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Deputy Director Policy Co-Ordination, Capability and Governance

Posted: 14 Jan 2022 Closes: 30 Jan 2022
Cardiff, Croydon, London, Manchester, 71,000
Permanent & Full-time HMR_179562

Strategic Policy into Delivery is an outward-facing directorate in Customer Strategy and Tax Design that leads on strategic policy development and co-ordination, oversees the Budget, Finance Bill and policy-making cycle, and delivers policy change. We also lead work on tax assurance, tax professionalism and policy professionalism to help drive further improvements to our capability, including across the partnership with HM Treasury.

This post reflects the key role Strategic Policy into Delivery needs to play in bringing together a strong policy co-ordination function and lead our policy professionalism work. It also reflects the desire and need in the department to build on our experience and successes over the Covid crisis to further strengthen our policy making capability alongside the challenge of delivering our ambitious 10 year Tax Administration Strategy and a large number of high profile tax reforms to existing taxes as well as planned introduction of new taxes.

The Deputy Director would be responsible for;

Working alongside other senior colleagues in our directorate to provide strategic oversight of HMRCs policy portfolio. Providing a single comprehensive picture of policy measures in flight (both development and delivery), demonstrating how each piece of our policy infrastructure fits together. Together with clear oversight of policy decision-making governance, this will enable better planning and prioritisation of policy and delivery resource, allowing the department to speak with one mind and set the agenda and ensure we are maximising our capacity and capability to deliver.

Leading our policy professionalism team to provide targeted learning and development: taking the best of what we learn on the job in the department and sharing it with others; identifying the cutting edge of tax policy making and pushing ourselves further; spotting weakness and focusing training resources on bringing up core standards.

Managing and growing our core of flexible policy resource in Customer Strategy and Tax Design to embrace new policy challenges and bolster priority existing work at the busiest of times.

Providing an initial front door into new and emerging policy issues where there isnt an existing home or natural lead, scoping the impact on and role for HMRC in cross-government challenges, and identifying how we will deliver necessary policy development and change.

Develop two-way links into all policy areas and so help cement a more cohesive policy community across HMRC.

We also expect there will remain a need for the team to continue to support COVID-19 policy co-ordination work post Apr 22 (but the exact nature of the work remains uncertain).

Person Specification

We are looking for a candidate who will bring energy and commitment to helping HMRC further improve its policy professionalism and capability. The postholder will need to demonstrate:

Excellent leadership skills with the ability to build capability within and across teams and set direction in a large and complex organisation

Ability to respond at pace to ever-changing circumstances, refocusing priorities if necessary, whilst maintaining a strategic view and focus on delivery of core objectives

A strong track record of building effective internal and external partnerships very quickly across organisational boundaries.

Excellent communication and influencing skills to engage confidently in a wide range of situations.

Strong co-ordination and analytical skills with the ability to shape and manage coherent governance structures that are used to support HMRCs policy making processes

An ability to self-start to drive forward activity without there being a ready-made template.

Policy experience and/or a tax background is desirable but NOT essential.


Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the department and wider Civil Service.

It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and you'll benefit from regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, youll 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 Queens Birthday.

Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle.

A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension 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.
Flexible working patterns and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours.

Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers.

The use of onsite staff canteens (where applicable).

Occupational sick pay.

Things you need to know


Successful candidates must pass a disclosure and barring security check.

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

See our vetting charter.

People working with government assets must complete basic personnel security standard checks.

Selection process details


To apply for this post, you will need to complete theonline application process which includes completingthe application form as outlined below:

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 (no longer than two pages) setting out how your personal skills, qualities and experience provide evidence of your suitability for the role, specifically with reference to the criteria in the person specification set out in Slide 10. You can group some of the criteria together if helpful. The statement should also set out why you are drawn to this role and why you think you are a stand-out candidate for the role.

Failure to submit a CV and a Statement of Suitability will mean we only have limited information on which to assess your application against the criteria in the person specification. Please ensure that the two documents contain your full name.

Should you encounter any issues with your application please contact:
If you do not receive an acknowledgement of your application within 48 hours, please contact us.


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 panelwill 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.

As part of the recruitment process, we may share your data and assessment results internally with our SCS Talent team. This will provide insight into how to support your development and wider talent management, should you be successful in your application. If you do not want your data to be shared then please inform the team by emailing

A decision is expected to be made during the week commencing 14th February 2022 and all shortlisted candidates will be advised of the outcome shortly afterwards.

All shortlisted candidates may be offered an opportunity to have an informal conversation with a member of the panel. This is not an assessment phase but is an opportunity for each candidate to gain greater insight into the context of the role. This is optional, but highly recommended.


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.

Given the current situation with the pandemic, interviews are being conducted via video (full instructions will be issued prior to interview).

Regardless of the outcome, we will notify all candidates as soon as possible once all interviews have concluded.

Feedback will only be provided if you attend an interview or assessment.

Nationality requirements

This job is broadly open to the following groups:
  • UK nationals
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the Republic of Ireland
  • nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)
  • relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
  • relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
  • certain family members of the relevant EU, EEA, Swiss or Turkish nationals
Further information on nationality requirements

Working for the Civil Service

The Civil Service Code 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.

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.
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