Role Responsibilities (Deputy Director Counter Avoidance Operations):

Operational Command: Lead the end-to-end operations delivery for one of three Counter Avoidance (CA) DD areas, overseeing circa 450 FTE caseworkers.

Target Delivery: Responsible for meeting stretching operational targets and ensuring the effective delivery of the operations strategy and plans to maximise CA's response to tax avoidance.

Transformation: Play a key role in the CA Senior Leadership Team (SLT) to evolve HMRC's approach to marketed avoidance

Policy and Compliance: Collaborate across HMRC (including CCG) to maximise CA compliance and contribute to policy development to ensure effective compliance outcomes. Operational Management and Oversight.

Management Span: Directly manage approximately 5-10 senior leaders, including Regional Assistant Directors (RADs) across Regional Centres and Functional Assistant Directors (FADs)/Project Leads (e.g., Customer Engagement, Litigation, Operations Project Lead Legacy).

Complex Casework: Oversee the operations delivery of complex tax work in Regional Centres, supporting the line management of operational and technical staff up to G6 level.

Functional Strategy: Guide FADs/Project Leads in devising and developing strategy and strategic priorities for their functional areas to shape CA's national approach

Performance and Finance: Accountable for accurate forecasting and reporting of performance delivery and the effective management of the budget (including paybill, T&S, and R&R) within the operations area. Culture, People, and Governance.

Cultural Change: Lead the development of CA culture, changing the way the directorate operates, including fostering a customer-centric approach.

People Leadership: Accountable for effective leadership of the senior management team, coaching, and developing them to deliver team targets and encourage high levels of employee engagement.

Risk & Governance: Ensure effective risk management and corporate governance of the team, alongside proper, effective, and efficient use of team resources.

Collaboration: Work flexibly within the CA Leadership Community and with wider CCG/HMRC colleagues to build and maintain collaborative relationships and deliver the CA Vision.

Role Responsibilities (Deputy Director for Mid-Sized Business):

Strategic Operational Leadership

Compliance Approach: Lead the compliance strategy for the Mid-sized Business (MSB) population, focusing on effective operational delivery to help close the tax gap in this critical segment.

Operational Command: Provide senior leadership for an operational area of up to 1300 colleagues in tax and operational delivery professions, setting the strategic direction for their work.

Risk Outcomes: Work in close partnership across HMRC (including Large Business, Small Business, and Policy teams) to design and deliver the approach to tackling tax risks and achieving improved tax risk outcomes, particularly for wealthy owner-managed businesses.

Transformation: Contribute to HMRC's transformation projects and policy development to ensure the delivery of comprehensive and effective compliance outcomes.

Key Compliance Area Accountability

Accountable for managing the operational delivery of compliance activities across all key risk areas within Mid-sized Business, including:

• Direct Tax and Indirect Tax
• Employer Duties
• iTAPE (Tax Avoidance and Partial Exemption)

People, Performance, and Governance

• People Leadership: Directly manage 8 people while communicating the strategic vision and ensuring delivery expectations are met across the entire operational command of colleagues.
• Performance: Drive strong operational and customer outcomes, build innovative solutions to tackle complex problems, and foster a culture of high performance.
• Representation: Represent Wealthy & Mid-sized Business (WMBC) at WMBC, CCG, and HMRC levels, managing key external relationships with customer groups and representative bodies.
• Corporate Duties: Accountable for effective risk management and corporate governance, with an active commitment to promoting diversity and inclusion within the teams.

Person specification

The successful candidate for this Deputy Director role, whether in Mid-sized Business Compliance or Counter Avoidance Operations, will be a strategic and experienced leader comfortable providing clear direction in complex, high-profile operational and transformational environments. You must demonstrate evidence of the following:

Essential Criteria:

• Extensive experience of leading teams dealing with complex technical tax casework, with significant previous knowledge/expertise and practical experience in operational management.
• Ability to develop innovative solutions to managing complex problems
• Excellent communication skills, ensuring the compliance impacts and position is understood as part of policy, planning and transformation discussions.
• Exceptional senior stakeholder management skills, with a demonstrated ability to build and maintain trusted relationships across a diverse range of internal and external stakeholders.
• Commitment to creating an inclusive environment for all.

Desirable Criteria:

• Tax Professional: Whilst no specific Tax Qualifications are required, should you have a tax qualification of some kind, please clearly specify which tax qualifications you hold on your application form

Benefits

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.

Equality, Diversity & Inclusion

The Civil Service values and supports all its employees. At HMRC we want to create great places to work that are welcoming to all - where there is a strong sense of belonging and community.

We embed inclusion in everything we do. Senior Civil Servants play a crucial role in promoting and maintaining inclusive behaviours, addressing disparities and reporting progress.

Our HMRC equality objectives 2024-2028 describe how we are working to become a more inclusive and representative organisation reflective of our values.

Things you need to know

Selection process details

Application:

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 3rd November 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.

Assessment

If shortlisted, you will take part in the following assessments:

• Individual Leadership Assessment - a combination of psychometric assessments
• Staff Engagement Exercise - a presentation and Q&A with a representative staff group from across HMRC.

Assessments are designed to support the panel's decision making and highlight areas for further exploration at interview and do not result in a pass or fail decision.

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 in person at our London Regional Centre.

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.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist 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.

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 : Louise Martin
• 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 CCG Operational Delivery x2 - Candidate Pack Opens in new window (pdf, 1026kB)