Director, Compliance Strategy Delivery

  • Job Reference: 155391
  • Date Posted: 6 October 2021
  • Recruiter: HM Revenue and Customs
  • Location: Edinburgh
  • Salary: £110,000
  • Sector: Government, Data and Analytics
  • Job Type: Full Time Flex, Part Time Flex, Super Flex, Job Shares
  • Duration: Happy to talk flexible working
  • Work Hours: Full Time

Job Description

The Director Compliance Strategy Delivery is accountable to the Director General Customer Compliance for ensuring HMRC is delivering its compliance strategy, which is focused on preventing non-compliance by designing in compliance, for example into policy and transformation; promoting compliance, supporting customers to pay the right amount of tax, including through nudges and prompts; and responding to non-compliance through targeted investigations and other interventions.

Drawing on the insight produced by our Risk and Intelligence Services (RIS), the Compliance Strategy Delivery directorate ensures HMRC has plans to address key tax compliance risks in the most effective way. Working collaboratively with CCG’s senior leadership team, and with leaders in policy, transformation, customer service, and strategy, with product and process owners, communications and customer insight teams, the postholder will ensure that we keep a line of sight from the tax gap, through the department’s strategic picture of risk to timely and effective risk mitigations that maintain or reduce the tax gap and make best use of resources across HMRC while supporting customers. In CCG this work provides a vital input to our business planning.

Job description

The postholder will be accountable for ensuring that CCG contributes to policy making in an effective way, working with HMT and policy colleagues in HMRC, using compliance insight to contribute ideas for policy changes ensuring that compliance is factored into policy and process design. The directorate also co-ordinates CCG’s input to spending reviews and provides expert Ministerial briefing capability and co-ordination across CCG.

The Director is also responsible for co-ordinating a range of cross-CCG work or projects including: governance of one to many work (contacting customers to prompt them in relation to their tax affairs); designing the compliance approach to new responsibilities; and delivering projects of strategic importance, for example closer working between compliance and HMRC’s debt teams.

Key Accountabilities:

• Leading and building capability in the Compliance Strategy Delivery Directorate
• Playing a full part in the wider corporate leadership in HMRC in line with HMRC’s values of professionalism, integrity, respect and innovation.
• Working across HMRC to ensure that we deliver our compliance strategy including:
o Developing excellent relationships with colleagues across HMRC and HMT to propose, influence and deliver cross cutting approaches to tackling the tax gap; and
o Ensuring that compliance insight is embedded into the design of policy, customer strategies and transformation
• Working with directorates across HMRC to ensure a line of sight from tax gap to the delivery of effective risk mitigations
• Working with CCG’s senior team to further develop strategic compliance planning
• Leading CCG input to policy development and fiscal events (Budgets) working closely with Customer, Strategies and Tax Design group and directly with HMT policy teams
• Leading CCG input to spending reviews
• Design and delivery of key strategic projects
• Delivery of briefing and relationship management with key external stakeholders
• Functional leadership of strategy and policy professionals in CCG – supporting their professional development and making sure we are focusing on key compliance issues across the taxpayer population

Key Responsibilities:

• Building relationships across the department to put HMRC’s compliance at the heart of decision making including in policy, transformation, delivery and business planning
• Owning the delivery of HMRC’s compliance strategy across the department, and setting direction for strategic compliance planning to enable HMRC to focus its capabilities (including policy and process design, transformation, education, technology and communications) on the highest priority risks
• Owning the feedback loop for the compliance strategy, recognising the value of front line experience and expertise and ensuring it informs policy thinking
• Further developing the strategic compliance planning function to ensure that CCG is making best use of its resources to tackle risks in the tax system, and working in a joined up and flexible way
• Working with communications to improve transparency and develop and deliver the strategic compliance narrative for HMRC
• Bringing together understanding of our customers in CCG and ensuring that understanding feeds design and delivery.
• Planning, coordination and delivery of CCG’s contributions to fiscal events, working closely with CSTD and HMT, responding to Ministers’ requirements and identifying opportunities to reduce the tax gap; impacting policy proposals to tight timelines; identifying and managing bids for investment to tight timelines working closely with corporate finance and analysts
• Coordinating requests for external research / horizon scanning and futures thinking to support CCG’s strategic thinking, working in partnership with HMRC’s Strategy team, Knowledge, Analysis and Information Directorate, and Customer Insight and Design Directorate.
• Working with CCG’s Transformation Director to ensure our target operating model enables CCG to transform in line with the HMRC strategy.
• Acting as compliance ‘keyholder’ to assure HMRC strategy, process and policy designs reflect compliance perspectives and deliverability.
• Maintaining visibility for CCG SLT of emerging policy options, highlighting potential impacts at both Customer Group and Directorate level, and ensuring timely and rigorous assessment of business implications for CCG.
• Oversight of CCG input to submissions / briefings and parliamentary / non-parliamentary correspondence
• Active member of CCG Senior Leadership team, wider HMRC Enterprise Leadership Group and membership of senior HMRC governance bodies.

