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Candidate Information Pack
Deputy Director for Finance and Operations
Northern Ireland Office
SCS Pay Band 1
Closing Date: 23:55 Sunday 7th December 2025
Introduction 2
Welcome to the Northern Ireland Office 2
About the Northern Ireland Office 3
Government Finance Function (GFF) 3
About the role 4
Person Specification 6
Civil Service Behaviours 9
Expected Timeline 11
Working for the Northern Ireland Office (NIO) 12
Disability Support 12
FAQs 14
Data Sharing 15
Diversity & Inclusion 16
Contact us 16
Based in London and Belfast, we provide the best possible advice and support we can to our Ministerial team, led by the Secretary of State for Northern Ireland, the UK Cabinet minister with lead responsibility for all matters Northern Ireland.
We have achieved a lot over the past year, not least supporting and enabling the successful restoration of the Northern Ireland Executive. Our work is highly stimulating and fast moving, politically and operationally. It also demands sensitivity and patience.
As a department with the benefit of being small and expert, we work best together, and in a way that reflects the deep interconnections between the issues in Northern Ireland. In practice, this means we: plan for outcomes; deliver through projects; and organise through our relationships and expertise Our work is often high profile and never far from the media. This comes with challenges as well as exciting opportunities to share the work that we do. It requires us to deliver through our civil service values and with an appreciation of the significance and sensitivity of the work that we do. It is also extremely rewarding. Few organisations can offer careers with the potential to make such a direct impact on society, working closely with a Ministerial team. You may be working in the civil service or in wider public service, or indeed elsewhere. If you have the skills, experience, ambition and energy to join this team I look forward to your application.
Dr Julie Harrison
Permanent Secretary, Northern Ireland Office
The purpose of the Secretary of State for Northern Ireland and the NIO (UKG’s centre of expertise on Northern Ireland) has remained the same, whether or not the Executive is functioning, since the Assembly met in 1999. That purpose is to ensure that Northern Ireland is secure, with stable and effective devolved institutions, improving community relations and a growing economy.
The department’s vision is simple; to make Northern Ireland a better place to live, work and invest. It is a small Ministerial Department with big responsibilities - delivered primarily through the purposeful application of expertise, organisation and relationships.
The department supports the Secretary of State and the wider Ministerial team to deliver the Prime Minister’s priorities in Northern Ireland. It ensures Northern Ireland issues are fully and effectively represented at Westminster and across Government - and that the Government’s responsibilities are fully and effectively represented in Northern Ireland. We do this through supporting and ensuring the effective functioning of the devolved institutions; keeping people safe from the threats of terrorism and organised criminality; supporting the delivery of a growing economy; helping to reduce community divisions; building mutual trust and establishing meaningful interculturalism.
The Northern Ireland Office employs around 170 staff, with offices in Belfast and London. As a small Department, we adopt a flexible project-based approach to ensure that we have the right people, with the right skills, in the right place to support the delivery of our key objectives.
For more information about what we do, visit: https://www.gov.uk/government/organisatio
ns/northern-ireland-office
Joining us in this role also means becoming part of the Government Finance Function (GFF). So, we wanted to take this opportunity to introduce ourselves.
We’re the GFF, a community made up of all the finance colleagues throughout government. We might work in different organisations, in different locations all over the UK, but one very important mission brings us together: to put finance at the heart of decision making, delivering value for money and strengthening public trust.
We manage big budgets, in big ways. And we do it all together. Which means, even though working with public money is a big responsibility, you’ll never shoulder it alone. We’re always sharing knowledge, expertise and resources with each other. And ensuring everyone within the GFF gets the learning and development they need: from internal training through the Government Finance Academy to support to pursue external qualifications. It makes the GFF a great place to progress your career, with plenty on offer to help you follow your interests and build a future you’re truly excited by. A community only works if everyone feels they belong. So, diversity, inclusion and wellbeing are always important to us. In fact, they’re the foundation of our future strategy. Plus, we make sure to keep our community connected in lots of different ways: through colleague networks and virtual and in-person events.
