Birmingham, Leeds or London
Frequent travel to other sites may be required.
We currently work on a hybrid basis with 60% of our time working in an office location.
Rail connectivity underpins long term, economic development, supporting jobs and housing and allowing companies and workers widened choices about where they locate.
The Major Rail Projects Group within the Department for Transport is responsible for the development and delivery of benefits from long term investment in strategic rail infrastructure from HS2 between Birmingham and London, the Euston Project, and Northern Powerhouse Rail linking our northern cities.Once delivered these will join up our biggest cities fostering agglomeration and faster growth.
HS2 and Northern Powerhouse rail will provide new capabilities for the services that will be run by Great British Railways as it brings train operating companies into public ownership and takes an integrated view of track and train to focus on the best results for passengers.
In order to realise these benefits for the country and travellers we need to deliver new infrastructure more efficiently and more reliably. We have recently appointed Mark Wild to lead and reset the delivery of the remainder of HS2 between Birmingham and London. Strengthening connectivity across the North is a manifesto commitment with cross-party and local support and there is now a big job to convert this into a robust and prioritised delivery programme. That will build on the improvements already being delivered between Leeds and Manchester through the Trans-Pennine Route Upgrade and apply the lessons from HS2 to ensure more efficient and controlled delivery.
Leading a talented multidisciplinary team of around 50 people, the Director of Portfolio Management has a central role in this agenda and is responsible for the cross-cutting support to the directors sponsoring the delivery of both HS2, the Euston Project and Northern Powerhouse Rail. To do this the Portfolio Management Team provides funding, economic analysis, land and property policy and advice, and runs our governance and assurance across all our programmes, as well as owning the delivery agreements with HS2 Ltd and our work with Network Rail as the organisations developing and delivering the new infrastructure.
I am committed to diversity and inclusion and your application is welcome whether you are disabled or able bodied and regardless of your social and ethnic background, sexual orientation and gender identity.
If you are talented senior leader interested in supporting delivery of some of the country’s largest projects and making a difference at national scale then I encourage you to apply.
The Portfolio Management Director is responsible for the cross-cutting advice and support to the development and delivery of new rail infrastructure and its benefits, working closely with the five other Directors sponsoring development and delivery of HS2, the Euston campus and Northern Powerhouse Rail.
The role holder is responsible for:
You will need to be able to show, through your application, that you have the professional skills, breadth of experience and personal qualities for this post, as well as the leadership skills to succeed at Director level in the Senior Civil Service.
It is essential that in your written application you give evidence of examples of proven experience in each of the essential criteria of the person specification. These responses will be developed and discussed with those candidates invited for interview.
In terms of strengths and experience we are looking for the following:
Experience of working in infrastructure delivery or major project delivery would be useful but is not an essential criterion for this role.
Alongside your salary of £120,000, Department for Transport contributes £34,764 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
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, you’ll be entitled to a large range of benefits.
Equality, Diversity & Inclusion.
The Civil Service values and supports all its employees.
We have strong and pro-active staff networks, special leave policies for hospital appointments, reasonable adjustments put in place for those who need them, and diversity talent programmes to help everyone irrespective of background, to achieve their potential.
Pension.
Your pension is a valuable part of your total reward package.
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. Visit Civil Service Pension Scheme for more details.
Generous Annual Leave and Bank Holiday Allowance.
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service (allowance is pro rata for part-time employees). This is in addition to 8 public holidays.
This will be complimented by one further day paid privilege entitlement to mark the King’s Birthday.
(Leave is Pro rata basis for part time/job share)
Staff Wellbeing.
Flexible working including part-time or term-time working 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.
Childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay for registered childcare. Existing employees may be able to continue to claim childcare vouchers, so please check how the policy would work for you here. Any move to the DfT from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments.
Onsite facilities Opportunity to use onsite facilities including fitness centres and staff canteens (where applicable).
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Civil Service Commission Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.
In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance you should contact; scscandidate.grs@cabinetoffice.gov.uk
If you are not satisfied with the response you receive you can contact the Civil Service Commission at info@csc.gov.uk and more information can be found at www.civilservicecommission.independent.gov.uk
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