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Job details and how to apply for our HR & Resourcing Business Partner role at the Welsh Revenue Authority (WRA).

Role details

Job title

HR & Resourcing Business Partner

Salary range

£39,310 to £47,000



Working pattern

This can be either a full-time role or 0.8 FTE. However, flexible working arrangements and job sharing are welcomed and will be considered. 

Contract type

12 month loan or fixed term appointment


We’re currently working from home and following Welsh Government guidelines around COVID-19. When it is safe and sensible to return to our offices, they will be cleaned more regularly, social distancing measures will be observed and the wellbeing of our staff will remain our highest priority.

Since March, we have welcomed several new colleagues to the WRA while working from home. We have safe processes in place to deliver IT and office equipment (contact-free) for our new colleagues.

Once it’s safe for us to return to the office, we will be working between the Welsh Government offices in Merthyr Tydfil and Cardiff. This role could be based in either office. We will be moving into new offices in 2021, likely in the Pontypridd area.

Closing date and time

18 November 2020 at 11:55pm

Reporting to

Tahira Akhtar, Head of HR

Contact us about this role

About us

At the Welsh Revenue Authority (WRA), we’re responsible for collecting and managing two devolved Welsh taxes; Land Transaction Tax and Landfill Disposals Tax, on behalf of the Welsh Government. The revenue we raise funds public services, like the NHS and schools, in communities across Wales.

We’re committed to helping deliver a fair tax system for Wales through what we call ‘Our Approach’ - a Welsh way of doing tax. By working collaboratively with representatives, partner organisations, taxpayers, and the public, we make sure taxes are collected efficiently and effectively.

We base everything we do on our Corporate Plan 2019 to 2022. This sets out our purpose, strategic objectives, and longer-term ambitions. We report on our work annually - see our latest Annual Report and Accounts 2019 to 2020.

We’re a small and multi-skilled organisation of more than 70 staff, with talents, skills and experience spanning 14 different professions. We champion innovation, collaboration and shared decision-making. And we empower and entrust our people with high levels of responsibility and autonomy.

Find out more about what it’s like to work with us in our latest People Survey.

For further information, please visit

About the role

Working directly to the Head of HR, we are looking for an HR professional to lead our recruiting and resourcing project, as well as acting as an HR Business Partner to the organisation, supporting our colleagues on our most important people projects and interventions.

This role will involve a high level of autonomy and interaction with senior stakeholders, including our Tîm Arwain (Executive Committee). This may suit someone wishing to change HR specialism, or someone looking to gain experience for or on promotion.

Our recruitment project is one of the organisation’s top priorities this year, after pausing recruitment during lockdown. We’re a small organisation, so all our roles are essential to running our business – each scheme will be varied, across our 16 professions, and from administrative grades to SCS.

The other side of the role, increasing as recruitment is completed, is supporting the Head of HR to deliver the WRA’s most important people interventions and projects. Based on current priorities, these will be around performance and talent management, succession planning and line management capability – but we also have other significant projects around Welsh Language capability, equality and diversity, wellbeing and home-working / ‘new ways of working’, and a relocation planned, which you may also be involved in.

In order to be successful in this role, you’ll need to be excited about the idea of being responsible for a ride remit and variety of work, and confident in your judgement to make your own decisions. You will want to make each intervention a great one, and naturally look to gain feedback and suggest and take forward improvements. You will enjoy being in an organisation where you will know everyone, and will be open and expert in your interactions with all our people.

This is a unique opportunity to join a small team where you’ll have high levels of freedom to suggest and make changes so we can do things better. The WRA is a fantastic organisation to work in, ambitious and with high standards for fairness, equality and kindness, as you’ll see in our People Survey scores. You will be able to present your work to the organisation’s leaders, your voice will be heard and your impact will be significant.

- Melissa Quignon-Finch, Chief People Officer

Main tasks

Business partnering and projects

  • Support the Head of HR to deliver the WRA’s most important people interventions and projects.
  • Build trusting, expert and positive relationships with line managers, team leaders and vacancy holders, ranging from EO to SCS, advising on recruitment and resourcing, and performance management and HR Casework issues as required.
  • Research, propose and deliver interventions relating to our key areas of focus, such as training or guidance, which are currently performance management, talent management, succession planning, learning and development, particularly line management capability at all levels.
  • Advise line managers on application of the WRA’s people policies and complex people questions.
  • Promote the WRA’s equality, diversity and inclusion commitments through our people practices.

