About the job

Job summary

Are you passionate about delivering organisational change? Do you want to be part of a team who are passionate and committed to improving the way that the Department for Levelling Up, Housing and Communities (DLUHC) uses data to support more efficient working and better policy making.

The Secretary of State for Levelling Up has set out a highly ambitious agenda to level up the country and deliver better outcomes for all. DLUHC has established a new Spatial Data Unit (SDU), who have developed a Data Strategy which aims to improve the way that data are used across the department, our missions are: 
•    Cross DLUHC leadership drives excellent value from data.  We will build a culture of data leadership and ensure our leaders advocate for the value of data. 
•    Data is for everyone:  We will support everyone in DLUHC to build on their expert knowledge and make more and better use of data, whatever work they do.  
•    Enable effective place-based working:  We will support the use of spatial data to improve the understanding of place and develop and deliver levelling up through locally appropriate policies and programmes. 
•    Data is effectively managed and governed: We will make sure our data is of good quality and easy to find.  
•    Efficient data acquisition, sharing and publishing: We will make sure we can acquire new data when we need it and share our data and analysis securely.  
•    The right tools and infrastructure:  We will make sure we have the data tools we need and can quickly and efficiently build the new systems we need.
The G7 Change Manager will be working in the Data Transformation Programme. This is a brand new programme that aims to deliver these improvements across the department. The role will be key to driving organisational change through stakeholder engagement and leading a team to deliver cross departmental communications, engagement and capabilities uplift.

This post would be suitable for someone without a data background, but who can devise and deliver innovative communications strategies, has a strong background in programme management, stakeholder engagement and is able to identify capabilities needs and execute projects to improve and deliver improved capabilities. This is an opportunity to create, develop and lead projects as part of a new team delivering an exciting new programme.

Job description

We are looking for an G7 People Change Manager to develop and lead a change management strategy, and strengthen strategic relationships across DLUHC, with other departments, and external partnerships, to help deliver the missions of the DLUHC Data Strategy.
 
You will be working at the heart of both DLUHC and the Government to deliver this high-profile agenda, working with other government departments as well as other key stakeholders. 
 
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging.   

Responsibilities
We are looking for an individual who is motivated, flexible and enthusiastic with great people and communication skills. Specifically, you will:     
•    Lead the change management strategy, ensuring close alignment of stakeholder communications and the execution of capability uplift alongside the programme delivery.
•    Lead on the development of a stakeholder and communications engagement material. Supporting and guiding the approach of the Strategic Engagement and Communications Officer.
•    Guide, support and, where necessary, lead the development of the stakeholder engagement activity.
•    Guide, support and lead where necessary the development and implementation of a capability uplift strategy to support embedding organisational change. 
•    Work on the development, planning, coordination and delivery of communication and engagement activities with our wide range of partners for the SDU.
•    Work collaboratively across SDU, DLUHC and other departments and external stakeholders to implement integrated, insight-based, impactful communication, capability uplift and engagement activities.
•    Work collaboratively with senior managers (including SCS2 strategy mission sponsors) to keep them updated with project progress and gain their advice and guidance.
•    Using multiple communications channels and work with the team to develop different materials such as talks, data packs, showcases, presentations and blogs.

Person specification

•    Demonstrable experience of having previously worked in a change manager role delivering organisational change. 
•    A track record in leading teams to deliver high quality projects.
•    Experience of implementing change and positively impacting culture, morale and/or structure in a diverse organisation or service.
•    Building networks and relationships of influence internally and externally, at all levels, including senior leaders, to deliver objectives successfully. Track record of building effective stakeholder or collaborative relationships with a range of partners and delivering results through those partnerships.  
•    Excellent decision making and judgement skills, and ability to synthesise complex issues effectively and at pace to senior decision makers.  
•    Ability to lead a team, setting direction and seeking out shared interests beyond own area of responsibility, understanding the impact of actions organisation wide. 
•    Excellent ability to be consider the full impact of implementing changes on culture, structure, morale and the impacts on the diverse range of end users.  

You will have at least one relevant project and programme management qualification, such as:
•    PRINCE2 Practitioner 
•    Agile Project Management Practitioner 
•    APM Project Management Qualification 
•    APM Registered Project Professional
•    AXELOS Limited’s Managing Successful Programmes Practitioner
•    Government Project Leadership Programme
•    Better Business Cases

You will also either have/or agree to work towards: APMG Change Management (Foundation or Practitioner) 

Desirable criteria
•    Experience of knowledge of delivering change within an organisation and how to support embedding that change with individuals within that organisation. 
•    Experience or knowledge of skills audits and devising and delivering training and capabilities uplift projects.
•    Experience of developing and delivering communication’s strategies to effect organisational change.
•    Knowledge or experience in a data field or of working with data specialists will be beneficial but not essential. You will be able to draw on a friendly and supportive team for advice when needed.

Benefits

Alongside your salary of £51,934, Department for Levelling Up, Housing and Communities contributes £14,022 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours.

We are for everyone 

 

At DLUHC we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We promote equality of opportunity in all aspects of employment and a working environment free from discrimination, harassment, bullying and victimisation. 

  

We would strongly recommend that applicants get in touch with the vacancy manager to find out more information about this role.  

 

As part of our pre-employment checking process we will be using your CV to confirm your job history. Please note that by providing us with your CV you are consenting to us using the information enclosed as part of the checking process. 

 

We are for everyone 

 

DLUHC want to bring in a diverse workforce at all levels.  

 

Our application system is designed to remove as much bias as possible from the recruitment system – this means that a hiring manager does not know your name, your details, see your whole application in one go (or have your CV at review stage unless stated otherwise).  

 

At application stage you will be asked to upload a CV document. Unless stated otherwise in the advert, your CV will not form part of the assessment but will be used for information purposes and only shared with the panel at interview stage. 

