Ofgem is Great Britain’s independent energy regulator. Our primary responsibility is to protect energy consumers, especially the most vulnerable, while at the same time working with government, industry and consumer groups to deliver a clean, more affordable and secure net-zero energy system at the lowest cost to consumers and drive economic growth.
Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.
Role Purpose
The Deputy Director – Organisational Change Portfolio plays a pivotal role in delivering Ofgem’s organisational change agenda, working directly with the Business Change Director and supporting the successful implementation of our new framework designed to build an Ofgem that is more Predictable, Agile, Collaborative and Tech-enabled (PACT).
This role provides strategic leadership and oversight of major change initiatives, ensuring alignment with the DESNZ Review outcomes and Ofgem’s organisational strategy.
The role leads the development of strategic change planning, including building the organisational change roadmap, advancing the overall vision and mission of Ofgem improving the change capability across the organisation.
Key Accountabilities
As a member of Ofgem’s Senior Civil Service (SCS), you have a strategic role to direct and lead multi-disciplinary teams to drive organisational change across Ofgem. You will be accountable for:
- The Organisational Change roadmap, ensuring clear direction, coherence and alignment to organisational priorities.
- Supporting the Director of Business Change to shape and implement the change vision and strategy, ensuring portfolio insights inform organisational direction and programme delivery.
- The change portfolio, ensuring alignment with strategic priorities and understanding of dependencies and risks across the portfolio.
- Establishing high quality governance, reporting and assurance process to support the Change Portfolio Board, based on evidence-based decision making and delivery confidence.
- Champion best practice in change portfolio management, build organisational capability and ensuring lessons are applied to future initiatives.
- Creating a culture and environment that champions horizon scanning and scenario analysis to support long-term transformation planning and organisational decision-making.
- More widely, play a key leadership role alongside other leaders in Corporate Services in sponsoring strengthened controls, continuous improvement and innovation, and align the delivery of efficient and effective corporate and administrative functions to wider organisation challenges and changes.
Key Skills and Capabilities
Roadmap Planning & Strategic Planning
- Lead the development and ongoing refinement of the organisational change portfolio and roadmap for delivery, working with project and programme management to ensure clear milestones, outcomes and decision points are defined and maintained at a change portfolio level.
- Shape long-term strategic planning by articulating sequencing, interdependencies and organisational readiness considerations for major change initiatives, providing strategic insight and advice to Senior Executive Committee and Boards.
Vision & Strategic Alignment
- Support the shaping and communication of the PACT framework and how it underpins the delivery of the organisational change portfolio.
- Ensure the change portfolio remains aligned to Ofgem’s corporate priorities, the DESNZ Review outcomes and wider organisational strategy.
Options Appraisal & Investment Decisions
- Lead the development of a change methodology that applies rigorous options appraisals for key change decisions, ensuring senior leaders are equipped with clear evidence and analysis.
- Actively contribute change management insights to support and inform the assurance of high quality business cases that set out costs, benefits, risks and value for money to support investment decisions.
Governance, Insight & Strategic Advice
- Provide strategic insight and advice to the Change Director, Executive Committee and Boards, enabling evidence based prioritisation and decision making.
- Produce high quality strategic briefings, decision papers and highlight reports that support governance and organisational alignment.
Horizon Scanning & Scenario Planning
- Lead horizon scanning to identify emerging risks, opportunities and shifts impacting Ofgem’s future operating model.
- Develop scenario analysis to inform long-term planning and support organisational resilience and adaptability.
Leadership & Organisational Capability
- Build capability across Ofgem in change leadership, strategic planning and evidence driven decision making.
- Provide visible leadership, modelling collaborative working and guiding multidisciplinary teams to deliver transformation effectively.
Key Outputs and Deliverables
- A coherent, long-term change portfolio office and roadmap for delivery that provides clarity on direction, milestones and organisational implications.
- Strategic briefings and investment options that guide sequencing, prioritisation and decision-making across the change portfolio.
- High quality business cases with clear evidence, benefits and value-for-money justification.
- Thematic risk and dependency analysis that anticipates blockers and informs mitigation planning.
- Board-ready artefacts, including highlight reports, roadmaps and decision papers that support governance, assurance and strategic alignment.
- Scenario planning and horizon scanning products that support long-term thinking and organisational readiness.
Person specification
Essential Criteria
- Experience of leading organisational change in a complex, multi-directorate organisation, ensuring initiatives are aligned and risks are actively managed.
- Strong ability to influence, challenge and hold senior leaders to account, working effectively with SROs, programme leads and Executive Boards.
- Track record of leading high-quality governance, reporting and assurance functions that enable evidence-based strategic decisions.
- Strategic thinking skills with the ability to translate delivery evidence into forward-looking options, advice and organisational insight.
- Leadership experience in building and developing teams, creating capability and embedding best practice in organisational capability and change delivery.
- Experience of working in politically sensitive environments, managing competing priorities and influencing senior stakeholders under scrutiny.
Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Leadership
- Delivering at Pace
- Seeing the Big Picture
Benefits
Alongside your salary of £81,000, OFGEM contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).
Ofgem can offer you a comprehensive and competitive benefits package which includes:
- SCS1 holiday entitlement; Excellent training and development opportunities;
- The opportunity to join the generous Civil Service pension which also includes a valuable range of benefits;
- Hybrid working (currently 20% attendance in the office but this is kept under review), flexible working hours and family friendly policies.
Plus, lots of other benefits including clean and bright offices based centrally, engaged networks and teams and an opportunity to contribute to our ambitious and important targets of establishing a Net Zero energy system by 2050.
This exciting blend of professional challenge and personal reward identifies career opportunities at Ofgem as something to get excited about.
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience.
Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.
Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
Candidates should provide a specific Supporting Statement, no more than 1,250 words, which fully evidences your suitability for the role. This should be focussed on the essential criteria listed.
If successful at sift stage you will also be required to present to a panel. Details of this will be shared at final selection and invitation to interview. Currently interviews are expected to be face to face in London, however adjustments can be made accordingly if required.
Please refer to Civil Service candidate advice on the acceptable use of Artificial intelligence within the recruitment and selection process - Artificial intelligence and recruitment , Civil Service Careers.
The personal information we have collected from you will be shared with Cifas who will use it to prevent fraud, other unlawful or dishonest conduct, malpractice, and other seriously improper conduct. If any of these are detected, you could be refused certain services or employment.
Your personal information will also be used to verify your identity. Further details of how your information will be used by us and Cifas, and your data protection rights, can be found by [https://www.cifas.org.uk/fpn].
Feedback will only be provided if you attend an interview or assessment.
This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.
As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by.
It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.
Security
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window).
Working for the Civil Service
The Civil Service Code (opens in a new window) 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 (opens in a new window).
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.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).
Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Contact point for applicants
Job contact
Recruitment team
Further information
If you feel your application has not been treated in accordance with the Civil Service Commission Recruitment Principles and you wish to make a complaint, you should email The Head of Talent Acquisition at: [email protected] in the first instance.
If you are not satisfied with the response you receive from the department, you can contact the Civil Service Commission. More detailed information can be found on the Civil Service Commission website.
Attachments
SCS Candidate Pack DD - Organisational Change Portfolio - Opens in new window (pdf, 842kB)
Deputy Director - Organisational Change Portfolio (final) - Opens in new window (docx, 95kB)