Recruitment and resourcing

  • Oversee the recruitment project (one of the organisation’s top priorities for the year), recruiting a variety of roles across our 16 different professions, from TS to SCS, with support of our HR Resourcing Officer.
  • Provide expert advice to vacancy holders, ensuring the WRA’s culture and commitment to inclusion and fairness prevail.
  • Deliver training on recruitment to recruitment panels.
  • Ensure compliance, including quarterly reporting and annual audit, with WRA’s recruitment policies, including the Civil Service Commission’s Recruitment Principles.
  • Provide expert advice, support and challenge to help team leaders put in place clear future plans for recruitment, identifying current and future skills gaps, succession planning, and skills/training needs.
  • Maintain an accurate future forecast of recruitment and resourcing, ensuring the best balance between business need, capacity to recruit and induct, and salary budgets.
  • Create a Management Information monthly report or dashboard, to update the business on the progress of recruitment and onboarding, and communicate progress to all staff on a monthly basis.
  • Understand the available salary budgets, and make plans and adjustments within them as roles are confirmed and prioritised, keeping finance colleagues up to date on any changes each month.
  • Manage risks and issues arising, and work with colleagues to find the best way forward.
  • Constantly review recruitment schemes for lessons learnt, and suggest and implement improvements where possible.

Success criteria

We recruit using success profiles. The success profiles guidance will help you in completing your application.

We look for what you can do, not just what you have done. This means we look for the behaviours, strengths and ability needed to do the job, and experience and technical knowledge where they are necessary too.

This starts at your application, and continues throughout recruitment, and we may only look for some things at certain stages. We will always make clear what we are looking for, when, in the table below.

Please see below for the evidence you should look to showcase during the recruitment process (you may also wish to refer to the main tasks mentioned above).



Assessed in personal statement and CV

Assessed during interview or assessment

Delivering at pace

Promote a culture of following the appropriate procedures to ensure results are achieved on time whilst still enabling innovation.



Making effective decisions

Display confidence when making difficult decisions, even if they prove to be unpopular.



Managing a quality service

Successfully deliver high quality outcomes that meet the customers’ needs and gives value for money.





Assessed in personal statement and CV

Assessed during interview or assessment

Emotionally intelligent

You draw insight from your own emotions and those of others to demonstrate empathy.



Problem solver

You take a positive approach to tackling problems and find ways to identify suitable solutions.



Service focused

You look for ways to serve customers putting their needs at the heart of everything you do.



Experience and technical knowledge


Assessed in personal statement and CV

Assessed during interview or assessment

Knowledge of Civil Service recruitment principles, process and policies.



Knowledge of at least one area of Specialist Knowledge from the CIPD Profession map.




None required.

Welsh language requirements

The following list of language requirements represents an objective assessment of the Welsh language skills required to undertake the duties of this post:

Welsh language skills

Welsh skills are desirable


0 = No skills


0 = No skills


0 = No skills


0 = No skills

Welsh desirable means that having Welsh language skills would be useful in this role, but it is not an assessment criteria so it won’t put you at any disadvantage during recruitment if you aren’t a Welsh speaker. We support all staff to learn or improve their Welsh language skills once they join us.

Level of security vetting

As a civil service department, all our people have access to government assets. Different roles require different levels of national security vetting.

Clearance level

Required for the role

Baseline Personnel Security Standard


Counter Terrorist Check


Security Check


Developed Vetting



Our assessment process includes a blended interview, where we test you against the criteria above. Depending on the role, we may:

  • test for strengths relevant to the behaviours
  • ask you to complete an exercise, test, or presentation at interview stage
  • ask if you have any requirements you would like us to be aware of

How to apply

To apply for this role, please send us:

  1. Your CV (no more than 2 pages of A4).
  2. A personal statement (800 to 1,200 words) on how you meet the criteria.
  3. Your Details form. This allows us to make sure our recruitment process remains fair. It will not be shared further than our HR team.

Send all 3 documents to

To be fair to all, we do not accept:

  • late applications
  • incomplete or missing documents
  • personal statements over 1,200 words

We’re currently working from home and unfortunately cannot accept applications by post. If you're interested in this role and unable to apply by email, please contact us on 03000 254 738 to discuss alternative ways to apply.

We're unable to discuss opportunities with recruitment agencies, please apply directly.


We offer a wide range of benefits when you join the WRA, such as:

  • a generous pension
  • progression related pay
  • 31 days holiday

Find out more about the benefits of working for us.

Working for the Civil Service

As a Civil Service organisation, we follow the Civil Service Code, which sets out the standards of behaviour expected of civil servants.

We recruit by merit, based on the basis of fair and open competition, as outlined in the Civil Service Commission recruitment principles.

If you feel your application has not been treated in accordance with the Civil Service Commission recruitment principles, and you wish to make a complaint, you should contact our Head of HR via

We’ll always respond to complaints. If you’re not satisfied with our response, then we recommend that you can contact the Civil Service Commission.

Find out more about us

Find out more about our work by visiting our website. Or follow and engage with us on our Twitter, LinkedIn and YouTube accounts.