So, no matter where you’re based, or which organisation you work in, you’ll always feel part of the GFF.
It all adds up to something pretty special. A 10,000+ strong community managing one of the largest balance sheets in the UK. All working together to enable the delivery of high-quality public services, ensure public money is spent efficiently and effectively, and improve lives all throughout the country. That’s quite something. And it’s why we say: there’s strength in numbers.
Find out more about us on our careers site: www.financecareers.civilservice.gov.uk.
Deputy Director for Finance and Operations
Location
Belfast or London
Please note the requirements for travel and level of flexibility available as set out in the FAQs section.
Salary
The salary for this role is set within the MoJ SCS PB1 range (£81,000 - £117,800)
It is expected that successful applicants will be appointed at the band minimum of £81,000.
Contract Type
This role is offered on a two year-loan or secondment with the option to extend for a third year.
For external candidates, this will be a fixed-term appointment. For existing civil servants this will be via a loan or detached duty. If appointed on promotion, on returning to the home department/team the employee will revert to the substantive grade on which they were employed before the loan began unless otherwise agreed in advance.
The Role
As Deputy Director for Finance and Operations, you will perform a vital role within the department, leading teams across the Corporate Operations Group (COG), working closely with the other Deputy Director for the group.
As the senior finance professional for the department, you will be a trusted partner supporting the Permanent Secretary in their role as Principal Accounting Officer. You will set the financial strategy for the coming years following the recent Spending Review conclusion, ensuring the department makes best use of available resources to deliver the Government’s priorities.
You will also oversee the IT, Estates, and Corporate Security functions, ensuring appropriate infrastructure, efficient workspace management, and security procedures are in place. Furthermore, you will oversee the Knowledge and Information Management team, ensuring the department is managing its records appropriately, responding to Freedom of Information requests promptly and complying with other regulations. This team is also responsible for the Google services used by the department, including the embedding of AI.
We are seeking a highly skilled and experienced individual to join our dynamic team. This is a crucial leadership role, requiring an individual who can operate at a strategic level and drive financial and operations excellence across the organisation. We are looking for a candidate who possesses a strong background in finance as well as broad leadership, communication and change skills. The role would suit someone seeking to develop the necessary skills for future Chief Operating Officer roles.
Key Responsibilities
Support the Permanent Secretary in their role as Principal Accounting Officer, providing strong leadership for financial management, planning and partnering across the Department.
Lead on financial planning and strategy, ensuring appropriate and robust forecasts are established to enable effective delivery of the department’s priorities as agreed at the recent Spending Review and driving forward efficiency commitments.
Be an integral part of the organisation's senior management team, forging strong relationships with strategy, policy and operational teams across the organisation ensuring the financial strategy and plans are fully aligned to the organisation’s broader strategy and priorities.
Attend the Departmental Management Board, Executive Committee and Audit & Risk Assurance Committee meetings, providing financial reporting, analysis and insight on key issues.
Lead work on Fiscal Events and lead and manage the relationship with HM Treasury as well as overarching financial advice to Ministers on handling HMT commissions.
Responsible for Departmental compliance with technical accounting and Government standards and overseeing the production of the Annual Report and Accounts.
Oversight of the IT, estates, security and Knowledge & Information Management teams.
With the other COG Deputy Director, oversee the implementation of new technology and capabilities, including the use of AI tools
In partnership with the other COG Deputy Director, continue to develop and mature the corporate capabilities to support delivery of the department’s priorities and meet it’s legislative and regulatory responsibilities
It is important through the recruitment process that you give evidence and examples of proven experience of each of the essential and desirable criteria.
Later on in the pack you will be told what is being assessed at which stage of the process.
Essential Experience:
A substantial track record of success in a senior finance leadership role in a fast-moving finance area within a complex organisation, preferably within the public sector.
A highly effective track record of interpreting financial information to help shape and influence organisational strategy.
Strong relationship building, numeracy and analytical skills, and strategic thinking.
