About the job
HM Revenue and Customs (HMRC) is one of the UK’s largest organisations, with around 60,000 employees, collecting over £605 billion in tax revenue.
As one of the UK’s largest government departments, our work makes a difference across all businesses and households within the UK. This is achieved by collecting the money that pays for the UK public services and by helping families and individuals by providing targeted financial support where required.
Tax pays for everything that the government spends, including hospitals, schools, police, transport, defence and security. We are responsible for working out and collecting the taxes and duties that 50 million people and 5 million businesses pay. We also pay and administer Child Benefit, Tax-Free Childcare, Statutory Pay and Tax Credits. We also protect our citizens, for example, through enforcing the National Minimum Wage and Living Wage.
We can only achieve our purpose through the skill, dedication and professionalism of our people. You deserve to feel valued, rewarded and connected to the work you do - so through our People Strategy, we’re committed to making HMRC an inclusive environment that engages, motivates and ensures a better place to work for everyone.
We’re dedicated to investing in you every step of the way, so if you’re looking to get ahead, join us and see how you can make a difference.
Reporting to the Director ISBC, this is a Tax Professional role with responsibility for overall ISBC People, Professionalism and Capability (PP&C) which is one of ISBC’s three ‘enabling’ functions, supporting ISBC operations to deliver more strategic and effective approaches to compliance.
The successful applicant will be able to demonstrate strengths and experience in the following areas:
An understanding of HMRC’s strategic objectives, and its priorities for people, professionalism and capability, ideally together with experience of working within a tax and customs compliance environment.
Excellent leadership and influencing skills to engage confidently in a wide range of situations.
A strong track record of quickly building effective internal and external partnerships across organisational boundaries.
A proven ability to ‘think outside of the box’ to identify shifts in thinking and approach that can be translated into effective delivery by operational teams.
Strong analytical skills, with the ability to shape a coherent plan to drive forward improvements across multiple operational teams.
Proven ability to nurture and build capability within teams.
Ability to provide structure and direction where there is little existing precedent or practice, and supporting teams through ambiguity.
Experience of developing and implementing performance metrics.
Leading the development of ISBC's People, Professionalism and Capability function.
Ensuring that all resources are effectively focused on moving forward CCG’s strategy and agenda, as well as supporting ISBC’s specific requirements.
Helping to shape, as well as implement, CCG’s major cross-cutting programmes: the People Agenda, the Customer Experience and Professionalism Programme and the Tax Professionalism Programme.
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension
Things you need to know
Successful candidates must pass a disclosure and barring security check.
Selection process details
To apply for this post, you will need to complete the online application process which includes completing the 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) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.
Failure to email 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 get in touch with nigel.dominey@HMRC.gov.uk.
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 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.
A decision is expected to be made by week commencing 28th June 2021 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.
If shortlisted for interview, you will be asked to take part in a Individual Leadership Assessment and a Staff Engagement Exercise.
These are a series of psychometric tests that do not result in a pass or fail decision, rather, they are designed to support the panel’s decision making and highlight areas for further exploration at interview.
Full details of the assessment process will be made available to candidates shortlisted for interview.
We will send you a copy of any report for any assessment that you may have undergone as part of the recruitment process (where applicable).
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.
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.
Apply and further information
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Contact point for applicants
|Job contact :|
|Name : || ||Nigel Dominey|
|Email : || ||firstname.lastname@example.org|
|Recruitment team :|
|Email : || ||email@example.com|
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/