 

Your answers are randomised and chunked up. This means that each assessor views sets of responses to questions for example all candidates’ responses to ‘Seeing the Big Picture’ rather than seeing a candidate’s full application. The science behind this is that recruitment can be subject to ordering and fatigue effects and we want to reduce this as much as possible.  

 

Most of our campaigns utilise multiple assessors and so it is possible that each of your answers would be viewed by different assessors. 

 

When writing your application, remember: 

• The assessor won’t be reading your answers sequentially.  
• Do not assume that the same assessors will have read all of your answers.  
• If talking about something in your first answer, make sure that you write the second answer as if you had not written the first (and so on!) 

 

 

At sift, we will be assessing 

 

Behaviour 1 (lead behaviour) - Changing and Improving 

 

Behaviour 2 - Making Effective Decisions 

 

Behaviour 3 - Leadership 

 

Behaviour 4 - Communicating and Influencing 

 

There is a 250 word limit per question. 

 

In the event that we receive a large number of applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview. 

 

 

The interview will be of a blended nature consisting of the following success profiles elements:    

Behaviour – Changing and Improving, Making Effective Decisions, Leadership, Communicating and Influencing 

Strength 

The strength based questions will require natural responses from the candidates.  

In the full campaign we will test the below Success Profile Elements: 

 

Behaviours: (Changing and Improving, Making Effective Decisions, Leadership, Communicating and Influencing)  

Strengths: (Yes) 

 

We do not consider direct CV applications to our Recruitment mailbox – you must apply for this role via the application link on Civil Service Jobs 

Please note that near miss offers may be made at the lower grade to candidates who do not meet the grade criteria for this campaign. 

Grade 7 salary 

• The salary for this role is £57,091 (London) or £51,934 (National). 
• For existing civil servants, the usual policy on level transfer and promotion will apply and is non-negotiable. If you apply for a role that requires a transfer of location, for example if you are transferring from London to a National location, your salary will be adjusted in accordance with our policy on transfer between HQ pay ranges. 

 
Please note that the average employer pension contribution is based upon the National minimum salary for this role. Should your agreed starting salary for this role be different, the average employer pension contribution will be calculated accordingly. If you are a Secondee, this will not apply as you will remain on your home organisation’s terms and conditions.   

BENEFITS: 

Transfers across the Civil Service on or after 4 October 2018: 
Any move to DLUHC from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk 

For further information about the benefits available to DLUHC employees, please see the attached Candidate Pack. 

  

GEOGRAPHICAL LOCATION: 

• London 
• Bristol
• Manchester
• Wolverhampton 
• Darlington* 

 Travel to London and other DLUHC offices will be required for the role.

There may be opportunities for candidates to work flexibly depending on the business needs. This will be discussed with the vacancy manager on a case-by-case basis if you are successful for the role. 

*Please note: The Darlington Economic Campus (DEC) is a pioneering new cross-government hub which will bring together people across departments and public organisations to play an active role in the most important economic issues of the day. The work of the Campus will make a real difference to people both across the UK and internationally. There will be substantial career opportunities and exciting prospects - a career at the Campus means you will be working at the heart of Government, with access to the benefits and fantastic opportunities offered by the civil service.  

For further information on the DEC, please take a look at the attached DEC candidate pack. 

 

SIFT AND INTERVIEW DATES: 

Sifting is envisaged to take place W/C 01/04/24 with interview dates to be confirmed. All interviews are currently being held remotely via videocall. 

Reserve List 

 
In the event that we identify more appointable candidates than we currently have posts available, we will hold applicant details in a reserve list for a period of 6 months from which further appointments can be made. This may include roles at a lower grade. Candidates placed on a reserve list will be informed of this. Those candidates who do not wish to remain on the reserve list should contact recruitment@levellingup.gov.uk to be removed from the reserve list. 

 

CTC (Counter-terrorism Clearance): 

Important note 

 
Successful candidates for roles based in our 2 Marsham Street building must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check and the process can take up to 8 weeks to complete. 
 
Please note that successful candidates will need to pass the CTC security checks – this requires you to have been resident in the UK for the past 3 years. Please refer to the DLUHC Notes on Security Clearance section of our Candidate Pack for further information on Counter Terrorism Clearance (CTC). Thank you. 
 
Candidates should also note that with effect from 1st August 2018 the department will also check all applicants who are successful at interview, against the Internal Fraud Database (IFD) held by the Cabinet Office. In accordance with the Civil Service Internal Fraud Policy, any applicant who is included on the IFD will be refused employment by DLUHC. Please see the Candidate Pack for further information on the Internal Fraud Database. 

Candidate Pack Information 

Please see attached Candidate pack for further information. 

Before starting your application it’s very important to make sure that you are eligible to apply and meet the Civil Service nationality requirements. All candidates are expected to read the information provided in the DLUHC candidate pack regarding nationality requirements and rules 

 

Internal Fraud Database 

The Internal Fraud function of the Fraud, Error, Debt and Grants Function at the Cabinet Office processes details of civil servants who have been dismissed for committing internal fraud, or who would have been dismissed had they not resigned. The Cabinet Office receives the details from participating government organisations of civil servants who have been dismissed, or who would have been dismissed had they not resigned, for internal fraud. In instances such as this, civil servants are then banned for 5 years from further employment in the civil service. The Cabinet Office then processes this data and discloses a limited dataset back to DLUHC as a participating government organisations. DLUHC then carry out the pre employment checks so as to detect instances where known fraudsters are attempting to reapply for roles in the civil service. In this way, the policy is ensured and the repetition of internal fraud is prevented.  

For more information please see- Internal Fraud Register 

Feedback will only be provided if you attend an interview or assessment.

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.