Deputy Director Business Change Delivery

2 months ago

Sheffield, United Kingdom Department for Work and Pensions Full time
You will be accountable for leading business change initiatives across DWP that will realise the benefits associated with smarter working and the workplace transformation programme, to deliver a more affordable, flexible, and inclusive place to work.

Your key responsibilities are, but not limited to:
  • Develop and lead the implementation of a business change framework for Workplace Transformation that provides alignment across all activity enabling cultural and behavioural change in the workplace for DWP.
  • Drive and embed activities to maintain the British Standard PAS3000 Smarter Working accreditation across DWP and to design the change frameworks to support the range of roles and locations in the department.
  • Define and lead strategic planning and interventions to enable new ways of working, applying an evaluation approach to implementation, and engaging with senior leaders in the programme, the wider organisation and working closely with analysts, HR and digital colleagues.
  • Lead the adoption of best practice from across government and similar complex organisations and apply current research to deliver vibrant communities and productive workplaces to support office attendance.
  • Establish and implement a model for better local day to day management of the workplace that enables business groups in sites to convene to manage their workplace and estates needs and supports the establishment and running of vibrant communities.
  • Influence across the DWP organisation to understand and determine how change and people benefits will be realised over the longer term to deliver the strategic aims of the programme and sustained change, through provision of guidance and awareness for leaders.
  • The ability to lead a portfolio of activity through matrix management, setting the direction of work, maintaining strategic alignment and gathering intelligent data and insight to inform strategic decision making.

Person specification

Essential Criteria:
  • Experience of leading people centred system change at scale, to drive cultural and behavioural change through multi-disciplinary teams, preferably within People and Estates transformation or a complex Change Programme.
  • Proven ability to develop and translate strategy into action, setting a clear and compelling vision, that teams (direct and indirect) can align behind to deliver and using data and insight to inform direction of plans.
  • A proven track record in systematically identifying, analysing and communicating with senior stakeholders, using appropriate channels, to ensure all those impacted by the change are engaged, taking account of their levels of influence and particular interests.
  • The ability to work in an environment of uncertainty and to see the big picture, making strategic connections across a complex landscape of business change impacts in large-scale, complex organisational programmes.
  • Track record of building highly effective relationships, particularly at a senior level, collaborating across a challenging agenda, using relationships and professional networks to add measurable value to the organisation and to engage at board level.
  • Excellent leadership skills with a track record of developing high-performing, diverse and dispersed teams through effective leadership and role modelling.

As this is a Business Change role you should hold a relevant change management qualification or willing to work towards, including but not limited to;
  • APM Change Management Practitioner
  • Change Management Institute Master
  • Major Projects Leadership Academy
  • PMI Project Management Professional
  • Project Leadership Programme (PLP)
  • APM Chartered Project Professional
  • Level 6 Project Management Degree Apprenticeship

Behaviours

We'll assess you against these behaviours during the selection process:
  • Changing and Improving
  • Seeing the Big Picture
  • Communicating and Influencing
  • Leadership

Benefits

  • Learning and development tailored to your role
  • An environment with flexible working options
  • A culture encouraging inclusion and diversity
  • A Civil Service pension with an average employer contribution of 27%

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Experience.

To apply for this post, you will need to complete the online application process outlined below:

A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years;

A supporting statement (maximum 1250 words) explaining why you want to work for DWP in this role; how you consider your personal skills, qualities, and experience providing evidence of your suitability for the role, with particular reference to the essential criteria in the person specification.

For more information about this role and the selection process, please see the candidate pack attached to the advert.

Feedback will only be provided if you attend an interview or assessment.

This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.

As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security

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 security check (opens in a new window) .

See our vetting charter (opens in a new window) .

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:
  • UK nationals
  • nationals of the Republic of Ireland
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
  • individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
  • Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 recruitment principles (opens in a new window) .

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.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window) .

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