This vacancy is only available to existing Civil Servant employees and employees of accredited non-departmental public bodies (NDPBs). Please review the "Eligibility" section before you apply.
General Information
Salary
The national salary range is £71,381 - £80,419, London salary range is £75,674 - £85,257. Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Cross Government
Location
Birmingham, Brighton and Hove, Bristol, Cambridge, Cardiff, Jarrow, Leeds, Liverpool, London, Manchester, Nottingham
Region
East Midlands, East of England, London, North East, North West, South East, South West, Wales, West Midlands, Yorkshire and the Humber
Closing Date
01-Apr-2026
Post Type
Detached Duty, Loan
Civil Service Grade
Grade 6
Number of jobs available
1
Reserve List
12 Months
Job ID
15823
Descriptions & requirements
Job description
Job Title & Grade:
Head of Change Management – G6
Contract Type:
Fixed Term – 24 months
Salary range (depending on location):
National - £71,381 - £80,419
London - £75,674 - £85,257
Please note that unless you are currently employed by the Civil Service and are earning more than the minimum above, if successful you will be offered the minimum for the grade depending on your location.
Location:
National
Directorate:
Transformation
Team:
Transformation
Working Pattern:
The post is supported by the MOJ flexible working policy and includes colleagues who work flexibly, remotely (as part of hybrid working), part time or as part of a job share etc.
If you are applying for a part time role, please note that in order to meet business demands we need cover for a minimum of 3 days a week.
To meet legal requirements, if you are between the ages 16-18 and you are a successful candidate, you will be required to complete an apprenticeship after your initial on the job training.
Reporting to:
Head of Transformation, Deputy Director
Closing date for applications
1st April 2026
The Legal Aid Agency
We are an executive agency of the Ministry of Justice (MoJ). We are responsible for operationally administering the legal aid fund to provide criminal and civil legal aid advice to people in England and Wales.
Our people are at the heart of achieving excellence. Employing around 1,200 colleagues across England and Wales, we feel proud to have some of the best People Survey results in the Civil Service.
Our LAA commitment to Diversity and Inclusion
As a Disability Confident organisation, we will offer a guaranteed interview to candidates with a disability who meet the essential criteria for this role. Under the Equality Act 2010 a disability is defined as a physical or mental impairment which has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities which has lasted, or is expected to last, at least 12 months.
If you are responding to a role within the Legal Aid Agency and would like to be considered under the guaranteed interview, please indicate this in your application and let us know of any reasonable adjustments you may require during the sift or later selection processes.
The LAA’s goal is to build an organisation that is open and inclusive and truly values and celebrates the diversity of its workforce. One that reflects and understands the needs of the diverse society we serve. This is regardless of social background, gender, age, ethnicity, sexual orientation, beliefs, disabilities or long-term illness or caring responsibilities.
Reasonable Adjustments
Transformation are responsible for continuing to drive forward simplifying the delivery of legal aid. We want to improve the experience for the people who apply for legal aid, the providers who deliver the services and those of us in the LAA who administer the scheme, while ensuring the LAA remains a great place to work.
Transformation Team
This team is leading the transformation of our organisation through innovation, collaboration and inclusion. Originally established in May 2020, the Transformation Team has grown rapidly over the last five years. We are a hybrid team of business change and project delivery experts, and working in partnership with others is at the heart of what we do. We work together with teams across the agency, with the LAA Digital team, MoJ Project Delivery Function experts, MoJ Policy teams and wider stakeholders across the justice system and government.
We have a large and complex portfolio remit to deliver change that enables recovery from the recent cyber-attack, development and implementation of transformed user facing services, implementation of modern digital architecture, and implementation of Government policy commitments.
Job Summary
The Head of Change Management will be responsible for leading the people side of change across the Transformation Portfolio, ensuring that complex service, process and system changes are adopted, embedded and sustained by staff, providers and stakeholders.
The role is accountable for establishing a consistent, portfolio-wide change management approach, aligned to PROSCI principles, and for reducing delivery and operational risk by ensuring organisational readiness keeps pace with design and delivery decisions.
The focus of any role in the Transformation Portfolio team is dynamic, reflecting our role in responding to evolving operational and policy implementation priorities.
