Head of Staff Communications and Campaigns, Ministry of Justice (9 months) Ministry of Justice in Nottingham

The national salary range is £58,511 – £65,329, London salary range is £63,343 – £70,725. Your salary will be dependent on your base location: Birmingham, London, Nottingham.

Grade 7, Fixed Term, Reserve list: 12 months, Closing date: 9 July 2026, Ref: 19207, Jobs available: 1.

We are looking for an experienced and creative internal communications professional to lead staff experience and engagement internal communications across the Ministry of Justice. Reporting into the Head of Internal Communications (G6), this role is responsible for driving staff motivation, engagement and behaviour change through creative and insight-led internal communications activity. This role is available on a 9‑month fixed term basis.

For existing Civil Servants: this role will normally be offered as a loan from your home department, subject to agreement. You will remain a permanent employee of your home department for the duration of the loan. For external candidates: this role will be offered as a 9‑month fixed‑term appointment, with the contract ending after this period.

• Develop and deliver staff engagement campaigns supporting organisational priorities and behaviour change.
• Lead staff pride and advocacy internal communications, including awards, EDI and inclusion activity.
• Lead campaigns supporting transformation and AI adoption.
• Provide internal communications business partnering support to HQ Director General groups.
• Lead insight and staff sentiment programmes.
• Create engaging and accessible internal communications content across multiple channels.

You will be an experienced communications professional, with strong internal communications expertise and experience operating in a complex, high-profile environment.

• Providing high-quality internal communications advice to senior leaders and stakeholders.
• Managing sensitive and high-profile internal communications activity with sound judgement and discretion.
• Identifying internal communications risks and opportunities and responding appropriately.
• Building strong, credible relationships with senior stakeholders.
• Managing competing demands.
• Managing competing priorities and changing deadlines in a fast-paced environment.
• Coordinating multiple strands of internal communications activity.
• Delivering reactive internal communications activity at pace while maintaining planned delivery.

• Developing engaging campaigns and internal communications that support behaviour change and engagement.
• Creating clear, accessible and impactful internal communications content for different audiences.
• Identifying opportunities to improve channels, campaigns and ways of working.

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and/or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation), a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved to its location’s respective pay scale.

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on ‘modernised’ terms in their current post or onto ‘unmodernised’ MoJ terms if they are on ‘unmodernised’ terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade will be able to retain their grade on lateral transfer. All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

The Ministry of Justice offers a flexible working system in many offices. Standard full-time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

The MoJ offers a range of benefits:

• Annual Leave: Annual leave is 25 days on appointment and will increase to 30 days after five years’ service. There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.
• Pension: The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
• Training: The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
• Networks: The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.