Current jobs related to EO - Distribution Manager (DART) - Newcastle upon Tyne, Newcastle upon Tyne - The Insolvency Service

Birmingham, Cardiff, Edinburgh, Exeter, Ipswich, Leeds, Manchester, Newcastle upon Tyne and Nottingham. (Croydon and Stratford will only be available to existing employees of the Insolvency Service).

Job Summary
The Insolvency Service is a leading Government agency which plays a crucial role in providing essential services to the public and to business. The work we do is important to the proper functioning of markets, the economy in general and support for thousands of people each year who are in financial difficulty.

This is an exciting role within the Official Receiver Services (ORS) Distribution Team which sits within the Diverse Asset Realisation Team (DART) including some high profile work around realising assets, distributing funds and supporting work around bankruptcy and liquidation cases. This is a high profile piece of work for the agency which involves returning monies to creditors and the wider economy.

Inclusive and diverse teams are important to us. We welcome and encourage applications from everyone, including groups underrepresented in our workforce. The Insolvency Service strives to ensure that the agency is a safe, inclusive, and welcoming place for everybody to bring their true self to work and to help the agency to achieve its diversity objectives. We have 10 active employee network groups available to join or become an ally, these include, Carers Network, Disability & Health, FACES Network Group, Grass Roots, LGBT+, Mind Matters, No Limits, Part Time Workers, The Shed, and Women's Network Group.

We offer full-time, part-time, job share and flexible ways of working. We value capability, technical skills and experience and we place great emphasis on lifetime development to support our people. We encourage our employees to become more involved in areas they feel strongly about, whether it be for the benefit of the agency, though our Engagement network or in their own local communities via volunteering opportunities.

The Insolvency Service is a great place to work, learn and grow your career

Job Description
Reporting to the Deputy Official Receiver (DART) in the Wales Regional Centre, the post holder will be responsible for management of the Official Receiver Services (ORS) Distribution team. The work focuses on the timely distribution of funds received from the recovery of assets held on bankruptcy and liquidation cases. This is a significant piece of work for the Insolvency Service which directly supports our objective of maximising returns to creditors.

The overall purpose of this role is to provide leadership to an administration team who distribute funds to relevant creditors. You will play an active role in the delivery of Key Performance Indicators (KPIs) and the wider Insolvency Leadership Space.

The team sit within the Insolvency Service's Official Receiver Services - Wales Regional Centre - division. The wider team deal with a variety of work, including the frontline work of dealing with bankruptcy and liquidation cases, administrative teams dealing with diverse asset realisations from across ORS, including all aged vesting pension, alongside management of all ORS distributions on bankruptcy and liquidation estates.

*Responsibilities*

• Leadership and people management: Setting direction - ensuring that colleagues understand how their work contributes to the local and annual plan. Alongside, ensuring effective delivery and throughput of case within expected timelines and to appropriate quality requirements
• Line management: Management of a team consisting of AO colleagues (which may include apprentices). Undertaking regular performance reviews, setting objectives, recognising success and ensure that absence management, performance management, conduct, health and safety, well-being and diversity issues are effectively managed
• Business and workforce planning: Ensure statistical and management information is up-to-date and use this to monitor performance and effectively manage the throughput of work
• Audit and assurance: Completing monthly audits in line with the team audit plan and aligning this to the risk register, identifying risks and implementing actions to mitigate these areas of risk. Sharing feedback and lessons learned with colleagues
• Developing self and others - acting as a role model for your own self development and ensuring that all team members have the correct skills set and a personal development plan. Be proactive in identifying development needs and opportunities and assist in providing required training and coaching
• Management of casework processes: Ensuring that distribution work is carried out in a timely manner within the terms of the legislative framework, internal policies, and best practice. Alongside distribution work, this may involve case completions, investigating complaints, management of shared inboxes, dealing with claims management companies (CMC) and other discrete tasks
• Working collaboratively: work collaboratively within the ORS WRC teams and team across the wider agency

Reporting to the Deputy Official Receiver (DART) in the Wales Regional Centre, the post holder will be responsible for management of the Official Receiver Services (ORS) Distribution team. The work focuses on the timely distribution of funds received from the recovery of assets held on bankruptcy and liquidation cases. This is a significant piece of work for the Insolvency Service which directly supports our objective of maximising returns to creditors.