Key Responsibilities:
Portfolio-level change leadership
• Own the change management strategy for the Transformation Portfolio, aligned to PROSCI (ADKAR) principles
• Define what “good change” looks like across the organisation
• Act as the senior authority on adoption, readiness and reinforcement risks
Embedding change management into delivery
• Ensure change management is embedded within multi-disciplinary teams and delivery workstreams, not treated as a late-stage activity.
• Set clear expectations for:
Organisational readiness and risk management
• Lead a portfolio-wide view of change impact, capacity and fatigue
• Identify cumulative impacts across initiatives and advise on sequencing, pacing and trade-offs
• Surface adoption and operational risks to senior governance forums
• Work with External Communications and engagement leads to ensure alignment where changes affect providers and partners
Benefits realisation and reinforcement
• Ensure changes are reinforced and sustained, not just launched
Capability and community building
• Build and lead a community of change practitioners across the organisation
• Set standards, tools and templates aligned to PROSCI methodology
• Coach senior leaders, delivery leads and managers in effective change sponsorship and leadership
Leadership and governance
• Act as a senior adviser to the Head of Design / Transformation on people-related risks and opportunities
• Represent change management in senior governance forums
• Deputise as required within the wider transformation leadership team
Essential Qualifications
• PROSCI Change Management accreditation or equivalent change management qualification
Essential Knowledge, Experience and skills
• Strong knowledge of structured change methodologies, such as PROSCI or equivalent, and ability to apply these consistently across a large portfolio.
• Experience working across policy, operations, digital and external stakeholders
• Excellent stakeholder engagement skills, capable of influencing across seniority levels.
• Strong judgement in high-risk, ambiguous and politically sensitive contexts
• Experience of creating and implementing change management strategies
Desirable Knowledge, Experience and skills
• Experience working in complex transformation programmes
• Knowledge of MoJ or LAA processes and services
• Experience leading change affecting external providers
• Ability to coach, mentor and lead certified change practitioners to achieve a consistent change management approach
Person Specification
• Excellent interpersonal and communication skills (both written and verbal)
• Ability to translate complex information into clear, structured reporting for senior stakeholders
• Comfortable working with ambiguity and incomplete information and respond quickly to shifting priorities
• Strong networking skills and ability to apply a collaborative and inclusive approach, valuing different perspectives, in person and virtually
• Strong influencing skills, and experience of building and maintaining positive relations with key stakeholders across functions
• Ability to operate in a value-driven style consistent with the values of the public services and specifically with MoJ and wider Civil Service values
• Values diversity and difference; operates with integrity and openness
Assessment approach
Application Process
To apply please provide a CV and statement of suitability showing how you meet the essential criteria in no more than 1250 words.
Your statement should demonstrate your ability to do all of the essential criteria listed, using examples can help strengthen your application.
Interview / assessment Process
If you are successful through the application stage, you will be invited to an interview via Microsoft Teams where you will be assessed against the following:
• Strengths relevant to the role
• Some or all of the following Behaviours:
Seeing the big picture
• develop and maintain an understanding of economic, social, political, environmental and technological developments to ensure activity is relevant
• ensure plans and activities in your area of work reflect wider strategic priorities and communicate effectively with senior leaders to influence future strategies
• adopt a government wide perspective to ensure alignment of activity and policy
• bring together views, perspectives and diverse needs of stakeholders to gain a broader understanding of the issues surrounding policies and activities
Leadership
• promote diversity, inclusion and equality of opportunity, respecting difference and external experience
• welcome and respond to views and challenges from others, despite any conflicting pressures to ignore or give in to them
• stand by, promote or defend your own and your team’s actions and decisions where needed
• seek out shared interests beyond your own area of responsibility, understanding the extent of the impact actions have on the organisation
• inspire and motivate teams to be fully engaged in their work and dedicated to their role
Making effective decisions
• clarify your own understanding and stakeholder needs and expectations, before making decisions
• ensure decision making happens at the right level, not allowing unnecessary bureaucracy to hinder delivery
• encourage both innovative suggestions and challenge from others, to inform decision making
• analyse and accurately interpret data from various sources to support decisions
• find the best option by identifying positives, negatives, risks and implications
• present reasonable conclusions from a wide range of complex and sometimes incomplete evidence
• make decisions confidently even when details are unclear or if they prove to be unpopular
Communicating and incfluencing
• communicate with others in a clear, honest and enthusiastic way in order to build trust.
