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This is in line with the commitment in the Civil Service Workforce Plan to support our ambition to become the most inclusive employer in the UK by 2020. This approach supports Civil Service HR in its commitment to strengthening expertise, making Civil Service recruitment clearer and more accessible to a range of candidates. For HR practitioners, the new framework is an opportunity to drive professional standards and Civil Service HR has implemented a range of guides to further support individuals when applying Success Profiles.  \nthe demonstration of specific professional skills, knowledge or qualifications.  \nthe things we do regularly, do well and that motivate us.  \nthe knowledge or mastery of an activity or subject gained through involvement in or exposure to it.  \nAbility  \nTechnical  \nthe actions and activities that people do which result in effective performance in a job.  \nBehaviours  \nStrengths  \nExperience  \nthe aptitude or potential to perform to the required standard.  \nThis is a guide for vacancy holders and specialist recruitment teams using Success Profiles in recruitment for HEO and SEO or equivalent in HR Business Partner and Assistant HR Business Partner roles.  \nSuccess Profile Guides: SEO/HEO | 3  \nHR Success Profile Guide  \nSEO/HEO, HR Business Partner  \nThe overall responsibilities of these roles will typically involve being the face of HR. Postholders will influence and challenge the size, shape, capability and location of a workforce. Using Organisational Design and Development and Strategic Workforce Planning, they will ensure the business is set up to deliver. HRBPs will operate at a strategic level as HR Leaders and also form part of business leadership teams across Departments. HRBPs will provide an objective view and challenge, helping shape business direction and achieving business outcomes. On behalf of the business they will act as an intelligent customer into the wider HR Function.  \nHRBPs work as part of a wider HRBP team providing strategic partnering support, challenge and HR advice. They will act as a ‘critical friend’ and coach to an allocated Leadership team and their business area, and/or lead specific projects on HR topics. HRBPs may also take on a portfolio role across their HRBP team e.g. developing strategies to improve people engagement or resourcing.  \nAssistant HR Business Partners may cover a similar remit to a HRBP, but either report into a HRBP for the overall business unit, or be partnering to a smaller team.  \nThe exact criteria for each role will vary depending on the organisational context and specific requirements of the role. More information on the responsibilities and key skills required for the role is available in the HR Career Framework.  \nSuccess Profile Guides: SEO/HEO, HR Business Partner | 4  \nHR Success Profile Guide  \nSEO/HEO, HR Business Partner  \nApplication of Success Profiles during recruitment  \nThe below matrix indicates a potential approach to assessment. The exact requirements can vary depending on the specifics of the role.  \n\n| Success Profile element | Sift |  |  |  | Decision making assessment |  |\n| --- | --- | --- | --- | --- | --- | --- |\n|  | CV/Statement of Suitability | Expression of Interest | Apt itude Tests | Civi l Service Judgement Test | Interview | Presentation |\n| T | T | T |  |  | T | T |\n| B | B | B |  | B | B | B |\n| S |  |  |  |  | S |  |\n| E | E | E |  |  | E | E |\n| A |  |  |  |  |  |  |\n\nWhen designing the recruitment process for each role it is crucial that the vacancy holder limits the number of ","cbCaihFpYRZgPTBe","https://ap.wps.com/l/cbCaihFpYRZgPTBe","pdf",2398307,83,"English","# Background\n## Role responsibilities (SEO/HEO, HR Business Partner)\n## Application of Success Profiles during recruitment\n## Recruitment assessment approach\n## Technical requirements\n## Ability assessment","[{\"question\":\"What is the purpose of Success Profiles in Civil Service recruitment?\",\"answer\":\"Success Profiles were introduced to attract and retain people of talent and experience across sectors, making recruitment clearer and more accessible while strengthening professional expertise.\"},{\"question\":\"What key responsibilities do HR Business Partners typically have?\",\"answer\":\"They act as the strategic face of HR, influence and challenge workforce capability and design, shape business direction, and provide objective views and HR advice as part of business leadership.\"},{\"question\":\"How should vacancies be assessed when using Success Profiles?\",\"answer\":\"Vacancy holders should limit the number of core criteria under each element, prioritise a limited set of critical behaviours, and use an assessment matrix suited to the role’s specific requirements.\"}]","HR Success Profile Guide - SEO/HEO Contents - Application of Success Profiles during recruitment | PDF",1789750261,209]