Deputy Director Knowledge, Analysis & Intelligence

Key Responsibilities include:

• Maintaining and developing relationships with OGDs including DWP, ONS, Home Office, DfE, DSIT, DHSC and NHS Digital, understanding their needs and providing impactful analysis and insight from HMRC's individual and business data, whilst ensuring the team's work is in line with legal processes.
• Providing ministers, HMRC and OBR with analysis (such as forecasts, monitoring and policy analysis) relating to Child Benefit and Tax-Free Childcare (TFC).
• Supporting the team through change, in particular the closure of the Tax Credits regime and the impact of the closure on our analytical products.
• Providing high quality estimates of error and fraud in Tax Credits, Child Benefit and TFC for HMRC's Annual Report and Accounts and supporting operational decisions by evaluating the impact of new compliance initiatives.
• Publishing leading labour market statistics from the Real Time Information (RTI) PAYE system in partnership with the ONS and supporting users across HMRC to use RTI data effectively.
• Building and enhancing the evidence base around the protected characteristics of HMRC customers enabling policy and operational teams to undertake robust equality impact assessments.
• Developing and leading a programme of experimental work around household data, working in partnership with key HMRC stakeholders and OGDs
• Alongside the rest of KAI Senior Leadership Team, the post holder will need to show wider corporate leadership.

Person specification

The successful applicant will need to demonstrate relevant experience and effective delivery of the following essential criteria.

Essential Criteria:

• Analytical Expertise: Knowledge of a wide range of analytical techniques and practical application of these techniques to solve business/policy problems.
• Leadership: Experience of leading and developing large analytical teams to deliver team and organisational objectives at times of pressure, while showing a genuine focus on wellbeing, diversity and inclusion.
• Stakeholder Management: Evidence of an ability to build close relationships within and between large organisations, establishing credibility, building trust and positively influencing at all levels to deliver results.
• Effective Communication: Evidence of being an excellent communicator, ensuring a motivated, engaged and high performing team ethos.You will need to persuasively communicate complex analytical and technical matters clearly and concisely to influence decision making.

Membership required:

• Membership of, or skills and experience that would allow you to be recognised as a member of, one of the main analytical professions: Government Operational Research Service, Government Statistician Group and Data Scientists, Government Economic Service or Government Social Research.

More information on the analytical professions is available through the Civil Service Analysis Function.

Benefits

Alongside your salary of £76,000, HM Revenue and Customs contributes £22,017 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

As a Civil Service employee, you'll be entitled to a large range of benefits.

This includes:

• 25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years' service. This is in addition to your public holidays.
• This will be complemented by one further day paid privilege entitlement to mark the King's Birthday.
• Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.
• Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.
• A competitive contributory pension scheme that you can enter as soon as you join and where we will make a significant contribution to the cost of your pension. Your contribution comes out of your salary before any tax is taken and will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
• Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.
• Use of onsite facilities (where applicable).
• Occupational sick pay.

Things you need to know

Selection process details

Application:

To apply for this post, you will need to complete an online application by submitting the following:

• A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.
• A Statement of Suitability explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with reference to the criteria in the person specification.

Your CV and Statement of Suitability should reflect your most relevant and recent skills and experience in relation to the role. Therefore, we recommend that each document is no more than two A4 pages long.

By not submitting a CV and a Statement of Suitability will mean we only have limited information to assess your application against the person specification. Please ensure both documents contain your full name.

Shortlist

An application pre-sift will be conducted by the SCS Recruitment Team followed by an in-depth review by the Vacancy Holder and Panel.

The panel will assess and select applicants who demonstrate the best fit with the role by considering the evidence provided against the criteria set out in the Person Specification. Failure to address any or all of these may affect your application. The closing date for applications is the 9th December 2024 and a shortlist decision is expected to be made by 20th December 2024. All candidates will be notified of the outcome shortly afterwards.

Interview:

If you are shortlisted, you will be asked to attend an interview for a more in-depth discussion of your previous experience and professional competence.

We will also ask you to prepare a 5-minute verbal presentation. Details will be issued in advance of your interview.

Interviews are expected to take place week commencing 13th January 2025 and will be held 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.

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.

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).

Apply and further information

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 : scs.resourcing@hmrc.gov.uk

Recruitment team

• Email : scs.resourcing@hmrc.gov.uk

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: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/

Attachments
Deputy Director Knowledge Analysis & Intelligence - Candidate Pack Opens in new window (pdf, 1183kB)