• explain complex issues in a way that is easy to understand
• take into account people’s individual needs
• deliver difficult messages with clarity and sensitivity, being persuasive when required
• consider the impact of the language used
• remain open-minded and impartial in discussions, whilst respecting the diverse interests and opinions of others
• introduce different methods for communication, including making the most of digital resources whilst getting value for money
• monitor the effectiveness of own and team communications and take action to improve where necessary
• Your Experience of implementing, promoting, or understanding diversity and inclusion policy - Diversity is the presence of difference, this can include one or more of the protected characteristics (Gender, Age, Race, Disability etc.) or it can be about working patterns, whether we like to jump into a task or reflect on it before acting. Inclusion is how we welcome, value, and celebrate diversity, giving everyone a voice, tapping into ideas, and enabling everyone to be themselves at work and achieve their potential.
For this grade/ role we would expect the candidate to demonstrate understanding of the terms Diversity and Inclusion and be able to explain why they are important in a work environment. We would also expect examples of action they have taken to embrace diversity (e.g., increasing understanding for self or others) or improve inclusion at a cross departmental or organisational level.
Shortlisting is planned for week commencing 30th March 2026
Interviews are planned for week commencing 27th April 2026
Complaints procedure
Head of Change Management – G6
Contract Type:
Fixed Term – 24 months
Salary range (depending on location):
National - £71,381 - £80,419
London - £75,674 - £85,257
Please note that unless you are currently employed by the Civil Service and are earning more than the minimum above, if successful you will be offered the minimum for the grade depending on your location.
Location:
National
Directorate:
Transformation
Team:
Transformation
Working Pattern:
The post is supported by the MOJ flexible working policy and includes colleagues who work flexibly, remotely (as part of hybrid working), part time or as part of a job share etc.
If you are applying for a part time role, please note that in order to meet business demands we need cover for a minimum of 3 days a week.
To meet legal requirements, if you are between the ages 16-18 and you are a successful candidate, you will be required to complete an apprenticeship after your initial on the job training.
Reporting to:
Head of Transformation, Deputy Director
Closing date for applications
1st April 2026
The Legal Aid Agency
We are an executive agency of the Ministry of Justice (MoJ). We are responsible for operationally administering the legal aid fund to provide criminal and civil legal aid advice to people in England and Wales.
Our people are at the heart of achieving excellence. Employing around 1,200 colleagues across England and Wales, we feel proud to have some of the best People Survey results in the Civil Service.
Our LAA commitment to 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 and the Civil Service Diversity and Inclusion Strateg
If you are responding to a role within the Legal Aid Agency and would like to be considered under the guaranteed interview, please indicate this in your application and let us know of any reasonable adjustments you may require during the sift or later selection processes.
The LAA’s goal is to build an organisation that is open and inclusive and truly values and celebrates the diversity of its workforce. One that reflects and understands the needs of the diverse society we serve. This is regardless of social background, gender, age, ethnicity, sexual orientation, beliefs, disabilities or long-term illness or caring responsibilities.
Reasonable Adjustments
We are committed to ensuring our recruitment process is inclusive and accessible to all. If you have a disability or long-term condition (for example dyslexia, anxiety, autism, a mobility condition or hearing loss) and need us to make any reasonable adjustments to support you through the recruitment process, please let us know by adding the information to the applications system or emailing LAARecruitment@justice.gov.uk after you have applied so that we can discuss options with you.
Transformation
Transformation are responsible for continuing to drive forward simplifying the delivery of legal aid. We want to improve the experience for the people who apply for legal aid, the providers who deliver the services and those of us in the LAA who administer the scheme, while ensuring the LAA remains a great place to work.
Transformation Team
This team is leading the transformation of our organisation through innovation, collaboration and inclusion. Originally established in May 2020, the Transformation Team has grown rapidly over the last five years. We are a hybrid team of business change and project delivery experts, and working in partnership with others is at the heart of what we do. We work together with teams across the agency, with the LAA Digital team, MoJ Project Delivery Function experts, MoJ Policy teams and wider stakeholders across the justice system and government.
We have a large and complex portfolio remit to deliver change that enables recovery from the recent cyber-attack, development and implementation of transformed user facing services, implementation of modern digital architecture, and implementation of Government policy commitments.
