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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 £37,417 - £39,214, London salary range is £40,693 - £44,432. 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
National
Region
National
Closing Date
05-Aug-2026
Business Unit
Security Group
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
1
Reserve List
12 Months
Job ID
20324

Descriptions & requirements

Job description

This B5 role focuses on business assurance and attention to detail in all workforce planning processes. The role will work across two managers who provide the B8 Business Assurance remit – one focused solely on WFP, the other on wider assurance work for the Executive Director. This B5 role needs someone who is confident in understanding process and can help and support others to implement and use that process right, first time. The role also needs to be able to think through problems and find pragmatic ways to resolve them whilst building and maintaining positive relationships across the whole of the security directorate.

Overview of the job       

The role supports the Deputy Director/Heads of Group to provide leadership and management to a HMPPS directorate dealing with a diverse range of issues, which includes management of the Deputy Director/Heads of Group workload, liaison with the offices of the Chief Executive, other Directors, Ministers and might also include management of the Directorate’s Corporate Hub.

The environment is demanding and the job holder will need strong influencing and relationship management skills and develop a good level of knowledge of issues across the range of the Directorate’s Group’s business.  The job holder will be able to speak authoritatively about the work being undertaken and make decisions that reflect the needs and priorities across the directorate.   The job holder will be a first port of call for information from staff both within HMPPS and from outside and will undertake projects and pieces of work on behalf of the Deputy Director/Heads of Group when required. 

The Business Manager is responsible for supporting the Deputy Director/Heads of Group in the day to day duties, ensuring that they are fully briefed on all pertinent issues in readiness to represent the organisation and the directorate at both internal and external meetings.

Summary           

The purpose of this role is to support the Deputy Directors/Heads of Group with the delivery of the Directorate business plan, providing personal support ensuring the Groups (and ultimately the Directorate) are able to deliver their key deliverables.

They will be required to interface within HMPPS/NPS, MOJ Directors offices, other Government Departments and other key stakeholders and will be responsible for maintaining a comprehensive understanding of the Group(s) business with a particular focus on corporate issues.

This is a demanding and busy role where the job holder will need strong influencing and relation management skills.  The job holder will be required to undertake projects and pieces of work on behalf of the Directorate. 

Responsibilities, Activities & Duties 

The job holder will be required to carry out the following responsibilities, activities and duties:

•            Ensure the Deputy Directors/Heads of Group are informed of priority matters where necessary, are involved in decision making at the appropriate level and have sufficient information and advice to help them operate effectively (including oversight of all papers and correspondence).

•            Provide a point of contact for pressing advice and requests e.g. responding to media related issues and ensuring that the Deputy Directors/Heads of Groups are apprised of any urgent or emerging issues; providing sufficient information to help them operate effectively.  Manage the Deputy Directors/Heads of Group workload, ensuring that work is prioritised appropriately and that deadlines are met.

•            Commissioning work on behalf of the Deputy Directors/Heads of Group in order to meet specified timescales, and ensuring delivery on time and to the required quality standard.

•            Responding direct to emails etc. where it is possible to do so without reference.

•            Act as secretary to the relevant meetings, to include setting appropriate and relevant agendas and accurate minute taking and ensuring that all action points are dealt with in a timely manner.

•            Maintain and develop good relationships and working contacts with the CEO office and offices of other DGs in MoJ, other HMPPS Directors, Ministers and MoJ Directors.

•            Maintain a broad but thorough understanding of group and directorate business with a particular focus on corporate issues, presentational challenges, efficiency, propriety and governance arrangements.

•            Support the Deputy Directors/Heads of Group in preparing for their bilats with the Director.

•            Represent the Group at various meetings as requested by the Deputy Director/Head of Group.

The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.

Behaviours        

•            Making Effective Decisions

•            Delivering at Pace

•            Working Together

•            Managing a Quality Service

•            Communicating and Influencing

Essential Experience    

N.B. Converting job descriptions to the new Success Profile format means areas captured in experience could also be assessed as a strength.  Vacancy managers should use their own judgement to decide where best to assess these. 

•            Excellent communications skills, both written and oral.

•            Experience of managing and developing relationships with internal and external stakeholders.

Technical requirements             

•            Knowledge and use of the Microsoft suite of packages particularly Word, Excel, Project and PowerPoint.

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). 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, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

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.

Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS 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 HMPPS’ Flexible Working policy.

If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.

The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.

Benefits

Annual Leave

-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.

Bank, Public and Privilege Holidays

-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays.

Pension

-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.

Work Life Balance

HM Prison & Probation Service  (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ

Season Ticket Advance

-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work

Childcare Vouchers

For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers

Training

HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes

-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts

-All staff receive security and diversity training and an individual induction programme into their new roles

Eligibility

-All candidates are subject to security and identity checks prior to taking up post

-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS

-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist

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.

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.

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

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 20324

If you have any questions regarding this vacancy please contact 

Debbie.gee@justice.gov.uk

Application form stage assessments

Behaviours
A sift based on the lead behaviour, Working Together, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.
Behaviours Application Form Question Word Limit
250
Communicating and Influencing
Managing a Quality Service
Working Together

Interview stage assessments

Interview Dates
To be confirmed
Behaviours
Communicating and Influencing
Managing a Quality Service
Working Together
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
DBS Standard
Security Clearance (SC)

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.