Responsibilities

You must be able to demonstrate the following essential criteria within your application:
• Extensive experience of successful strategy and policy development
• Strong track record of people leadership and of building engaged, inclusive and high performing team
• Strong stakeholder skills with a track record of collaborating to achieve results
• Strong analytical and excellent drafting and communication skills
• Strong planning skills in the context of complex large-scale delivery
• The ability to work at pace with multiple stakeholders, balancing competing demands
• A strong track record of turning strategy into real world outcomes that put customer at the heart of delivery.

Desirable criteria:
• Experience of strategy development and delivery within a tax context.

Benefits

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.

• 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 Queen’s 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 onsite facilities including fitness centres and staff canteens (where applicable).
• Occupational sick pay.

Things you need to know

Security

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 submit the following documentation to samanthan@audeliss.com by no later than 23.55 on Sunday 31st October 2021 You will be asked to submit the following:

• 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 reference to the criteria in the person specification.

A completed Diversity Monitoring Form. All monitoring data will be treated in the strictest confidence, this will not be provided to the selection panel and will not affect your application in anyway. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select 'prefer not to say'. The information you provide when submitting your application will help us monitor our progress towards the Civil Service becoming an inclusive employer.

• A completed Supporting Information Form.

Also, only if applying under this scheme, a Disability Confident Scheme Form for disabled persons.

Failure to submit these documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification.

Please ensure that both the CV and Statement of Suitability documents contain your full name.

If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select 'prefer not to say'. The information you provide when submitting your application will help us monitor our progress towards the Civil Service becoming an inclusive employer. 2020 was the Civil Service Year of Inclusion. This was an opportunity for us to celebrate our achievements to date and think about how we want to continue to make the Civil Service a great place to work. See the Civil Service Diversity and Inclusion Strategy or Equality and Diversity for more information.

Should you encounter any issues with your online application or are unable to apply online please contact Samantha at Audeliss via email at samanathan@audeliss.com

Selection process:
Jane Burgess, a Civil Service Commissioner, will chair the process, with:
• Penny Ciniewicz, Director General, Customer Compliance Group
• Patricia Gallan, one of HMRC’s Non-Executive Directors
• Justin Holliday, Chief Finance Officer

Longlist & Shortlist:

You will receive an acknowledgment of your application through Audeliss. The panel will then assess all applications to select those demonstrating the best fit to the role by considering the evidence you have provided against the criteria set out in the ‘Person Specification’ section. Failure to address any or all of these may affect your application.

The timeline later in this pack indicates the date by which decisions are expected to be made, and all longlisted and shortlisted candidates will be advised of the outcome as soon as possible thereafter.

Assessment:

If you are shortlisted, you will be asked to take part in a series of assessments which could include psychometric tests and a staff engagement exercise. These assessments will not result in a pass or fail decision. Rather, they are designed to support the panel’s decision making and highlight areas for the panel to explore further at interview.

You will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification. This interview is likely to also involve a 5-minute presentation on a topic to be confirmed.

You may also have the opportunity to speak to Penny Ciniewicz prior to the final interview to learn more about the role and the organisation. Please note this will not be part of the formal assessment process.


Interview:

If you are shortlisted, you will be asked to attend an interview in order to have 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.

If shortlisted, applicants will need to be willing to undertake a Financial Probity check. Full details of the interview process will be made available to shortlisted candidates.

Regardless of the outcome, we will notify all candidates as soon as possible. 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).

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.