Deputy Director Multi-Threats & Borders (North, Central & Wales and South) and Forensics

Belfast, Birmingham, Bristol, Gartcosh, London* or Warrington. Unfortunately, relocation costs will not be reimbursed.

These roles require you to work at the office for a significant proportion of the time and may also require regular travel to London if not based there.

• Your contractual place of work will be Endeavour Square, Stratford. However, whilst the site is being prepared for operational use you will be required to carry out your contractual duties from Spring Gardens, Vauxhall, or such other reasonable location, on a temporary basis. Relocation to Endeavour Square is scheduled to run from September 2025 to March 2026. Your business area will notify you of your exact move date. For the avoidance of doubt as your contractual place of work is Endeavour Square, Stafford, the move from any temporary place of work will not give rise to any entitlement to payments for travel time or costs under the Relocation and Excess Travel Policy.
  
  

Job Summary

The Investigations Directorate provides a flexible, shared operational capability, design to maximise the impact of the UK's collective resources against serious and organised crime. Our teams respond to a broad range of threats, many of which also remain a responsibility for police forces and other agencies as well as private industry.

We take an intelligence-led approach and concentrate on tackling the criminals and risks to the public which ar

e beyond the capability or capacity of other law enforcement bodies.

Our work is largely focused on investigating Organised Immigration Crime, Human Trafficking, Child Sexual Exploitation and Abuse, Economic Crime, Firearms, Drugs, Kidnap and Extortion and Money Laundering - to name a few, therefore you will need to have a knowledge of Serious Organised Crime, and experience of leading Major Investigations to achieve strategic effects.

NCA International Directorate delivers the operational activity with international partners to tackle serious and organised crime across a multitude of threats.

This vital work drives the intelligence gathering, dissemination and operational response across the world against serious organised crime whilst also supporting collaborative work with Police Forces and Regional Organised Crime Units to tackle threats upstream.

Job Description

Role Summary

As Deputy Director you will be accountable to the Director of Investigations for ensuring operations are pursued to the highest standard whilst ensuring high levels of welfare and professionalism are maintained.

You will be a people-focussed leader, developing a cohort of Investigators who have the necessary skills to be deployed against the changing SOC threat.

Main Responsibilities

Demonstrate effective change management and stakeholder engagement internally and externally to operationalise the NCA strategy.

Embed an inclusive and people-focussed leadership culture to improve the work environment and develop talent.

Lead organisational change within the Command, developing tactics, capabilities and ways of working that respond to the changing threat environment, and seeking opportunities to address future capability and skills gaps.

Lead a robust governance and performance framework for your portfolio.

SCS lead for the Multi-threat investigations syndicates across all regions.

SCS lead for the Merseyside OCP.

SCS lead for the NCA Forensics department.

Gold command responsibilities for crimes in action, critical incidents and politically sensitive investigations.

Person specification

The Civil Service use a recruitment framework called Success Profiles. Success Profiles are made up of 5 elements: Ability, Behaviours, Experience, Technical, Strengths. You will be assessed against the following:

Behaviours

• Leadership
• Communicating and Influencing

Seeing the Bigger Picture

Changing and Improving

You Will Also Be Assessed Against:

• Culture/EDI (leadership)
  
  

You Will Need To Demonstrate The Below Essential Criteria:

We ask that you write a statement of suitability no more than 1250 words (Bahnschrift 11) evidencing relevant examples of your skills relating to the criteria listed below:

• Experience of operational leadership in a complex operational environment.
• Knowledge and experience of SOC, and management of Major Investigations for strategic effect.
• Experience of building effective partnerships across government, UK public and private sectors, Police and Security, and with international partners, at a strategic level. You will be able to manage political and operational risks.
• The ability to lead and deliver change, with a track record of delivering substantial improvements to increase operational effectiveness and value for money, including through running programmes and setting up new capabilities and confident use of digital tools, data and technology.

The ability to articulate a strategic forward vision for a large, complex organisation or system, ensuring that a wide range of internal and external stakeholders are engaged and supportive.

Strong people skills with a demonstrable commitment to ensuring equality, diversity and inclusion (EDI) while leading, developing and nurturing a talented workforce.

Alongside your salary of £81,000, National Crime 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.

Civil Service Pension

A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; your contributions come out of your salary before any tax is taken; and where 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.

If you are an active police pension member immediately prior to joining the NCA, you can continue your membership throughout your employment with us.

Annual Leave

25 days annual leave on entry (plus one privilege day for the King’s Birthday), plus 8 Bank Holidays, increasing to 30 days after reaching 5 years continuous service (plus one privilege day for the King’s Birthday), plus 8 Bank Holidays.

If qualifying criteria is met new joiners to the NCA from UK Police Forces or UKIC will have service with those employers taken into account for continuous service purposes for Annual Leave entitlement only, this will be up to a maximum of 30 days leave (plus 1 privilege day for the King’s Birthday).

