Pensions Lead - Water Reform in Nottingham

The Defra Group Pension team is responsible for providing an HR expert service to Core Defra, Animal and Plant Health Agency, Rural Payments Agency, Veterinary Medicines Directorate, the Environment Agency, and Natural England, as well as several other smaller agencies and bodies. Pensions is a complex and challenging area in HR, and the team consists of subject matter experts and specialists who provide pension expertise and guidance.

We are looking for a Pension Lead to work within our small dynamic Team. This role will initially be focussed on providing expert Pensions advice and guidance to the high-profile Water Reform Programme, as well as playing a key role in the potential transfer of colleagues to a new regulator. Following the Independent Water Commission Review and its 88 recommendations, Defra is leading a major reform to reset the water sector, including the creation of a new regulator. This is a flagship programme backed by significant investment and a mandate for bold change.

The People Workstream sits at the heart of this reform, ensuring the workforce, structures, and culture are ready to deliver, and this role is your opportunity to be part of shaping the foundations of a new regulatory landscape. Your work will directly contribute to building a modern, resilient regulatory system that supports environmental and economic goals.

You will input into pensions modelling for proposed Target Operating Models, as well as liaise with the Government Actuary's Department, legal teams, wider Water Reform colleagues and other key stakeholders. This will require knowledge of pensions considerations and actions during TUPE/COSOP (Cabinet Office Statement of Practice) processes, as well as a good understanding of the Civil Service Pension Scheme and/or the Local Government Pension Scheme.

The Water reform programme is a fast‑paced environment and, to be successful, we need to respond quickly to changing demand and priorities while maintaining high standards and professionalism. This is a complex, high‑profile role and requires an individual who is adaptable, able to prioritise effectively and takes the initiative, while being an effective team player.

• Act as a specialist advisor for the Water Reform programme, representing the team in all appropriate Programme meetings.
• Oversee the implementation of all pension requirements for the Water Reform programme, including all activities that may be required for a potential TUPE/COSOP process, to ensure the smooth transition of colleague's pension requirements.
• Input expert advice as needed to the Water Reform Bill.
• Contribute towards cost modelling for proposed Target Operating Models.
• Liaise with wider expert services teams involved in the potential transfer of colleagues to the new regulator.
• Liaise with Pension Scheme Actuaries and legal advisors on behalf of the Water Reform team where necessary.
• Offer expert input to the Communications Programme and handle pensions queries from all parties as part of any consultation process.

Outside of the Water Reform project, as capacity allows, you may also be asked to contribute to the wider Pensions team to:

• Provide policy advice to pensions colleagues, 3rd party providers and wider HR.
• Carry out regular quality assurance on current policies to ensure that they are up to date and in line with wider policy changes.
• Manage relationships with the outsourced third‑party pensions administration providers, HR and Payroll administration providers and expert service colleagues.
• Lead on other pension transfer and 3rd generation transfers into the Civil Service and Environment Agency pension schemes.
• Oversee the transition of closed pension fund administration including implementation of process and budgetary accountability.

A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high‑volume, seasonal and high‑peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people.