Head of Excise Policy

4 days ago


Darlington, United Kingdom HM Treasury Full time
About the Role

The HM Treasury is seeking a highly skilled and experienced professional to fill the position of Head of Excise. This is a challenging and rewarding role that requires strong leadership and policy development skills.

Key Responsibilities
  1. Leadership and Team Management

Provide strategic direction and guidance to a team of 5 Excise Branch staff, ensuring they have the necessary resources and support to deliver high-quality work.

Policy Development and Advice

Advise and support the Chancellor and other ministers on all issues related to excise taxes, including alcohol duties, tobacco duties, gambling taxes, and the Soft Drinks Industry Levy.

Project Coordination and Delivery

Coordinate the development and delivery of new policies and initiatives, including the Vaping Products Duty, and engage with key stakeholders such as HMRC, DHSC, businesses, and public health partners.

Strategic Reform and Analysis

Develop and advise ministers on the case and options for strategic reform to excise taxes, and how they can contribute to the government's fiscal objectives and broader missions.

Stakeholder Engagement and Communication

Build and maintain collaborative relationships with counterparts and seniors to ensure HM Treasury's decision-making is informed by robust evidence and that the government's objectives and policies are communicated clearly.

About You

The ideal candidate will have a strong background in tax policy and a proven track record of leadership and policy development. They will be able to think strategically and creatively, and have excellent communication and interpersonal skills.

Benefits
  • 25 days annual leave (rising to 30 after 5 years), plus 8 public holidays and the King's birthday
  • Flexible working patterns (part-time, job-share, condensed hours)
  • Generous parental and adoption leave packages
  • Access to a generous Defined Benefit pension scheme with employer contributions of 27%
  • Access to a cycle-to-work salary sacrifice scheme and season ticket advances
  • A range of active staff networks, based around interests and diversity


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