Strong leadership skills with evidence of building diverse, high performing teams.
Desirable Experience:
Previous experience in leading similar operations teams, including relevant legislative requirements.
Previous experience leading Spending Review process and negotiations with HM Treasury.
Previous experience of Enterprise Resource Planning (ERP) implementation and transformation.
Developed Vetting (DV) would be advantageous but not essential
Required Qualifications:
Qualified with CCAB, CIMA, or equivalent.
MoJ SCS Pay Band 1 Behaviours:
You will also be assessed against the following Behaviours during the Recruitment Process:
Seeing the Big Picture
Communication and Influencing
Making Effective Decisions
Changing and Improving
Read more in the Civil Service Success Profiles Section.
The Recruitment Process
Recruitment Process
The selection process will be chaired by by Holly Clark, Chief Operating Officer, NIO. The other panel members will be confirmed ahead of the interviews.
Support during the selection process
If you need any support or have any questions during any stage of the selection process, please contact the SCS Recruitment Team scsrecruitment@justice.gov.uk.
Stages of the selection process
Application
You will need to complete the online application process accessed via the advertisement for this role.
This should be completed no later than 23:55 on Sunday 7th December 2025. As part of the application process, you will be asked to complete:
Responses to the eligibility questions to check you are eligible to apply for the role.
A response to whether you would like to request reasonable adjustments during the selection process. The Disability Support section explains how adjustments can be made to the selection process to accommodate a disability.
You will also need to complete a CV and Statement of Suitability. It is important that your CV and Statement of Suitability give evidence and examples of how you meet the essential experience set out on page 8. The Statement of Suitability should be no more than 1000 words.
Find out more information about our application process here.
After the Application Stage
You will be advised whether your application has been shortlisted for the next stage of the selection process. If you are shortlisted, we will contact you to arrange the next stage of the selection process.
Unfortunately, due to the anticipated number of applicants for this role, we are unable to provide feedback to those not successful at shortlist stage. Candidates who are shortlisted and attend an interview will be offered verbal feedback from a member of the interview panel.
Panel Interview [and Presentation]
You will be invited to attend an interview and presentation with the selection panel. You will be asked to prepare a verbal 5-minute presentation based on a topic that will be provided in advance. The interview and presentation will last for approximately 45 minutes.
What is being assessed?
Behaviours, as listed on page 12.
After the Panel Interview
Following the interview, the performance of all candidates will be reviewed, and the successful candidate identified. All candidates will be notified of the outcome as soon as possible after the conclusion of all interviews. If you are not the successful candidate but you meet the standard required, you may be invited to have your details retained on a merit list to be considered for future SCS roles.
Following the interview, the performance of all candidates will be reviewed, and the successful candidate identified. All candidates will be notified of the outcome as soon as possible after the conclusion of all interviews. If you are not the successful candidate but you meet the standard required, you may be invited to have your details retained on a merit list to be considered for future SCS roles.
What are Behaviours?
The Civil Service recruits using Success Profiles and Behaviours are an element of Success Profiles used to see whether candidates are able demonstrate specific Behaviours associated with the role they are applying for during the selection process.
In this process the below Behaviours are most relevant to this role and will be assessed during the interview stage of the process. The definitions of Behaviours are set out below:
Delete as appropriate
Seeing the Big Picture
You understand the wider context of the organisation’s work, considering the political, social, economic, and technological environment both currently and in the future. You create and implement strategies to achieve the organisation’s aims and meet the needs of the public. You promote the organisation externally, advocating positive outcomes for the sector you operate within. You motivate staff by ensuring they understand how their work fits into the big picture.
Communicating and Influencing
You communicate clearly and with confidence, both verbally and in writing. You are open, honest and transparent in your communications. You communicate effectively with internal and external senior stakeholders to present information in a convincing and influential manner. You tailor your communication methods and content to the audience, simplifying strategic messages.