Parental Leave

Family friendly policies including paid maternity, adoption, paternity and shared parental leave of up to 26 weeks.

Access to the government Tax-Free Childcare (TFC) scheme. Existing employees may be able to continue to claim childcare vouchers.

Flexible Working

Flexible working arrangements allowing you to split your work between the office and home, subject to the nature of the role.

Alternative working patterns such as part-time and compressed hours options subject to business needs.

Support for officers who are Reservists and Special Constables.

Learning and Development

Access to a range of learning and development activities, and opportunities to support career progression.

Paid time off to facilitate continuous professional development, and access to Civil Service Learning up to 5 days per year.

Wellbeing and Inclusion

Occupational sick pay and access to occupational health services.

A network of qualified Mental Health First Aiders and Workplace Support Officers, who can provide advice, signposting and support to all our officers.

On site facilities including fitness centres and canteens (where available). Access to a variety of active staff network groups.

Employee Savings

Interest-free loans allowing you to spread the cost of an annual travel season ticket.

Access to a wide range of discounts, offers and gift cards with a number of high street and online retailers through the Blue light Scheme and EdenRed.

Cycle2work salary sacrifice scheme to hire a bicycle up to the value of £4,000 to assist in improving health and fitness and save you money.

Access to a home and technology purchase scheme, allowing you to purchase items and spread the cost over 12 months through salary sacrifice.

Key worker status, enabling access to accommodation at a discounted rate, subject to eligibility.

Access to a range of sports, leisure and health benefits at reduced prices through membership with Civil Service Sports Council (CSSC).

A

rtificial intelligence

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 (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

To apply for this post, you will need to complete the online application process, outlined below. This should be completed no later than 23:55 on Thursday 12th February 2026.

Enter your CV details setting out your career history, including key responsibilities and achievements. It is essential that your CV reflects the role you are applying for. Please ensure you have provided reasons for any employment gaps within the last two years.

Submit a statement of suitability (no more than 1250 words, Bahnschrift 11) with detailed evidence of your skills and experience in response to the criteria on page 11.

Shortlist

The shortlisting meeting will be held in the week commencing 23rd February 2026.

Your Statement of Suitability will be assessed against the essential criteria.

Assessment Centre

A virtual Staff Engagement Exercise (SEE) will be delivered week commencing 9th March 2026. It will be a focus group format.

This stage will not result in a pass or fail decision. It is designed to support the panel’s decision-making and highlight areas for the panel to explore further at interview.

More information on this assessment will be provided to shortlisted candidates.

Final Panel Interview

The interview will be held virtually in week commencing 23rd March 2026. The panel will assess your previous experience and professional competence against the essential criteria, which aligns with the CS behaviours cited on page 12 of the Candidate Information Pack (CIP)

You will also be asked to deliver a 5-minute presentation to the panel in the interview.

Full details of the requirements will be given to shortlisted candidates ahead of their interview.

Offer

Regardless of the outcome, we will notify all candidates as soon as possible.

If your application is successful and we are unable to offer you a post immediately, you will be invited to join our reserve list so that we can continue to communicate with you regarding your employment with the Agency, and the incredible work that we do. If over the next 12 months we are able to offer you a position, we will contact you as soon as possible.

Indicative Timeline

Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know in your application letter.

The Anticipated Timetable Is As Follows:

Advert Closing Date - Thursday 12th February 2026

Expected shortlist announcement - w/c 23rd February 2026

Staff Engagement Exercise (SEE) - w/c 9th March 2026

Interviews - w/c 23rd March 2026

Candidates are asked to note the above timetable, which may be likely to some change, and are asked to exercise flexibility through the recruitment and selection process.

Pre-employment checks

Pre-employment checks take on average 16 weeks from the point of offer to arranging a start date. This includes vetting, occupational health assessments, employment history checks and substance misuse tests. This is an approximate time frame and is to be taken as a guideline only as this can very between candidates. This is dependent on when all requested documentation is provided.

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 at: scscandidate.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the ‘assistance required’ section in the ‘personal information’ page of your application form to provide information we should be aware of that will enable us to support you further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.

Further Information

If you have any questions about the role itself or would like to discuss the post and your fit within the organisation, please contact: scscandidate.grs@cabinetoffice.gov.uk

If you are experiencing accessibility problems with any attachments on this advert, please contact: scscandidate.grs@cabinetoffice.gov.uk

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 yo

ur 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 developed vetting (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 developed vetting (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

Open to UK nationals only.

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.

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 : SCS Recruitment Team
• Email : scscandidate.grs@cabinetoffice.gov.uk
  
  

Recruitment team

• Email : scsrecruitment.grs@cabinetoffice.gov.uk
  
  

Further information

Civil Service Commission 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.

In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. 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; scscandidate.grs@cabinetoffice.gov.uk

If you are not satisfied with the response you receive you can contact the Civil Service Commission at info@csc.gov.uk and more information can be found at www.civilservicecommission.independent.gov.uk