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General Information

Salary
The national salary range is £42,914 - £46,182, London salary range is £49,325 - £53,081. Your salary will be dependent on your base location
Working Pattern
Full Time, Flexible Working
Vacancy Approach
External
Location
National
Region
National
Closing Date
19-Jun-2026
Post Type
Fixed Term, Detached Duty, Loan
Civil Service Grade
SEO
Number of jobs available
1
Reserve List
12 Months
Job ID
18511

Descriptions & requirements

Job description

Job title: Senior Communications Manager

Directorate: Communications

Duration: 24 months

The role is advertised as a Fixed Term Contract initially for 24 months. There is the potential that this could be extended or the role made permanent at a later date, although this cannot be guaranteed.

About us

HM Courts and Tribunals Service (HMCTS) is responsible for the administration of criminal, civil and family courts and tribunals in England and Wales. Our roles support our service users and colleagues, where people and businesses access potentially life-changing justice.  We’re looking for individuals who are committed to public service and want to make a difference in people’s lives in delivering justice. If you’re interested in developing a career with a real purpose, please apply.

About the role

The role of the HMCTS Communications and Engagement Directorate is to:

  • enhance and protect the reputation of HMCTS
  • facilitate corporate communication and engagement with internal and external stakeholders and court users
  • advise, challenge, and support the organisation to communicate and engage effectively.

This is a varied role as part of the Strategic Communications Team in the HMCTS Communications and Engagement Directorate, focusing on a blend of engagement, content, campaigns, stakeholder and corporate communications work.

This role primarily focuses on providing quality communications, engagement advice and direction on a wide range of areas including court buildings, cross-cutting services such as video hearings and court technology, and improvements to open justice, among others. As the organisation evolves, you may be asked to cover other subject matter areas too. These are challenging and highly scrutinised areas and your remit will involve close working and engagement with priority organisations across the justice system.

Whether it is business partnering with senior leaders and officials in projects or service teams or supporting our colleagues working on the frontline in courts and tribunals, this is a demanding but highly rewarding role. You’ll be the ‘go to’ communications expert and lead the delivery of comms and engagement activity relating to your area.

Through your work, you’ll be an integral part of how HMCTS achieves its priorities and delivers operational and strategic milestones.

Key Accountabilities

Your role as the Senior Communications Manager encompasses several key aspects, including but not limited to:

  • designing, delivering and evaluating communications and engagement strategies and activity that really engage our complex audiences
  • fostering strong working relationships with senior officials, developing solutions and working on complex issues to provide them with communications and engagement advice and support,  helping them meet their business objectives
  • telling our story and bringing the courts to life for our audiences by drafting a range of content, key messages and narratives including, but not limited to, news articles, blogs, podcasts, case studies, briefing documents, speaking notes and presentations
  • providing quick and timely input to submissions, Freedom of Information (FOI) requests and Parliamentary Questions (PQs)
  • handling high-profile and sensitive media issues, working with subject matter experts and press office to develop proactive and reactive media lines and products that enhance and protect HMCTS’ reputation
  • taking responsibility for supporting evaluation and reporting of communications and engagement activity in your area and ensure we meet the required outcomes
  • providing support to the G6/G7 and other senior leaders in directing and advising on all communications and engagement activity in relation the organisation’s response to a crisis 

Who are we looking for? (Person Specification)

This is a specialist communications role, so it is essential that the role holder is an experienced communications professional. You will need the confidence and experience to engage with a diverse range of audiences and stakeholders.

The ideal candidate for this position should demonstrate:

Essential Skills

  • Strong planning, organisational skills with experience of developing and delivering external communications and engagement strategies and plans in a large and complex organisation.
  • Proven stakeholder management skills, quickly able to establish credibility and rapport with senior colleagues and other external partners.
  • An exceptional storyteller, able to adapt writing style for different audiences and channels and content formats.
  • Experience of handling media enquiries, able to ask the right questions of the right people to get to the heart of issues and provide quality advice.
  • The ability to quickly generate insights from available data and use these to shape communications activity.
  • Able to evaluate communications activity and develop lessons learnt with a view to continuous improvement within your practice.
  • Strong problem-solving skills with the ability to work quickly and effectively under pressure and through ambiguity, making decisions at pace and managing competing priorities and changing deadlines.
  • A team player, able to quickly mobilise colleagues around common goals and deliver creative communication activities.

