As a member of the AI & Innovation Senior Leadership Team, the Deputy Director for AI Delivery will: Create and develop a delivery team with the capability and capacity to deliver Generative AI for DWP in a safe, ethical and transparent measurable way. Define the required digital capabilities - people, process, and technology - that will be required to deliver; building a plan to ensure this is achievable and aligned to wider digital priorities. Be curious, setting a direction that is bold, inspiring and provides delivery teams with clear direction and purpose. In doing so, establish multiple Generative AI Proof of Concepts to explore the potential and problems across DWP. Ensure that AI products and services meet user and business needs. Where agreed, develop and maintain multiple Generative AI common components for use across multiple lines of business. The common components must be compatible with the Departments Strategic Reference Architecture and meet the stringent standards expected of technology in DWP. Build, nurture and lead a diverse multidisciplinary team, embedding a digital culture that is user centred, open, kind, respectful, transparent, ethical and continuously improving. Resources will be based in multiple locations and be drawn from the Civil Service, contractor and supplier markets. Build collaborative relationships with a wide range of stakeholders across DWP to influence strategy and enable AI to be scaled through other major change programmes. Be responsible for understanding and managing complex stakeholder groups, balancing priorities and communicating between them. This includes working with colleagues to remove blockers, manage risks, commercials, budgets, suppliers and people assignments. Understand the bigger picture across the department knowing when and where to highlight risks, working with and influencing policy decisions. Work across DWP to identify opportunities to deliver better services through the use of shared AI capabilities. Be a visible leader across DWP Digital and the wider department, promoting agile and user-centric product development and deliver best practice in the context of AI. Management of headcount, including resourcing and capability challenges and development. Manage complex relationships with Ministers, No 10, Treasury, Cabinet Office and other influential stakeholders. Person specification The successful candidate must be able to demonstrate their knowledge, experience and skills against the following essential criteria: Substantial experience of working at pace to deliver innovative digital solutions into large and complex organisations. Have some experience in the field of AI and be able to develop into a Generative AI subject matter expert who owns their own learning to keep abreast of this fastmoving field. Experience of strategic technology delivery leadership in a fast moving, highly political, and ambiguous environment. Experience of engaging confidently and clearly with the most senior stakeholders to translate a strategic vision into deliverable plans with the right metrics/measures to track delivery progress and impact. Building high performing engaged, motivated and inclusive teams in a digital environment. Desirable Criteria Be, or be willing to work towards becoming a Member of the British Computer Society (MBCS). Behaviours We'll assess you against these behaviours during the selection process: Leadership Communicating and Influencing Working Together Delivering at Pace Benefits Alongside your salary of 76,000, Department for Work and Pensions contributes 22,017 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. DWP have a broad benefits package built around your work-life balance which includes: Working patterns to support work/life balance such as job sharing, flexi-time and compressed hours. Generous annual leave at least 25 days on entry, increasing up to 30 days over time (prorata for part time employees), plus 9 days public and privilege leave. Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme. Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly). Family friendly policies including enhanced maternity and shared parental leave pay after 1 years continuous service. Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes. An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Womens Network, National Race Network, National Disability Network (THRIVE) and many more. Things you need to know Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience. To apply for this post, you will need to complete the online application process outlined below no later than 23:55pm on Monday 17 March 2025: 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; Three statements (maximum 500 words each) answering the 3 pre-defined questions (below), explaining how you consider your personal skills, qualities, and experience provide evidence of your suitability for the role, with particular reference to the essential criteria in the person specification. Q1. Tell us about your experience of leading large-scale digital change in a complex organisation, some of the significant challenges you faced and how you overcame and learned from them. Q2. How would you approach communicating delivery challenges to senior stakeholders within the organisation and beyond (for example shareholders or Ministers), and how would you influence the direction of travel to get to an achievable outcome? Q3. How do you build engaged, motivated and inclusive teams and can you describe when you have lifted a team to high performance? Failure to submit both documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification. As part of the online application process, you will be asked a number of diversity-related questions. 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. All monitoring data will be treated in the strictest confidence and will not be provided to the selection panel. The information you provide when submitting your application will help us monitor our progress towards the Civil Service becoming the most inclusive employer. 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 Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window). See our vetting charter (opens in a new window). 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) .