This role is being offered as hybrid working based at any of our Core HQ’s. We offer great flexible working opportunities at UKHSA and operate using a hybrid working model where business needs allow. This provides us with greater flexibility about how and where we work, to get the best from our workforce. As a hybrid worker, you will be expected to spend a minimum of 60% of your contractual working hours (approximately 3 days a week pro rata, (averaged over a month) working at one of UKHSA's core HQ’s (Birmingham, Leeds, Liverpool, and London).
Our core HQ offices are modern and newly refurbished with excellent city centre transport link and benefit from benefit from co-location with other government departments such as the Department for Health and Social Care (DHSC).
Job Summary
The government has announced a £3.5bn investment in UKHSA’s new laboratory facilities and corporate headquarters which will be built at a new site in Harlow and will replace the facilities UKHSA has at Porton Down, Colindale and Canary Wharf. These facilities are critical for the UK’s public health response and for our national security.
This announcement means that UKHSA needs to hire a new Deputy Director to provide leadership to the programme on corporate transition delivery including business change. You will need to support the Agency through significant change with over 2000 UKHSA staff including the UK’s leading scientists due to work at Harlow. You will need to manage all of the key elements of this transition. You will also be responsible for engaging staff across the Agency on the move and implementing the vision for the site including ways of working and bringing them on the journey.
The Programme is a very significant undertaking. There are sub-programmes under the umbrella of the overall programme – you will join two other Deputy Directors responsible for a) programme strategy and b) the plan and build of the site.
You will travel regularly to the key sites across the UK and be an advocate for the programme and the Agency in meetings with staff.
This role presents a great opportunity to lead in a growing team where you will be able to shape how this critical programme develops.
Working for our organisation
We pride ourselves as being an employer of choice, where Everyone Matters promoting equality of opportunity to actively encourage applications from everyone, including groups currently underrepresented in our workforce.
UKHSA ethos is to be an inclusive organisation for all our staff and stakeholders. To create, nurture and sustain an inclusive culture, where differences drive innovative solutions to meet the needs of our workforce and wider communities. We do this through celebrating and protecting differences by removing barriers and promoting equity and equality of opportunity for all.
Please visit our careers site for more information https://gov.uk/ukhsa/careers
Job Description
Key responsibilities will include:
Business Change Plan
- Developing overarching business change plan and implementation plan aligned to the Programme strategy to deliver the corporate transition to Harlow and exits from existing sites ensuring full support for our people.
- Planning to deliver colocation Programme benefits with ways of working at the new site.
- Planning to build a Change network for Programme with support for leaders and change champions to build understanding of the transition and support wellbeing of those impacted.
- Delivering plan including ways of working building corporate transition team in the programme and the Change Network collaborating with stakeholders across UKHSA.
People Plan
- Assembling a project team with embedded resource from the People and Workplace Directorate to develop and deliver the People Plan for the transition as part of Business Change Plan with different stages for the 2000 plus staff directly impacted. This work will aim to address the potential loss of expertise caused by a Harlow move with future workforce models and future organisational design.
- Leading the delivery of a talent pipeline strategy for Harlow, including engagement with universities, research institutes, and local training providers.
- Designing and implement staff support packages with People and Workplace Directorate (financial, wellbeing, career advice, family relocation support) to ease the transition.
- Developing Equality Impact Assessment for Programme to ensure the transition supports our people effectively.
Internal Staff Engagement
- Leading the work to sell the vision of Harlow to staff, working with communications and other UKHSA groups to understand the challenges and opportunities associated with the move.
- Delivering critical information to staff including those impacted by change working with Communications Directorate.
- Leading engagement at the affected sites, hosting drop-in sessions and various other events to ascertain views on the move alongside development of change network. You will then take this feedback and ensure that the programme reflects it in its forward planning.
Governance and Oversight
- Developing a phased transition roadmap (covering HR, IT, estates, scientific operations, and governance) to ensure smooth transfer to Harlow.
- Establishing and chair a Corporate Transition Board, bringing together HR, estates, IT, comms, and science leadership to oversee readiness.
