Skip to content

General Information

Salary
£42,914 - £46,182
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
External
Location
Birmingham
Region
West Midlands
Closing Date
07-Apr-2026
Post Type
Permanent
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
15942

Descriptions & requirements

Job description

Role: Senior Implementation Manager

Business: Office of Public Guardian (OPG)

Location: Birmingham

Grade: SEO (Senior Executive Officer)

Salary:  £42,914 

Contract Type: Permanent

Minimum Hours: 21

Organisational Overview

The Office of the Public Guardian (OPG) protects people in England and Wales who may not have the mental capacity to make certain decisions for themselves, such as about their health and finance. We are an Executive Agency of the Ministry of Justice (MoJ), set up in 2007 following the introduction of the Mental Capacity Act of 2005.

OPG is responsible for registering lasting powers of attorney (LPA) and enduring powers of attorney (EPA) and supervising deputies who are appointed by the Court of Protection.

OPG is a fantastic place to work offering a range of development opportunities.  The OPG is a disability confident employer and is committed to developing a supportive and inclusive environment that reflects the diverse community we serve.

OPG is currently delivering an ambitious transformation programme. This will change the way we provide services and help us meet the growing needs of our users, partners and our stakeholders. It will make sure our users experience a better level of support and will help us to respond to the changing needs of society. Transformation will ensure we can better support adults at risk and create high-quality services that are accessible and affordable.

Team Overview

The role will be situated in the Business Design, Development & Delivery (BD3) team within the Operational Directorate. The BD3 team covers a wide range of change-related activities including continuous improvement projects for operational teams, implementation of policy and digital changes, and involvement in OPG’s larger transformational projects. The small systems (User Defined Applications or UDAs – non-Sirius operational software) development, maintenance and improvement work is also situated within BD3.

Duties and Responsibilities 

The advertised role is for a Senior Implementation Manager to manage a team within the BD3 umbrella.

You will be expected to lead larger projects, set the direction for the team, decide on the priority in which work should be completed, launch change directly into the business, and develop the skills of your staff. 

You will be required to work closely with other BD3 teams (which include the Small Systems team, Continuous Improvement team, Sirius Operations team, Supervision Implementation team), and other stakeholders across the business including Operations, Legal, Policy, Comms and Digital to identify where change is needed, produce data analysis and user needs, identify risks and business impact, recommend solutions and track benefits of the change.

The post holder is responsible for ensuring that implementation and change goals are met with minimal impact on current business operational delivery. The key responsibilities and areas of work you will lead on are:

  • Management of a BD3 team.
  • Prioritising work for yourself and the team, weighing up risks and benefits of each project/change.
  • Developing team members by supporting and delegating where necessary to provide development opportunities.
  • Review and implement policy approved at the Policy & Implementation Committee (PIC), affecting Investigations and legacy POAS areas.
  • Involvement in the design, development, delivery, and ongoing maintenance and improvement of the replacement Investigations Case Management system being delivered by MoJ Application Platforms team.
  • Maintaining close relationships with other BD3 areas to ensure work is joined-up and that resources are assigned to areas that support the delivery of business needs.
  • Implementation of other changes to the investigations process.
  • Continuous Improvement of legacy Power of Attorney Services.
  • Tracking and analysing benefits of changes and reporting these benefits to senior leaders.
  • Involvement in the POAS & SIS Change Board processes.
  • Any other change/implementation initiative you are assigned.

The post holder will use project management principles to ensure that delivery outcomes are kept on track and will report progress to senior managers regularly.

This role is suited to an individual who is used to a fast-paced environment, project work and meeting tight deadlines.

Agreed Expectations

The successful candidate will be expected to work from their base location on a weekly basis in line with current Civil Service requirements, outside of any reasonable adjustments.

The team that this role will manage and teams that changes will affect are primarily based in Birmingham, with some also based in Nottingham. The role necessitates travel to both of these offices as and when required, which occasionally will be more than OPG baseline office attendance expectations.

Skills & Qualifications

Essential Skills

  • Experience of implementing large scale digital and/or policy change using relevant methodologies.(Lead criteria)
  • Experience of overseeing the impact of change initiatives beyond immediately affected teams.
  • Experience of measuring and realising benefits of change initiatives.
  • Experience of working in a Continuous Improvement environment.
  • Excellent organisational skills and ability to prioritise own and team’s workload with minimal supervision.
  • Experience of team management, including workload prioritisation, oversight and performance management.
  • Excellent written and verbal communication, especially when talking to large groups, in order to build strong relationships with business colleagues.

Desirable Skills

The below criteria are desirable only. These will not be assessed throughout the recruitment process but will be used in the event of tied scores between candidates.

  • Knowledge of the Mental Capacity Act and Code of Practice.
  • Experience of developing team members’ skillsets to deliver high levels of performance.
  • Experience of using Microsoft Office computer packages including Word, Excel, Outlook, MS Teams, Visio and PowerPoint.
  • Familiarity (not technical expertise) with small systems software, including VBA and Power Apps.
  • Ability to identify own training needs and seek out resources to action these.

Application process

This recruitment will follow the Civil Service Success Profile process. For the sift, candidates will be expected to provide the following:

  • A personal statement of suitability of no more than 1,000 words in support of your application based on the essential and desirable skills.

In the event of a high number of applications, an initial sift will be conducted on the lead criteria which will be the essential skill of experience of implementing large scale digital and/or policy change using relevant methodologies.

Interview Process

If you are successful at sift, you will be invited to an interview which will use the Civil Service Success Profiles process. At interview, candidates should expect questions on:

  • Strengths relevant to the role
  • The following Behaviours at SEO Level:
  • Changing & Improving
  • Making Effective Decisions
  • Delivering at Pace
  • Your experience via a presentation on delivering an impactful change. More details will be provided if you are successful at sift.

All interviews will be held remotely via MS Teams.

Feedback will only be provided if you attend an interview.

Reasonable Adjustments

At OPG we consider all applications on the basis of merit and want you to feel able to demonstrate your full potential whatever type of assessment is used. If you require any reasonable adjustments for any aspect of the selection process, do not hesitate to get in contact with us.

As a Disability Confident organisation, we will offer a guaranteed interview to candidates with a disability who meet the essential criteria for this role. If you are applying for a role within OPG and would like to be considered under the Disability Confident Scheme, please indicate this in your application and let us know of any reasonable adjustments you may require during the selection process.
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 role: 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.

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.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

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.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

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.

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.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

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 15942

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 15942

Application form stage assessments

Experience
We will assess your experience for this role via the following methods
Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
This recruitment will follow the Civil Service Success Profile process. For the sift, candidates will be expected to provide the following:

• A personal statement of suitability of no more than 1,000 words in support of your application based on the essential and desirable skills.

In the event of a high number of applications, an initial sift will be conducted on the lead criteria which will be the essential skill of experience of implementing large scale digital and/or policy change using relevant methodologies.
Evidence of Experience
Statement of Suitability

Interview stage assessments

Interview Dates
To Be Confirmed
Behaviours
Changing and Improving
Making Effective Decisions
Delivering at Pace
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.

Other Assessments

Which assessment methods will be used?
Presentation
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.