Deputy Director Organisational Design and Workforce Transformation

Glasgow, Leeds, Manchester, Newcastle-upon-Tyne
Job Summary
The Deputy Director of Organisational Design (OD) and Workforce Transformation is responsible for leading and managing the development and implementation of strategies and initiatives to optimise the structure and efficiency of Unity Business Services and the in-house HR, finance and procurement functions across HMRC, DfT and DLUHC. As such they will work closely with the relevant Directors’ and their teams.
Job Description
This role involves analysing current organisational processes and structures, identifying areas for improvement, including where the new technologies will drive differing requirements and a more value add offer. They will be responsible for designing and implementing solutions to enhance performance and drive cultural change.
Once agreed the role will support Directors to implement the change, delivering the benefits set out in the business case.
To support they will have a team of c10 from HO to G6.
Key Responsibilities Include:

• Developing an organisational design strategy that aligns with the company\’s goals and objectives.
• Conducting assessments of current organisational structure, processes, and performance.
• Identifying opportunities for restructuring, realignment, or consolidation of roles and responsibilities.
• Leading cross-functional teams to design and implement new organisational structures and processes.
• Developing plans and initiatives to support workforce transformation, including reskilling and upskilling programs.
• Ensuring alignment between organisational design efforts and other HR functions, such as talent management, compensation, and performance management.
• Monitoring and evaluating the impact of organisational design changes on employee engagement, productivity, and retention.
• Providing guidance and support to senior leadership on organizational design and workforce transformation strategies.
• Collaborating with stakeholders across to drive buy-in and adoption of new initiatives.

This role involves analysing current organisational processes and structures, identifying areas for improvement, including where the new technologies will drive differing requirements and a more value add offer. They will be responsible for designing and implementing solutions to enhance performance and drive cultural change.
Once agreed the role will support Directors to implement the change, delivering the benefits set out in the business case.
To support they will have a team of c10 from HO to G6.
Key Responsibilities Include:

• Developing an organisational design strategy that aligns with the company\’s goals and objectives.
• Conducting assessments of current organisational structure, processes, and performance.
• Identifying opportunities for restructuring, realignment, or consolidation of roles and responsibilities.
• Leading cross-functional teams to design and implement new organisational structures and processes.
• Developing plans and initiatives to support workforce transformation, including reskilling and upskilling programs.
• Ensuring alignment between organisational design efforts and other HR functions, such as talent management, compensation, and performance management.
• Monitoring and evaluating the impact of organisational design changes on employee engagement, productivity, and retention.
• Providing guidance and support to senior leadership on organizational design and workforce transformation strategies.
• Collaborating with stakeholders across to drive buy-in and adoption of new initiatives.

Person specification

• Experience of driving transformation change in an operational environment.
• Strategic thinker with the ability to engage effectively with technical experts to deliver across multiple specialisms
• Business acumen, strategic insight and strong judgement
• A confident leader, able to manage a wide range of senior and executive stakeholders across government and with strategic partners.
• Able to create and gain approval of business cases. Diplomatically and credibly challenging objections to change to move the organisation forward.
• Used to working alongside and influencing people from diverse backgrounds
• Excellent project management skills a track record of delivering cloud transformation programmes on time, to budget and the right quality levels.
• Critical thinker, who takes an analytical approach to business challenge

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.
Selection process details
This campaign is being managed by HMRC’s Executive Resourcing team. All applications should be submitted via Civil Service Jobs no later than 23:55 on Monday 4 th August 2025 and must include:

• A CV detailing your career history, key responsibilities and achievements accounting for any employment gaps within the last two years.
• A Statement of Suitability (no longer than 2 pages) demonstrating how your experience meets the essential criteria.

Your CV and suitability statement will be assessed against the criteria set out in the person specification. Please include your full name on both documents.
For all campaign queries including assistance with your application or if you need to discuss a reasonable adjustment, please contact Robert Gavin, Talent Acquisition Partner at
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.
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 via Microsoft Teams.
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 security 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 security 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 : Robert Gavin
• 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