Deputy Director of Governance

Wolverhampton City Council – a “well-run authority with a strong track record on core service delivery, place leadership and partnership working across the City, Black Country and wider West Midlands region”, the “benchmark for the kind of authority to aspire towards” where “staff feel empowered by visible, open and approachable senior leaders”. These are just three quotes taken from a recent Local Government Association Corporate Peer Challenge.

Want to be part of this high achieving Council with a Senior Leadership team that has created a “people centric, collaborative and caring organisational culture”?

We are looking for an established leader to provide vision, leadership and direction to support the Chief Operating Officer in delivering aspirational outcomes for the City of Wolverhampton Council. You will be responsible for formulating and recommending strategies and plans to the Strategic Executive Board, Cabinet and Council.

You will lead the strategic agenda for Governance including Legal, Democratic Services, Scrutiny, Mayoral and Health and Safety as well as being the Council’s Deputy Monitoring Officer.

Educated to degree level (or equivalent strategic experience) and with substantial senior management experience, you will be able to demonstrate a proven ability to think strategically and find creative solutions through partnership and collaboration.

Promoting equality and tackling inequalities is at the heart of everything we do, and we are looking for a leader to continue to drive this agenda.

If you are interested in applying for this position and require further information in respect of this job, please contact David Pattison by email at .

Closing date: 23 February 2025

Interviews will take place on 7 March 2025.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for ‘touch down’ space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential. We’ve received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers – we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect.

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure.

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more.

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