Deputy Director Strategy, Performance & Change - Belfast About the job

Is your CV ready If so, and you are confident this is the role for you, make sure to apply asap. Job summary The Deputy Director, Strategy, Performance and Change, will play a vital part in the TCCA Leadership Team, with responsibility for shaping our strategy for the Tax Profession, and leading the changes needed to ensure we are able to sustain delivery and be ready for the challenges of the future. The Tax, Customs and Compliance Academy (TCCA) has been set up to ensure that colleagues have the support necessary to acquire the skills appropriate to their roles and to build great tax careers in HMRC. Building professional capability is of critical importance to our mission and strategic objectives as the UK's tax authority. High quality learning interventions and continuing professional development will help connect everyone to our core purpose of powering the nation's public services - helping us to meet today's challenges and to be ready for those of tomorrow. Championing the Tax Profession, the Deputy Director will be key to ensuring that tax professional excellence is at the heart of the Department's future - helping to meet the evolving demands of HMRC and to shape a rewarding learning and development experience for all colleagues. Job description As the SCS1 Deputy Director for Strategy, Performance & Change, you will be accountable for a broad range of responsibilities vital to the TCCA's success in building and sustaining HMRC's professional capability. These will include in particular: Shaping and leading HMRC's strategy for the Tax Profession - including the development of policies and processes designed to underpin great tax professional careers in the Department and to sustain professional excellence for the future. Core components of the strategy will cover professional career paths, standards and expectations for the Profession, and a framework for continuing professional development. Developing a transformation road map for tax, customs and compliance capability and for the Tax Profession, directed towards effecting changes for the longer-term (and in particular over the Spending Review period) as well as driving early and impactful improvements. Working with Senior Leadership colleagues to ensure that the TCCA has stretching as well as practicable plans with clear deliverables and milestones supporting TCCA's agreed service objectives, Spending Review commitments and our Executive Committee's broader ambition for the Tax Profession. Establishing and maintaining efficient and robust decision-making governance and processes ensuring that TCCA is best placed to serve HMRC as a whole, and well-equipped to manage commissions, diverse priorities and departmental funding mechanisms. Ensuring there are well-designed and effective tools, systems and metrics in place to help track performance and drive improvements, so that there is a clear understanding of HMRC's tax, customs and compliance capability, of skills gaps and how they impact performance, and of the contribution of TCCA (as part of HMRC's Academy model) in building and sustaining professional excellence. Developing a comprehensive and impactful engagement strategy, and collaborating effectively with partners and customers across HMRC, as well as with stakeholders outside the Department, helping to identify and address key areas of focus, and to support sustained delivery and successful outcomes. Building and leading a team, working effectively with and through others, and helping to build the skills and capabilities needed through dynamic and inclusive team leadership and coaching. Working productively with other members of the TCCA Senior Leadership team to build TCCA's reputation as a great place to work, widely recognised as both forward-looking and responsive, and as a customer-centric centre of excellence.

Person specification This is a pivotal leadership role in HMRC's Tax, Customs and Compliance Academy (TCCA). We are seeking an exceptional individual to help shape our tax professional strategy and drive the reforms needed to ensure that tax professionalism is at the heart of the Department's operations and transformation agenda; and that we have the right policies, frameworks and plans in place to build and sustain the skills, capabilities and professional excellence that we will need. While no formal qualifications are required, candidates must demonstrate a strong track record of strategic leadership and delivery within large, complex organisations, experience of leading in a professional environment and of establishing policies and processes underpinning professional excellence, and ideally a level of understanding of tax and/or compliance that will enable them to operate with credibility and influence. Essential Criteria: Proven track record in shaping and leading large-scale transformation activity within complex environments and organisations, driving and landing change at pace and across a range of priorities, through clear and impactful strategies, effective planning and influential engagement. Strong ability to communicate and collaborate impactfully and authoritatively with a wide range of stakeholders to develop creative and innovative solutions, and to land changes effectively. Proven ability to focus on outcomes, developing meaningful critical success factors and using well-designed metrics to evaluate progress and performance. Strong track record in using data and insight to drive continuous improvement, adapting where necessary, innovating, and problem-solving. Experience in leading and managing teams, working through others including across organisational boundaries, and supporting and coaching individuals to develop and grow in their roles.

Benefits Alongside your salary of £81,000, HM Revenue and Customs contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Pension Your Civil Service pension is a valuable part of your total reward and is one of your biggest benefits. When you join the Civil Service, you get access to the alpha pension with a generous employer contribution of 28.97% and some of the lowest member contributions in the public sector. Please visit Civil Service Pension Scheme for more information. Annual Leave and Bank Holiday Allowance 25 days annual leave, increasing to 30 days after 5 years' service (allowance pro-rata for part-time colleagues). This is complemented by one days paid privilege leave to mark the King's Birthday and is in addition to your public holidays. Equality, Diversity & Inclusion The Civil Service values and supports all its employees. At HMRC we want to create great places to work that are welcoming to all - where there is a strong sense of belonging and community. Our HMRC equality objectives 2024-2028 describe how we are working to become a more inclusive and representative organisation reflective of our values. Things you need to know Selection process details Shortlist The panel will assess the evidence provided in your CV and statement. Candidates whose applications best meet the essential criteria will be selected for interview. Assessment If shortlisted, you will take part in the following assessments: Staff Engagement Exercise - a presentation and Q&A with a representative staff group from across HMRC.

Assessments are designed to support the panel's decision making and highlight areas for further exploration at interview and do not result in a pass or fail decision. Interview You will attend a panel interview for a more in-depth discussion of your previous experience and professional competence. This will include a 5-minute verbal presentation (further information will be issued in advance). Interviews are expected to take place virtually via Microsoft teams. All Criminal Record Checks applications are considered fairly in accordance with the DBS Code of Practice and the Recruitment of ex-offenders Policy. Feedback will only be provided if you attend an interview or assessment. This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise. As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above. Security Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window). See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks. Nationality requirements 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) 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) Working for the Civil Service The Civil Service Code (opens in a new window) 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 (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy. 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 (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).