Job Summary
The Head of Change Management will be responsible for leading the people side of change across the Transformation Portfolio, ensuring that complex service, process and system changes are adopted, embedded and sustained by staff, providers and stakeholders.
The role is accountable for establishing a consistent, portfolio-wide change management approach, aligned to PROSCI principles, and for reducing delivery and operational risk by ensuring organisational readiness keeps pace with design and delivery decisions.
The focus of any role in the Transformation Portfolio team is dynamic, reflecting our role in responding to evolving operational and policy implementation priorities.
Key Responsibilities:
Portfolio-level change leadership
• Own the change management strategy for the Transformation Portfolio, aligned to PROSCI (ADKAR) principles
• Define what “good change” looks like across the organisation
• Act as the senior authority on adoption, readiness and reinforcement risks
Embedding change management into delivery
• Ensure change management is embedded within multi-disciplinary teams and delivery workstreams, not treated as a late-stage activity.
• Set clear expectations for:
- Change impact assessments
- Readiness planning
- Training and capability uplift
- Go-live and transition support
Organisational readiness and risk management
• Lead a portfolio-wide view of change impact, capacity and fatigue
• Identify cumulative impacts across initiatives and advise on sequencing, pacing and trade-offs
• Surface adoption and operational risks to senior governance forums
Stakeholder and workforce engagement
• Own the internal change engagement approach, ensuring:
- Clear, consistent messaging
- Leadership alignment and sponsorship
- Two-way engagement with affected teams
Benefits realisation and reinforcement
• Ensure change management activity is explicitly linked to realisation of benefits and OKRs
• Establish mechanisms for:
- Measuring adoption
- Monitoring behavioural change
- Supporting post-implementation learning and improvement
Capability and community building
• Build and lead a community of change practitioners across the organisation
• Set standards, tools and templates aligned to PROSCI methodology
• Coach senior leaders, delivery leads and managers in effective change sponsorship and leadership
Leadership and governance
• Act as a senior adviser to the Head of Design / Transformation on people-related risks and opportunities
• Represent change management in senior governance forums
• Deputise as required within the wider transformation leadership team
Essential Qualifications
• PROSCI Change Management accreditation or equivalent change management qualification
Essential Knowledge, Experience and skills
• Strong knowledge of structured change methodologies, such as PROSCI or equivalent, and ability to apply these consistently across a large portfolio.
• Experience working across policy, operations, digital and external stakeholders
• Excellent stakeholder engagement skills, capable of influencing across seniority levels.
• Strong judgement in high-risk, ambiguous and politically sensitive contexts
• Experience of creating and implementing change management strategies
Desirable Knowledge, Experience and skills
• Experience working in complex transformation programmes
• Knowledge of MoJ or LAA processes and services
• Experience leading change affecting external providers
• Ability to coach, mentor and lead certified change practitioners to achieve a consistent change management approach
Person Specification
• Excellent interpersonal and communication skills (both written and verbal)
• Ability to translate complex information into clear, structured reporting for senior stakeholders
• Comfortable working with ambiguity and incomplete information and respond quickly to shifting priorities
• Strong networking skills and ability to apply a collaborative and inclusive approach, valuing different perspectives, in person and virtually
• Strong influencing skills, and experience of building and maintaining positive relations with key stakeholders across functions
• Ability to operate in a value-driven style consistent with the values of the public services and specifically with MoJ and wider Civil Service values
• Values diversity and difference; operates with integrity and openness
Assessment approach
Application Process
To apply please provide a CV and statement of suitability showing how you meet the essential criteria in no more than 1250 words.
Your statement should demonstrate your ability to do all of the essential criteria listed, using examples can help strengthen your application.