- Developing a transition assurance framework, reporting regularly to ExCo and ministers on progress, risks and mitigations.
- Providing leadership on cross-cutting risks (industrial relations, scientific continuity, reputational risk) and ensure alignment with the wider programme.
Key Responsibilities Will Include
Business Change Plan
- Developing overarching business change plan and implementation plan aligned to the Programme strategy to deliver the corporate transition to Harlow and exits from existing sites ensuring full support for our people.
- Planning to deliver colocation Programme benefits with ways of working at the new site.
- Planning to build a Change network for Programme with support for leaders and change champions to build understanding of the transition and support wellbeing of those impacted.
- Delivering plan including ways of working building corporate transition team in the programme and the Change Network collaborating with stakeholders across UKHSA.
People Plan
- Assembling a project team with embedded resource from the People and Workplace Directorate to develop and deliver the People Plan for the transition as part of Business Change Plan with different stages for the 2000 plus staff directly impacted. This work will aim to address the potential loss of expertise caused by a Harlow move with future workforce models and future organisational design.
- Leading the delivery of a talent pipeline strategy for Harlow, including engagement with universities, research institutes, and local training providers.
- Designing and implement staff support packages with People and Workplace Directorate (financial, wellbeing, career advice, family relocation support) to ease the transition.
- Developing Equality Impact Assessment for Programme to ensure the transition supports our people effectively.
Internal Staff Engagement
- Leading the work to sell the vision of Harlow to staff, working with communications and other UKHSA groups to understand the challenges and opportunities associated with the move.
- Delivering critical information to staff including those impacted by change working with Communications Directorate.
- Leading engagement at the affected sites, hosting drop-in sessions and various other events to ascertain views on the move alongside development of change network. You will then take this feedback and ensure that the programme reflects it in its forward planning.
Governance and Oversight
- Developing a phased transition roadmap (covering HR, IT, estates, scientific operations, and governance) to ensure smooth transfer to Harlow.
- Establishing and chair a Corporate Transition Board, bringing together HR, estates, IT, comms, and science leadership to oversee readiness.
- Developing a transition assurance framework, reporting regularly to ExCo and ministers on progress, risks and mitigations.
- Providing leadership on cross-cutting risks (industrial relations, scientific continuity, reputational risk) and ensure alignment with the wider programme.
Person specification
Essential Criteria
Communicating and Influencing
- Communicate in a straightforward, honest and truthful way with consideration for the impact of the method used.
- Communicate with conviction and clarity in the face of tough negotiations or challenges.
- Influence partners, stakeholders and customers successfully securing mutually beneficial outcomes.
Working Together
- Able to build credibility with senior leaders quickly, providing confidence in the programme.
- Proactively create, maintain and promote a strong network of contacts across the organisation.
- Encourage teams to engage with a variety of delivery partners and stakeholders, listen to and act on their feedback.
Delivering at Pace
- Translate strategic priorities into clear outcome-focused objectives for managers and teams.
- Establish an inclusive culture which allows people space and authority to deliver their objectives whilst ensuring appropriate support is in place when needed.
- Ensure all appropriate tools and resources are available for individuals to fulfil their job role.
Leadership
- Experience of building and leading teams through extended periods of uncertainty and ambiguity and bringing clarity of direction to teams and other stakeholders.
- Engage with teams constructively and in a way that provides confidence in the mission of the programme.
- Display passion and enthusiasm for the work, helping to inspire colleagues and stakeholders to fully engage with the aims and long-term vision.
Desirable criteria
- Previous work on business change in a major transformational programme.
- Experience of the complexities and priorities for the functions being transitioned.
Alongside your salary of £81,000, UK Health Security Agency contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
- 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 employer contribution of 28.97%
Reasonable Adjustments
The Civil Service is committed to making sure that our selection methods are fair to everyone.
To help you during the recruitment process, we will take into account any reasonable adjustments that could help you.
An adjustment is a change to the recruitment process or an adjustment at work. This is separate to the Disability Confident Scheme.
If you need an adjustment to be made at any point during the recruitment process you should:
Contact the recruitment team in confidence as soon as possible to discuss your needs.
