Deputy Director, TCCA: Learning Operations and Professional Development

Belfast, Birmingham, Bristol, Cardiff, Croydon, Edinburgh, Glasgow, Leeds, Liverpool, Manchester, Newcastle-upon-Tyne, Nottingham, Portsmouth, Stratford
Job Summary
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 .
The 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 careers in HMRC. The Deputy Director, Learning Operations and Professional Development will play a vital part in the TCCA Leadership Team, with responsibility for running our core training programmes and delivering impactful learning interventions.
Job Description
The post holder will be accountable for:

• Leading the delivery of tax, customs, and compliance learning for all HMRC staff, from awareness to expert levels – including HMRC’s formal tax professional learning programmes.
• Finding solutions to meet business demand through dynamic planning, targeted prioritisation, effective resource and risk management, and assured use of agreed governance.
• Fostering a culture of life-long learning and professional growth; and providing an excellent learning and development colleague experience .
• Leading their team, promoting a culture of continuous improvement, coaching, support and inclusion.
• Developing strong working partnerships across the TCCA, with the Chief People Officer Central Learning and Talent function, with business areas, and with key external stakeholders.
• Regularly evaluating TCCA’s approach and implementing improvements – using appropriate performance metrics – so that we are meeting not only the demands of today but preparing to meet those of the future.

As well as line management responsibility for TCCA Learning Operations and Professional Development Function
Functional management may exceed 2,000 and the role will be pivotal in supporting the other two Deputy Director functions and more broadly supporting the whole cross-Government tax profession, impacting over 15,000 tax professionals as well as the HMRC workforce of over 60,000.
The Post Holder Will Be Accountable For

• Leading the delivery of tax, customs, and compliance learning for all HMRC staff, from awareness to expert levels – including HMRC’s formal tax professional learning programmes.
• Finding solutions to meet business demand through dynamic planning, targeted prioritisation, effective resource and risk management, and assured use of agreed governance.
• Fostering a culture of life-long learning and professional growth; and providing an excellent learning and development colleague experience .
• Leading their team, promoting a culture of continuous improvement, coaching, support and inclusion.
• Developing strong working partnerships across the TCCA, with the Chief People Officer Central Learning and Talent function, with business areas, and with key external stakeholders.
• Regularly evaluating TCCA’s approach and implementing improvements – using appropriate performance metrics – so that we are meeting not only the demands of today but preparing to meet those of the future.

As well as line management responsibility for TCCA Learning Operations and Professional Development Function
Functional management may exceed 2,000 and the role will be pivotal in supporting the other two Deputy Director functions and more broadly supporting the whole cross-Government tax profession, impacting over 15,000 tax professionals as well as the HMRC workforce of over 60,000.
Person specification
The successful applicant will need to demonstrate relevant experience and effective delivery of the following essential criteria:
Essential Criteria

• Proven track record of leading in a senior operational delivery role in a large and complex organisation – including building its professional capability and managing resources against continually changing demand.
• A tax professional; or someone with an understanding of the professional requirements of working in a tax or compliance environment – in either case having the necessary credibility and authority to address complex and challenging operational or policy demands (or both).
• Strong communication and influencing skills, and proven ability working with a wide range of stakeholders to meet business objectives, manage risks and find solutions to problems.
• Proficiency in using data and insight to evaluate outcomes and to improve professional capability.

Desirable Criteria

• CIPD Chartered Fellow membership or willing to work towards one.

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.
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.
HMRC is a Disability Confident leader and guarantees to interview candidates applying under the Disability Confidence Scheme who successfully meet the minimum selection criteria outlined in the person specification.
Assessment
If shortlisted, you will take part in the following assessment:

• 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 in person 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.
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.
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).
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job Contact

• Name : Sarah Hawes
• Email :

Recruitment team

• Email :

Further information
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: #J-18808-Ljbffr