Making Effective Decisions
You make defensible, objective and fair high-impact decisions, considering the impact on the service user and wider organisation. You are willing to take ownership of your decisions, being transparent and open about the reasons for them. You effectively analyse data to make evidence-based decisions, whilst being comfortable taking considered risks based on the best evidence available. You consult with others to incorporate views and professional expertise, ensuring appropriate individuals are involved in the decision-making process.
Changing and Improving
You create an environment of continuous improvement and change. You see the benefit of change and promote this within your area of responsibility. You identify business needs, both current and future, and use this to identify opportunities for change, utilising innovative solutions that benefit the end user. You are able to embed change, managing risks. You evaluate the impact of change against the expected outcomes for service users and the public.
Please click here or more information on Behaviours and Success Profiles
Guidance for writing your Statement and CV
As part of the application process you need to submit a Statement and CV. Both your Statement and CV should demonstrate how you meet the essential experience outlined in the Person Specification section.
Ensure you read through the role information thoroughly and identify the essential criteria for each area. You should ensure you provide evidence for each of the essential experience which are required for the role in your Statement and CV. You may not be progressed to the next stage of the assessment process if you do not provide this evidence.
When structuring your Statements try to:
Group evidence of the same experience skills together by using subheadings and paragraphs. This will help to ensure you are writing about the experience that is directly relevant for the role you are applying for.
You should ensure that you detail recent and relevant examples of the essential experience required for the role and describe the outcome that came from this.
Providing a name-blind CV and Success Profile Statements
In both your CV and Success Profile Statements please remove references to any personal information that could identify you. For example:
Name and title
Educational institution names
Age and gender
Email address
Postal address and telephone number
Nationality and immigration status.
This will help us to recruit based on your knowledge and skills, and not on your background, gender or ethnicity. Recruiting this way is called name-blind recruitment.
For more information on how to write your Statement and CV please visit the Civil Service Careers Website
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change.
The anticipated timetable is as follows:
23:55 on Sunday 7th December 2025
Outcome of CV and Statement of Suitability
Week commencing 15th December 2025
Panel Interview and Presentation
Week commencing 5th January 2026
Equality, Diversity, Inclusion and Wellbeing
Our departmental values - purpose, humanity, openness and together - are at the heart of our commitment to create a culture where all our people are able to thrive and flourish in the workplace.
We want to attract and retain the best talent from diverse backgrounds and perspectives. We want everyone to be the best of themselves, to feel supported and have a strong sense of belonging in the workplace. Our commitment to creating a diverse and inclusive workforce is reflected in all of our people policies and strategies.
Benefits
As a Northern Ireland Office (NIO) employee, you’ll be entitled to a large range of benefits which include but are not limited to:
Pension
The Civil Service Pension Scheme is one of the best workplace pension schemes in the UK public sector. Visit www.civilservicepensionscheme.org.uk 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. This is in addition to 8 public holidays. This will be complemented by one further day paid privilege entitlement to mark the King’s Birthday.
Flexible Working
While not every type of flexible working will be suitable for every role and business area, flexible working can take many forms and the NIO is committed to delivering its business effectively and sustainably by creating modern and inclusive workplaces that enable smart, flexible and hybrid working.
For more information on our amazing benefits including our Civil Service Pension Scheme, annual and special leave, and our Equality, Diversity, Inclusion and Wellbeing schemes please visit our Senior Civil Service website
What reasonable adjustments can be made if I have a disability?
We are committed to supporting all candidates to take part in the recruitment process. This includes supporting individuals who have a disability by making reasonable adjustments to the recruitment process.
If you feel you require any kind of support and/or would like to discuss this with someone, please indicate 'yes' to requesting reasonable adjustments in your application form and ensure that you respond to the Reasonable Adjustments Scheme team by email.
How we can support you
There are many types of reasonable adjustments that can be made during assessment processes.
Examples of some types of adjustments include:
Extra time to complete assessments;
Providing a break within an assessment;
Providing interview questions in a written format at the interview as well as orally;
An interview at a certain time of day;
This is not an exhaustive list but rather some examples of how we can support you during the SCS Recruitment Process.