The overall purpose of this role is to provide leadership to an administration team who distribute funds to relevant creditors. You will play an active role in the delivery of Key Performance Indicators (KPIs) and the wider Insolvency Leadership Space.

The team sit within the Insolvency Service's Official Receiver Services - Wales Regional Centre - division. The wider team deal with a variety of work, including the frontline work of dealing with bankruptcy and liquidation cases, administrative teams dealing with diverse asset realisations from across ORS, including all aged vesting pension, alongside management of all ORS distributions on bankruptcy and liquidation estates.

*Responsibilities*

• Leadership and people management: Setting direction - ensuring that colleagues understand how their work contributes to the local and annual plan. Alongside, ensuring effective delivery and throughput of case within expected timelines and to appropriate quality requirements
• Line management: Management of a team consisting of AO colleagues (which may include apprentices). Undertaking regular performance reviews, setting objectives, recognising success and ensure that absence management, performance management, conduct, health and safety, well-being and diversity issues are effectively managed
• Business and workforce planning: Ensure statistical and management information is up-to-date and use this to monitor performance and effectively manage the throughput of work
• Audit and assurance: Completing monthly audits in line with the team audit plan and aligning this to the risk register, identifying risks and implementing actions to mitigate these areas of risk. Sharing feedback and lessons learned with colleagues
• Developing self and others - acting as a role model for your own self development and ensuring that all team members have the correct skills set and a personal development plan. Be proactive in identifying development needs and opportunities and assist in providing required training and coaching
• Management of casework processes: Ensuring that distribution work is carried out in a timely manner within the terms of the legislative framework, internal policies, and best practice. Alongside distribution work, this may involve case completions, investigating complaints, management of shared inboxes, dealing with claims management companies (CMC) and other discrete tasks
• Working collaboratively: work collaboratively within the ORS WRC teams and team across the wider agency

Person specification

To be successful in this role you will need to be able to demonstrate the following:

• Management experience and the ability to engage and motivate the team to deliver positive business outcomes
• A motivation for learning and a can-do attitude. You should be engaged and seek guidance and support whenever appropriate
• Excellent organisational skills and good time management. You should be resilient and able to learn from experience
• Responding quickly, flexibly and effectively to a wide range of demands and deliver to deadlines
• Through your ability to think ahead and your eye-for-detail, you will be able to anticipate problems and have excellent problem-solving skills
• You can work collaboratively as part of a team to achieve a team goal and can organise and prioritise your own work and tasks to meet tight deadlines
• Previous knowledge of the distribution process and the wider work of ORS is desirable

This post is advertised at any location however attendance will be required at the Wales Regional Centre for management and all staff meetings.
Please note: This vacancy is advertised across 11 locations; however, Stratford and Croydon are only available to current Insolvency Service Staff. The advertised salary includes London weighting, which is only applicable to internal candidates.

Behaviours

We'll assess you against these behaviours during the selection process:

• Making Effective Decisions
• Leadership
• Delivering at Pace

We only ask for evidence of these behaviours on your application form:

• Making Effective Decisions

Alongside your salary of £29,115, Insolvency Service contributes £8,434 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

We Want You To Have a Good Work-life Balance And Want To Support You In All That You Do, So We Offer a Great Benefits Package Including:

• flexible working arrangements and flexi-time
• full time new entrants to the Civil Service and those Civil Servants on modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years' service
• in addition to this you are entitled to 8 public/bank holidays plus an additional day of privilege leave
• competitive maternity, paternity and parental leave
• 5 days paid leave for learning and development
• 5 days paid for volunteering
• a Cycle to work scheme
• staff have access to an employee assistance programme, Workplace Wellness, for confidential, independent support and advice during difficult times in either their professional or personal life