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 

Desirable Skills

  • Familiarity with using content management systems and managing web pages.
  • Experience of change or technology related communications

How to apply

Application Stage

Please submit:

  • An anonymised CV. Please ensure your CV is uploaded in a simple format to prevent any formatting issues when it's downloaded or reviewed. 
Your CV should: 
  • be succinct and clear
  • be factually accurate – you must ensure that any evidence submitted as part of your application, is truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own 
  • include your qualifications, highlighting any modules or accreditation relevant to the role
  • include your relevant experience, providing dates 
  • provide detail – we are interested in how your knowledge, skills, and experience demonstrate the capabilities we are looking for in this role

A statement of suitability demonstrating how you meet the essential criteria (up to 750 words).
  • Your statement of suitability should be no more than 750 words and should give us real life examples of how your skills and experience match those needed for this role. Your statement should be based on the criteria set out in the Key Accountabilities and Essential Criteria sections above.
  • You must ensure that any evidence submitted as part of your application is truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.  

Candidates successful at sift stage will be invited to a blended interview assessment in line with the Civil Service Success Profile Framework and the Government Communications Service (GCS) competencies.  

For those successful in passing the sift stage, interviews will take place over two stages. 

At both stages of interview, candidates will be assessed against the Civil Service Success Profiles and Government Communication Service (GCS) competencies below at SEO/SIO level.

Guidance for these can be found below: 

The first-stage interview will be held remotely via Microsoft Teams; interviews are expected around w.c 6th July 2026 – this is subject to change. At this stage, you will be assessed against the following behaviour, and technical questions:   

Success Profiles Behaviours

  • Working together
  • Communicating & influencing
  • Delivering at pace

GCS Technical Competency:

  • Ideas

Successful candidates will then be invited for the second-stage interview which will be held in person either at 102, Petty France, London, or another appropriate site outside of London to be decided depending on the location of successful candidates. In person interviews are expected around 20 July 2026 – this is subject to change. The location will be confirmed once the first stage interview results are released.

At this stage, you will be asked to complete a written exercise. No preparation is required for the written exercise in advance, and candidates will be provided with all they need to complete this on the day. You will be also assessed against the GCS Technical Competency – Implementation.

Please note that travel fares will be the responsibility of candidates and cannot be reimbursed. 

Further details

Working pattern

This is a full-time position only due to the nature of the role. Flexible working arrangements may be considered on a case-by-case basis, in line with business needs.

Travel requirements

There will be a requirement to travel occasionally to any HMCTS site in line with business needs.

Fixed Term Appointments (FTA) on Promotion 

MoJ employees may apply for FTA opportunities in MoJ that are advertised at a higher grade than their current substantive grade. Where an employee accepts an FTA on promotion, this promotion will be temporary, and the employee will revert to their substantive grade upon return to their home business area, as per the loan policy for OGD loans. Before applying, employees must seek approval from their line managers to ensure they can be released for the duration of the FTA and can return to their substantive role at the end. If there is no role available at the end of the FTA, the employee will be subject to redeployment and potentially redundancy procedures.

About our benefits

We reward our people for their hard work and commitment. We have a number of family friendly and flexible working polices that will help you achieve a healthy work-life balance. In addition, we offer a range of employee benefits which include generous annual leave, a highly competitive contributory pension scheme, childcare benefits, season ticket and bicycle loans.

Proud to Serve. Proud to keep justice going.

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: 18511

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: 18511

Application form stage assessments

Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Your statement of suitability should be no more than 750 words and should give us real life examples of how your skills and experience match those needed for this role. Your statement should be based on the criteria set out in the Key Accountabilities and Essential Criteria sections above.

You must ensure that any evidence submitted as part of your application is truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Evidence of Experience
CV or Work History, Statement of Suitability

Interview stage assessments

Interview Dates
Interviews expected mid July 2026 - subject to change
Behaviours
Working Together
Communicating and Influencing
Delivering at Pace
Technical
GCS Technical Competency: Ideas
GCS Technical Competency: Implementation

Other Assessments

Which assessment methods will be used?
Written Exercise
Level of security checks required
DBS Basic

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.