Category Specialist – Fleet Procurement

About the Role

This is a great opportunity to join our dynamic team as a Category Specialist, playing a pivotal role within the council’s Fleet Transport team. We need to replace our existing vehicle fleet in alignment with the council’s approved fleet replacement procurement strategy. This high priority programme will contribute to the achievement of the council’s climate action objectives. This role is mainly office-based, located at the Council Waste and Recycling Centre at 1 Cottage Road but also from the Town Hall. Remote working will only be considered for one day a week. You will work a 35‑hour week, Monday to Friday. This fixed‑term position is offered for an 18‑month period.

Responsibilities

• Lead on fleet‑related procurement within the Environment and Climate Change Department, ensuring delivery of high‑profile procurement projects at pace in consultation with key stakeholders from across the council.
• Support the development of long‑term strategic planning, ensuring operational requirements are met, securing added social value and ethical supply priorities, and identifying potential savings opportunities from projects.
• Initiate fleet procurement, support business cases for approval, approach questions on quality and social value, develop specifications, pricing, evaluation and award.
• Lead, monitor and report on project progress, support feasibility for proposed procurements, ensure adherence to procurement compliance around threshold requirements, and engage external framework providers along with stakeholder representatives from council departments, consultants and contractors.

Qualifications

• Relevant experience in fleet and vehicle procurement or service provision is preferred but not essential.
• Strong skills and experience in project coordination, report writing, stakeholder engagement, planning, assessing and adhering to governance requirements, and the ability to understand and use technical procurement knowledge.
• Analytical skills, monitoring information and reports, research, benchmarking, use of data sets, understanding of procurement threshold models, budgets and focus on quality and industry standards.

Benefits

• Up to 31 days leave per year, increasing to 36 days after five years of local government service.
• Range of flexible working arrangements to maintain a healthy work‑life balance, as well as a 35‑hour working week.
• Learning and development opportunities to maximise your potential.
• Competitive pay and a commitment to paying all staff the London Living Wage at minimum.
• Excellent local government pension scheme.
• Cycle to Work scheme and discounted gym memberships.
• Local discounts from restaurants, shops, health and beauty therapists and more.

Workforce Equality, Equity, Diversity and Inclusion Statement

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination. We maintain a zero‑tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues. We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage. We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace. Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

Pre‑Employment Checks

• Proof of address
• Evidence of any name changes (if applicable)
• Right to work in the UK
• Overseas criminal record check (if applicable)
• Satisfactory references
• Occupational Health clearance
• Evidence of professional qualifications or registrations
• DBS check at the appropriate level (if applicable)

Safeguarding

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expect all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

Disability Confident Scheme

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.