Interview / assessment Process
If you are successful through the application stage, you will be invited to an interview via Microsoft Teams where you will be assessed against the following:
• Strengths relevant to the role
• Some or all of the following Behaviours:
Seeing the big picture
• develop and maintain an understanding of economic, social, political, environmental and technological developments to ensure activity is relevant
• ensure plans and activities in your area of work reflect wider strategic priorities and communicate effectively with senior leaders to influence future strategies
• adopt a government wide perspective to ensure alignment of activity and policy
• bring together views, perspectives and diverse needs of stakeholders to gain a broader understanding of the issues surrounding policies and activities
Leadership
• promote diversity, inclusion and equality of opportunity, respecting difference and external experience
• welcome and respond to views and challenges from others, despite any conflicting pressures to ignore or give in to them
• stand by, promote or defend your own and your team’s actions and decisions where needed
• seek out shared interests beyond your own area of responsibility, understanding the extent of the impact actions have on the organisation
• inspire and motivate teams to be fully engaged in their work and dedicated to their role
Making effective decisions
• clarify your own understanding and stakeholder needs and expectations, before making decisions
• ensure decision making happens at the right level, not allowing unnecessary bureaucracy to hinder delivery
• encourage both innovative suggestions and challenge from others, to inform decision making
• analyse and accurately interpret data from various sources to support decisions
• find the best option by identifying positives, negatives, risks and implications
• present reasonable conclusions from a wide range of complex and sometimes incomplete evidence
• make decisions confidently even when details are unclear or if they prove to be unpopular
Communicating and incfluencing
• communicate with others in a clear, honest and enthusiastic way in order to build trust.
• explain complex issues in a way that is easy to understand
• take into account people’s individual needs
• deliver difficult messages with clarity and sensitivity, being persuasive when required
• consider the impact of the language used
• remain open-minded and impartial in discussions, whilst respecting the diverse interests and opinions of others
• introduce different methods for communication, including making the most of digital resources whilst getting value for money
• monitor the effectiveness of own and team communications and take action to improve where necessary
• Your Experience of implementing, promoting, or understanding diversity and inclusion policy - Diversity is the presence of difference, this can include one or more of the protected characteristics (Gender, Age, Race, Disability etc.) or it can be about working patterns, whether we like to jump into a task or reflect on it before acting. Inclusion is how we welcome, value, and celebrate diversity, giving everyone a voice, tapping into ideas, and enabling everyone to be themselves at work and achieve their potential.
For this grade/ role we would expect the candidate to demonstrate understanding of the terms Diversity and Inclusion and be able to explain why they are important in a work environment. We would also expect examples of action they have taken to embrace diversity (e.g., increasing understanding for self or others) or improve inclusion at a cross departmental or organisational level.
Shortlisting is planned for week commencing 30th March 2026
Interviews are planned for week commencing 27th April 2026
If you would like more information on this opportunity, please contact Hannah Payne at Hannah.payne@justice.gov.uk
If you have any complaints about this recruitment activity, please share your concerns by emailing LAARecruitment@justice.gov.uk initially. We aim to respond to any complaint within 10 working days.
Additional Information
Working Arrangements & Further Information
The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.
Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.
For nationally advertised roles: All successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity).
For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).
Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.
MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.
All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.
Flexible working hours
The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.
Benefits
The MoJ offers a range of benefits:
Annual Leave
Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.
There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.
Pension
The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
Training
The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
Networks
The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.
Eligibility
Staff on fixed term appointments must have been recruited through fair and open competition.
Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.
Support
- A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
- Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
- For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
- Paid paternity, adoption and maternity leave.
- Free annual sight tests for employees who use computer screens.
Working for the Civil Service
The Civil Service Code 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order
- To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
- To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
- To the Civil Service Commission (details available here)
As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.
You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.
For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.
Diversity & 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 and the Civil Service Diversity and Inclusion Strategy.
Redeployment Interview Scheme
Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
Civil Service Nationality Rules
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) https://www.gov.uk/settled-status-eu-citizens-families
- 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) https://www.gov.uk/government/publications/nationality-rules
Reserve list
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
Contact Information
MoJ:
If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk
Please quote the job reference 15823
HMPPS
If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk
Please quote the job reference 15823
Job Description Attachment
-
Job Description - G6 Head of Change Management.docx (Job Description Attachment)
Application form stage assessments
Experience
We will assess your experience for this role via the following methods
CV or Work History, Experience Questions, Statement of Suitability
Experience Questions Application Form Question Word Limit
250
Evidence of Experience
CV or Work History, Experience Questions, Statement of Suitability
Interview stage assessments
Interview Dates
Interviews are expected for week commencing 27th April 2026
Behaviours
Seeing the Big Picture
Leadership
Making Effective Decisions
Communicating and Influencing
Experience
Your Experience for this role will be assessed at interview. To learn more about Experience and how they are assessed please click here.
We will assess your experience for this role via the following methods
Experience Questions
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Level of security checks required
Baseline Personnal Security Standard (BPSS)
Use of Artificial Intelligence (Al)
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.