Principal Social Worker and Transformation Lead
UK Visa Sponsorship Analytics
Occupation Type
Social workers
Occupation Code Skill LevelHigher Skilled
Sponsorship Salary Threshold
Varies by national pay scale
Healthcare national pay scale applies
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Description
About The Role
Do you want to lead change that improves the lives of children and families?
Are you an experienced senior manager who has already led an operational social work service?
If so, this role offers a rare opportunity to shape practice and drive transformation across an ambitious and values‑driven local authority.
About The Role
We are looking for a Principal Social Worker who can lead large‑scale transformation with confidence and credibility. This role sets the standards for social work across Children’s Services and ensures that excellent, relationship‑based practice is at the heart of everything we do.
You will guide the design and delivery of major programmes of change, including our workforce strategy, our Motivational Practice Model, and the implementation of national reforms. You will work closely with senior leaders to improve outcomes, strengthen culture and create the conditions for high‑quality, consistent practice.
This is a senior leadership post with strategic influence, operational insight and responsibility for a significant budget.
What You Will Lead
Do you want to lead change that improves the lives of children and families?
Are you an experienced senior manager who has already led an operational social work service?
If so, this role offers a rare opportunity to shape practice and drive transformation across an ambitious and values‑driven local authority.
About The Role
We are looking for a Principal Social Worker who can lead large‑scale transformation with confidence and credibility. This role sets the standards for social work across Children’s Services and ensures that excellent, relationship‑based practice is at the heart of everything we do.
You will guide the design and delivery of major programmes of change, including our workforce strategy, our Motivational Practice Model, and the implementation of national reforms. You will work closely with senior leaders to improve outcomes, strengthen culture and create the conditions for high‑quality, consistent practice.
This is a senior leadership post with strategic influence, operational insight and responsibility for a significant budget.
What You Will Lead
Your work will focus on transforming how our social work system operates. You will:
About You
To succeed, you will already have been a senior social care operational manager with experience in managing the demands of frontline social work practice and leading a service through change.
You will bring:
- Lead culture change that supports skilled, confident and motivated practitioners.
- Strengthen quality assurance so that practice improves and learning is embedded.
- Shape workforce development, from ASYE to leadership pathways.
- Build a permanent, stable and diverse workforce.
- Provide insight on workforce trends and risks, supporting strategic decision‑making.
- Represent frontline practitioners at senior forums, ensuring their voice informs change.
About You
To succeed, you will already have been a senior social care operational manager with experience in managing the demands of frontline social work practice and leading a service through change.
You will bring:
- A Social Work qualification and Social Work England registration.
- Senior leadership experience in a frontline children’s social care service.
- A track record of delivering improvement and managing change.
If you would like an informal discussion about the role, please contact:
[email protected]
Wynand McDonald
Assistant Director
Safeguarding and Quality Assurance
About You
Working for the team, service and our organisation
Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.
We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.
To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.
Our offer to you
We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:
Workforce Equality, Equity, Diversity and Inclusion Statement
We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environmen
- Up to 31 days leave per year, increasing to 36 days after five years of local government service
- A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
- Learning and development opportunities to maximise your potential
- Competitive pay and a commitment to paying all staff the London Living Wage at minimum
- Excellent local government pension scheme
- Cycle to Work scheme and discounted gym memberships
- Local discounts from restaurants, shops, health and beauty therapists, and more!
Workforce Equality, Equity, Diversity and Inclusion Statement
We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environmen
t where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
Pre‑Employment Checks
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
Pre‑Employment Checks
Any offer of employment will be subject to the successful completion of required pre‑employment checks. These may include:
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.
The post is subject to a enhanced DBS check with children barred list, Social Work England/HCPC registration, qualifications check and 3/5 years referencing.
Disability Confident Scheme
- Proof of address
- Evidence of any name changes (if applicable)
- Right to work in the UK
- Overseas criminal record check (if applicable)
- Satisfactory references
- Occupational Health clearance
- Evidence of professional qualifications or registrations
- DBS check at the appropriate level (if applicable)
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.
The post is subject to a enhanced DBS check with children barred list, Social Work England/HCPC registration, qualifications check and 3/5 years referencing.
Disability Confident Scheme
Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.