You can find out more information about reasonable adjustments across the Civil Service here: https://www.civil-service-careers.gov.uk/reasonable-adjustments/
Selection process details
External
Open to all external applicants (anyone) from outside the Civil Service (including by definition internal applicants).
Stage 1: Application & Sift
This vacancy is using the Civil Service Success Profiles framework.
At sift stage you will be assessed against the below behaviours and essential criteria listed in the job advert.
You will be required to complete an:
- Application form
- 1200 word Statement of Suitability
This should outline how your skills, experience, and knowledge, provide evidence of your suitability for the role.
You will receive a joint score for your application form and statement (The application form is the kind of information you would put into your C.V – please be advised you will not be able to upload your CV. Please complete the application form in as much detail as possible).
If we receive a large number of applications an initial sift will be conducted against the lead behaviour:
‘Experience of building and leading teams through extended periods of uncertainty and ambiguity and bringing clarity of direction to teams and other stakeholders.
Longlisting: In the event of a large number of applications we may longlist into 3 piles of:
- Meets all criteria
- Meets some essential criteria but not lead criteria
- Meets no essential criteria
Only those who meet all essential criteria will progress to sift.
In the event of a large number of credible applications desirable criteria may be used.
Please note feedback will not be provided at this stage.
Stage 2: Interview (success profiles)
You will be invited to a remote interview via MS Teams.
This vacancy is being assessed using Success Profiles. During the interview we will assess you against the below:
Behaviours
- Communicating and influencing (Lead behaviour)
- Working Together
- Delivering at pace
- Leadership
As part of the interview, candidates will be required to deliver a 5-minute presentation, based on Communicating and influencing. the topic of which will be confirmed prior to the interview.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Eligibility To Work In The Civil Service
To take up a role in UKHSA you must fall within the Civil Service Nationality Rules.
Please see below for a link to more information on this:
Civil Service recruitment: nationality rules - GOV.UK (www.gov.uk)
International Police Check
If you have spent more than 6 months abroad over the last 3 years you may need an International Police Check. This would not necessarily have to be in a single block, and it could be time accrued over that period.
Artificial Intelligence (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.
Link Below
Artificial intelligence and recruitment , Civil Service Careers
Security Clearance Level Requirement
All successful candidates must meet the basic security requirements before they can be appointed. The level of security needed is:
Basic Personnel Security Standard (BPSS).
For This Role You Will Also Need To Meet
Security Clearance (SC).
Successful candidates will require Basic Personnel Security Standard (BPSS) as a minimum with willingness and capability to work towards Security Check (SC)clearance.
You should normally have been resident in the United Kingdom for the last 5 years to obtain Security Check (SC) clearance. UK residency less than the outlined periods may not necessarily bar you from gaining national security vetting at this higher level and applicants should contact the Vacancy Holder / Recruiting Manager listed in the advert for further advice.
DBS Requirement - Basic DBS
Salary Information
If you are successful at interview, and are moving from another government department, NHS, or Local Authority, the relevant starting salary principles for level transfers or promotions will apply. Otherwise, roles are offered at the pay scale minimum for the grade, but in exceptional circumstances there may be flexibility if you are able to demonstrate you are already in receipt of an existing, higher salary. Pay increases are through the relevant annual pay award for the role and terms.
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 18 months. 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.
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 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.
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).
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 : Amy Newson
- Email : Amy.Newson@ukhsa.gov.uk
Recruitment team
- Email : SCSMDreruitment@ukhsa.gov.uk
Further information
The Law Requires That Selection For Appointment To The Civil Service Is On Merit On The Basis Of Fair And Open Competition As Outlined In The Civil Service Commission's Recruitment Principles. If You Feel Your Application Has Not Been Treated In Accordance With The Recruitment Principles, And You Wish To Make a Complaint, In The First Instance, You Should Contact UKHSA Public Accountability Unit Via Email
Complaints@ukhsa.gov.uk If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: Visit the Civil Service Commission website: https://civilservicecommission.independent.gov.uk/