Whilst we aim to confirm all adjustments requested, there may be occasions where this isn't possible. If an adjustment cannot be provided, the reasons for this will be explained to you.
Help with your application
It is important you contact us as early as possible by email if you would like to request reasonable adjustments so that the recruitment process runs smoothly for you.
If you do decide during the process that you do require adjustments and you have not completed all your assessments, please contact the SCS recruitment team in advance of your next assessment.
If you have any questions in advance of making your application regarding reasonable adjustments please contact the SCS recruitment team at scsrecruitment@justice.gov.uk.
Do you offer a Disability Confident Scheme for Disabled Persons?
As a Disability Confident employer, the NIO offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. This could be in terms of the advertised essential skills and/or application form sift criteria. Within the application form, you will be asked if you would like to be considered for an interview under this scheme, so please make us aware of this when prompted.
Yes.
This role is available full-time or flexible working arrangements (including job share partnerships). If you wish to discuss your needs in more detail please get in touch with the named point of contact in this pack.
If successful you will be based in Belfast or London.
Relocation costs will not be reimbursed.
This role will also require travel to regular travel between Belfast and London.
Am I eligible to apply for this role?
For information on whether you are eligible to apply, please visit Gov.UK.
Is security clearance required?
Yes. If successful you must hold, or be willing to obtain, security clearance to SC level. with the potential for DV level. More information about the vetting process can be found here.
Will this role be overseen by the Civil Service Commission?
No. However, the recruitment process will still be governed by the Civil Service Commission’s Recruitment Principles.
What do I do if I want to make a complaint?
The law requires that 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.
Should you feel that the recruitment process has breached the recruitment principles and you wish to make a complaint, you should contact scsrecruitment@justice.gov.uk in the first instance.
If you are not satisfied with the response you receive from the Department you are able to raise a formal complaint in the following order.
To Shared Service-Connected Ltd (0845 241 5358 (Monday to Friday 08.00 - 18.00) or e-mail Moj-recruitment-vetting-enquiries@gov.sscl.com)
To Ministry of Justice Resourcing (resourcing-services@justice.gov.uk)
To the Civil Service Commission (https://civilservicecommission.independent.gov.uk/contact-us/)
What should I do if I think that I have a conflict of interest?
If you believe that you may have a conflict of interest you must declare it by contacting SCS Recruitment on scsrecruitment@justice.gov.uk before submitting your application
We will ensure that we will treat all personal information in accordance with data protection legislation, including the General Data Protection Regulation and Data Protection Act 2018.
Data Sharing
To process your application your personal data will be shared with the Ministry of Justice SCS Recruitment Team, campaign Panel Members and anyone else necessary as part of the recruitment process.
The legal basis for processing your personal data is:
Processing is necessary for the performance of a task carried out in the public interest. Personal data are processed in the public interest because understanding civil servant experiences and feelings about working in the Civil Service can inform decision taken to improve these experiences, and ultimately organisation performance.
Sensitive personal data is personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation.
The legal basis for processing your sensitive personal data is:
Processing is necessary for reasons of substantial public interest for the exercise of a function of the Crown, a Minister of the Crown, or a government department: it is important to know if groups of staff with specific demographic characteristics have a better or worse experience of working for the Civil Service, so that appropriate action can be taken to level this experience;
Processing is of a specific category of personal data and it is necessary for the purposes of identifying or keeping under review the existence or absence of equality of opportunity or treatment between groups of people with a view to enabling such equality to be promoted or maintained.
Please note if you are successful in your application your sensitive personal data will be used as part of the on-boarding process to build your employee record.
For further information please see the GDPR Privacy Notice
The Civil Service is committed to attract, retain and invest in talent where it is found. To learn more, please see the Civil Service People Plan and the Civil Service D&I Strategy
Should candidates like to discuss the role in more detail before submitting an application, please contact SCS Recruitment on scsrecruitment@justice.gov.uk.
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