Your pension is a valuable part of your total reward package where the employer makes a significant contribution to the cost of your pension. Your contributions come out of your salary before any tax is taken. This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire. For more information, visit

Selection process details

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

As part of the sift process, you will be asked to complete:

• CV
• Personal Statement
• Behaviours (Behaviour 1 – Making Effective Decisions)

Should a large number of applications be received, an initial sift may be conducted using the Personal Statement. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.

Your CV should provide a clear overview of your employment history, key responsibilities, relevant qualifications, and the skills and experience you've gained throughout your career including any notable achievements.

Note: Your CV will not be scored as part of the assessment process and will only be used for reference purposes.

Personal Statement Guidance
Your personal statement should be no more than
750
words and must demonstrate how your personal skills, qualities, and experience align with the requirements of the role. Please ensure your statement references the essential criteria outlined in the person specification.

If successful at the sift stage, at interview, you will be assessed on the following:

• Experience

Behaviours - Assessed Through:

• Behaviour 1 - Making Effective Decisions
• Behaviour 2 - Leadership
• Behaviour 3 - Delivering at Pace
• Strengths

Ex
pected timeline (subject to change)
Sift – week commencing 24th November 2025

Interview - week commencing 15th December 2025

Location -
Wales Regional Centre, 6 Central Square, Cardiff, CF10 1EP.
Your interview will either be conducted face to face or by video. You will be notified of this if you are selected for interview. Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.

Use of AI
Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

Visa Applicants
To sponsor a candidate under the Skilled Worker visa, a sponsorship licence is required. The Insolvency Service does not currently hold this licence and therefore, cannot legally sponsor Skilled Worker visa applicants.

Hybrid Working
Insolvency Service operates a hybrid working policy subject to business need, giving people the flexibility to choose when and where they work and collaborate with others.

Individuals are expected to work from one of the office locations stated in the advert to connect with their colleagues, as required by their role and business team needs. There is flexibility to split the working week, spending a minimum of 60% in the workplace, which includes the office, site visits, court etc.

Further Information
A reserve list may be held for a period of 12 months from which further appointments can be made.

Any move to Insolvency Service from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.

If successful and transferring from another Government Department a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service/Disclosure Scotland on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre- stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on and ask to speak to the operations manager in confidence, or email

New entrants are expected to join on the minimum of the pay band.

Reasonable Adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

Contact Government Recruitment Service via as soon as possible before the closing date to discuss your needs.

Complete the 'Assistance required' section in the 'Additional requirements' page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a Language Service Professional.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

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

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

Security

Successful candidates must undergo a criminal record check.

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

Successful candidates must undergo a criminal record check.

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.

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).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job Contact :

• Name : Richard Tunsich
• Email :

Recruitment team

• Email :

Further information

A candidate can raise a complaint to the Insolvency Service if they think that:

They have been discriminated against under the Equality Act 2010.

There have been procedural irregularities at any stage of the recruitment process.

If you feel that your application has not been treated in accordance with the recruitment principles, and wish to make a complaint, then you should contact in the first instance: If you are not satisfied with the response that you receive you can then contact the Civil Service Commission.

All complaints must be received by the contact point for applicants within 24 hours from the date the applicant is advised of their non-success at sift, assessment or interview. Complaints will be considered by an independent third-party outside of the recruitment campaign. The decision will be conveyed to the applicant, in writing, within 5 working days of receipt of the complaint. The recruitment process will usually be put on hold until the complaint has been resolved.

Complaints may also be made to the Civil Service Commission at any time if the individual believes their application has not been treated in accordance with the recruitment principles (appointment on merit through fair and open competition). However, complaints must first have been raised with Government Recruitment Service.