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Deputy Director, Leadership Development


London, Manchester, Nottingham

About the job

HM Revenue & Customs is one of the largest Government Departments and one of the UK’s biggest organisations. Almost every individual and business in the UK is a direct customer of HMRC. We collect in excess of £500 billion a year in revenue from over 50 million customers across the UK.

We are an effective, efficient and impartial tax and payments authority with a vital purpose: to collect the money that pays for the UK’s public services and help families and individuals with targeted financial support.

We have embarked on a major transformational Programme to redirect more of our people and resources to compliance activities, modernising systems and re-engineering processes to become more customer-oriented. We also aim to bring our 65,000 staff together from 170 to 13 modern offices across the country, alongside a small number of specialist sites and an HQ.

Our single department plan 2015 - 2020, which sets out our plans for achieving our strategic objectives and delivering our vision, is available online at: Single Departmental Plan

Job description

The overall purpose of the Deputy Director, Leadership Development is to lead the strategic thinking, planning, delivery and communication of the development and support throughout all aspects of work life provided to the most senior leaders within HMRC. Reporting to the Director of People and Organisational Development, this role will play an important role in the HR leadership team, pushing at a big ambition and influencing across the broadest spectrum of learning in an environment where the strategic plans are shaping around how we use technology, how we understand and deeply shift experience, and how we create and sustain a learning culture to underpin, anticipate and prepare for change.

The post requires the jobholder to take a holistic view of the organisation, and apply their deep career expertise in learning and development to create the most connected and sustainable portfolio of support and development for senior leaders, aligned to the mission in HMRC. In this role, the jobholder will lead functional delivery teams, and outside expert partners (both commercial relationships and internal relationships with the Civil Service expert learning function) to leverage the best solutions, and to be confident that our investment choices are delivering the right outcomes. Essential to success in the role is the ability to partner across the senior organisation to ensure our leaders are steering the changing organisation with an enterprise mind-set, and positioned to successfully navigate (themselves and their people) through political and organisational dynamics.

Key responsibilities:

• To lead the design and delivery of a carefully curated full leadership programme to the senior leaders of HMRC, though internal and external partners, responsible for all aspects from stakeholder management, to partner selection/evaluation/management, and with measurable impact.
• To be responsible for determining appropriate development and content for leadership events, in tandem with the Executive Committee and aligned to the future leadership aspirations for HMRC.
• To lead the development a high quality leadership support function, ensuring that each aspect of a senior leader’s experience with HMRC is considered and aligned, from hiring to induction to development and support throughout their lifecycle.
• To lead the proactive seeking and management of the best learning partners (internal or external) to bring the required expertise, ensuring quality, value for money and outcome focus.
• To work as partner with expert groups within the Chief People Officer (CPO) function and with senior leaders throughout the organisation, open to challenge, with equal force on the direction of travel and appropriate fit for purpose.
• To shape the strategic direction of the function, bringing expertise in learning, technology, and the best of the current developments in big complex organisations to bear on challenges to meet the level of ambition.
• To be a trusted sounding board and facilitator/coach to individuals and groups, holding confidential information with the utmost integrity, using knowledge and insight to positively impact the next steps for our senior leadership population.
• To lead a team of people, directly and through a matrix, through their own development in this work, shaping the next senior leaders in our group, creating stretching and supported learning, encouraging capability shifts, encouraging risk taking and iterative working practices in pursuit of our objectives.


You will also need to be able to demonstrate your capability against the following criteria:

• Deep career expertise in learning and change, at scale, and with particular expertise in leadership development. Learning experience will ideally be gained through a range of industries /sectors or through working for a large learning partner with diverse client base.
• Must be able to demonstrate current knowledge of strategic horizon for learning & development thinking and related products/technologies available globally.
• Must be experienced in seeking, assessing, and managing third party learning providers to agreed levels of performance, monitoring and evaluating impact.
• A truly excellent people leader, aware of personal impact, celebrating diversity and able to demonstrate the ability to get the best from others in a positive and supportive way in a high change environment.
• A credible track record in delivering complex programmes outcomes to time and on budget, working in partnership with stakeholders, able to demonstrable ability to anticipate and overcome challenge, managing risks and mitigations with rigour.

It would also be desirable if you can demonstrate experience in the following areas:

• Experience in directly creating/running generalist HR support function including aspects such as terms and conditions, senior reward and benefits, induction, talent, succession would be highly valued.
• Demonstrable trusted partner, with an organisation development mind-set and understanding of whole system change; an ability to coach and facilitate individuals and teams to be at their best at systems level; expert presentation skills, able to convey powerful messages and shape thinking.
• Prior experience of rigorous financial planning and management of a significant budget.
• An understanding of iterative working practices such as customer insight, design thinking, and innovation tools and techniques.
Apply today!