally within HR, DIT and externally with GLD, OGDs and X-Gov expert services, where appropriate. Opportunity to develop these across other areas of responsibility in the Pay, Policy and Reward team.
  • Inputting and Delivering other pay and reward projects as needed in line with departmental priorities.
  • Hybrid Working

    The role will be based in either Darlington or London. You will be asked to express a location peference during the application process. 

    Please be aware that this role can only be worked from within the UK and not overseas. 

    Informal hybrid working arrangements will be available as agreed with the vacancy manager and in line with the requirements of the role.

    Most DIT employees will be working a hybrid pattern, spending 2-3 days a week (pro rata) in an office, on average. If your office location is London, you will be eligible to receive London weighting. 

    Appointments will be made to candidates in merit order based on location preferences.

    Support in applying for our vacancies is available by joining a virtual Candidate Support Session. These sessions include helpful tips and advice on the recruitment process, from application to interview.

    Person specification

    Essential Criteria

    The Ideal candidate will have:

  • Experience of developing reward and/or people policy (in HR Expert Service role), or operating reward or people policy in an operational HR role
  • A strong and evidenced track record in delivering HR advice to a variety of clients including at senior levels within an organisation
  • Evidence of ability to understand and apply relevant employment law and attention to detail
  • Strong communication and stakeholder management skills
  • Desirable Criteria

  • Experience of working on the delivery of a significant TUPE/COSoP transfer
  • An understanding of the principles of TUPE/COSoP transfers, although training will be provided to the right candidate
  • MCIPD qualified
  • Behaviours

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

  • Working Together
  • Delivering at Pace
  • Making Effective Decisions
  • Communicating and Influencing
  • Benefits

  • Learning and development tailored to your role
  • An environment with flexible working options
  • A culture encouraging inclusion and diversity
  • A with an average employer contribution of 27%
  • Things you need to know

    Selection process details

    This vacancy is using , and will assess your Behaviours, Strengths and Experience.

    Interviews for this vacancy will be conducted virtually. We will, however, consider in-person interviews by exception.

    Please ensure that you check your emails regularly as all updates from us will be sent to you this way.

    Sift will take place from week commencing 27/03/2023.

    Interviews will take place from week commencing 11/04/2023. 

    As part of the application process you will be asked to complete a CV and personal statement. 

    Please align your CV with previous experience and technical skills/knowledge. Maximum of 2 A4 pages.

    In your personal statement, please explain your motivation for applying for this role and the extent to which your experience satisfies the essential criteria of the role. Maximum word count of 750.

    For this role, the Department will not consider sponsoring a visa or issuing a Certificate of Sponsorship. Please note we are unable to offer advice on any Visa and Immigration cases.

    Should a large number of applications be received, an initial sift may be conducted using the Personal statement. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.

    If successful and transferring from another Government Department a criminal record check may be carried out. 

    In order to process applications without delay, we will be sending a Criminal Record Check toDisclosure and Barring Service on your behalf.

    However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing stating the job reference number in the subject heading. 

    New entrants are expected to join on the minimum of the pay band.

    Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. 

    A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

    Please note – the successful candidate will be expected to remain in post for a minimum of 18 months before being released for another role.

    The Department for International Trade embraces and values diversity in all forms. We welcome and pride ourselves on the positive impact diversity has on the work we do, and we promote equality of opportunity throughout the organisation. 

    Please note – harmonised terms and conditions are attached. Please take time to read the document to determine how these may affect you.

    Further Information

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

    Any move to the Department for International Trade 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

    Reasonable Adjustment

    If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. 

    If you need a change to be made so that you can make your application, you should: 

  • Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs
  • Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at an interview, or if you’re deaf, a Language Service Professional
  • If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.

    Vetting Requirements

    All security clearances require you to provide evidence of your UK footprint where you have been physically present in the UK. 

    The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years. 

    Failure to meet the residency requirements will result in your security clearance application being rejected. 

    If you require SC clearance you will need to provide evidence of the below requirements. 

    Checks will be made against:

  • Departmental or company records (personnel files, staff reports, sick leave reports and security records)
  • UK criminal records covering both spent and unspent criminal records
  • Your credit and financial history with a credit reference agency
  • Security Services records
  • Feedback will only be provided if you attend an interview or assessment.


    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 .

    .People working with government assets must complete checks.

    Nationality requirements

    This job is broadly open to the following groups:

  • UK nationals
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the Republic of Ireland
  • nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the
  • relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
  • relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
  • certain family members of the relevant EU, EEA, Swiss or Turkish nationals
  • Working for the Civil Service

    The 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 .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.

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