20490 - Senior HR Business Partner, Judicial Office Human Resources (London / Leeds)


Company:	Ministry of Justice
Salary:	£58,511 - £70,725
Hours:	Full-time
Location:	London, WC2A 2LL
Working pattern:	Hybrid - 2 days remote
Job type:	Permanent
Posting date:	28 Jul 2026
Closing date:	11 Aug 2026

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Summary

Role title: Senior HR Business Partner, HR for the Judiciary (London/Leeds)

Team/Directorate: Team: HRBP and OD&D Directorate: Judicial Office Human Resources

Location: This position can be based at RCJ, London WC2A 2LL or 5, Wellington Place, Leeds, LS1 4AP. Judicial Office expectation is for minimum 60% office attendance over each quarter, with some travel to other offices and courts, subject to business requirements

Overview of the role:

The Judicial Office

The Judicial Office (JO) reports to, and is accountable to, the Lady Chief Justice and was established in 2006 to provide support to her and to the wider judiciary following the Constitutional Reform Act 2005. In addition, we support, and are accountable to, the Senior President of Tribunals, whose responsibilities extend to Scotland and Northern Ireland.

The JO is an interesting and unique place to work. Everything we do is in support of upholding the independence and impartiality of the judiciary. We work closely with His Majesties Courts & Tribunal Service (HMCTS), the Ministry of Justice (MoJ) and others across Government as well as with the legal professions.

Overview of Judicial HR

Judicial Office Human Resources (JOHR) places Judicial Office Holders (JOH) at the centre of our service, ensuring we are visible, proactive as well as responsive, and that we collaborate with colleagues across the Judicial Office, and beyond to ensure we provide judicial office holders with excellent HR support and professional expertise.

JOHR supports the senior judiciary, leadership judges, and works in partnership with HMCTS and MoJ to ensure the Lady Chief Justice and the Senior President of Tribunals have a properly resourced, visible, and accessible HR service based on the needs of the judiciary.

We are not a typical HR team in that everything we do needs to meet the, often complex, needs of the judiciary who are office holders and not employees or Civil Servants. This provides us with an interesting set of HR challenges. It also provides us with unique opportunities to work with the judiciary at all levels and gives us ample opportunity to broaden our HR skills sets and use our HR and business insights to be curious and creative about doing things differently and continuously learn.

The role

Reporting to the G6 Head of HRBP and OD&D, this role forms part of a team of three G7 Senior HR Business Partners (SHRBP), responsible for delivery of expert, professional HRBP and OD&D support to Judicial Office Holders, including judges, non-legal members and lay magistrates across England and Wales.

The Team:

A cohort of HRBPs and HR Advisors, spread across England and Wales, delivers frontline HR Business Partnering support to Judicial stakeholders via a range of approaches including, but not limited to; delivering HR-focussed sessions at events, court visits to build awareness of HR policies and processes, coordinating with JOHR, HMCTS and MoJ colleagues on cross-cutting support resources, providing tailored support to Leadership Judges, including on complex pastoral matters.

A HR Team Leader oversees MyHR (HR digital platform for Judicial Office Holders to access frontline HR support) and the HR Support Officers who run this system. Specifically ensuring service design meets the needs of the judiciary and stakeholders, alongside quality assurance of work.

In addition to BAU HR Business Partnering services, the team also provides OD&D support on key projects, in line with business priorities and people change aspirations.

Summary:

As SHRBP, the post holder will be responsible for delivering a credible and expert HR service to Judicial Office Holder stakeholders, demonstrating both interest and curiosity in a regional and jurisdictional context and using this to shape the Judicial HR offer and provide potential solutions/options and their implementation.

In addition to direct SHRBP support to senior stakeholders in their portfolio areas, the post holder will provide engaged and supportive leadership to a team of HRBPs and HRAs within their management line, acting as an escalation route as needed.

They will lead on OD&D project work, responding to commissions as required; scoping and delivering pragmatic, people-focussed insights and recommendations based on credible data analysis, professional expertise and risk management.

They will collaborate with their G7 SHRBP peers and G6 Head of unit, leading strategic and management decision-making, cross-cutting HR and wider JO activities and embedding a culture of continuous improvement.

This role represents an exciting opportunity to influence the way we operate; we are seeking a motivated and proactive HR Professional to help us lead the team into the future.

Responsibilities, Activities & Duties:

Ensuring strategic delivery of key JOHR objectives, informed by LCJ and SPT priorities

Operating as an integral member of the SHRBP cohort, demonstrating collaboration, adaptability and expertise to drive strategic thinking and workforce planning across the team, including the MyHR service.

Providing supportive leadership, effective line management and mentoring to their team, enabling them to deliver a high-quality HR offer to our JOH stakeholders and embedding continuous improvement principles.

Applying a proactive, innovative and flexible approach to problem solving, within a unique HR operating environment

Acting as a trusted advisor to Leadership Judges, providing HR insight to inform the HR offer and influence HR issues.

Working as an effective OD&D practitioner across the region and organisation, supporting effective and impactful people change.

Working in partnership with wider JOHR teams in order to implement priority HR activities, drive awareness and embedding of HR polices and practice.

Using HR metrics, performance and insight to identify and address HR continuous improvement opportunities. Provide data and themes analysis on service performance, whilst horizon scanning technological improvements and advancements to service

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