The Deputy Manager role involves establishing and supporting close working relations with stakeholders, as well as leading a team of circa10 HEO deep subject matter experts ( Authors). The Authors are responsible for drafting and publishing the legal guidance and providing support to colleagues in the Technical Teams on the more complex appeals and case queries. It provides a great opportunity for people looking to develop their leadership and management experience with a motivated, friendly and supportive team. Person specification Proven experience of leading Evidence of a good working knowledge of social security legislation and case law and its application (how to read/interpret regulations) Ability to coach staff to apply a variety of often complex legislation (seeking legal opinion as appropriate) in a policy environment using expert technical support as required to deliver results from their work and encouraging individual development An understanding of the decision-making process Excellent drafting and communication skills Ability to support the development of novel, pragmatic guidance solutions to new and complex problems/legal challenges, ensuring the team is empowered to lead on this work while providing oversight and strategic direction Ability to work to tight, demanding deadlines at a time of competing priorities Ensure performance of the unit achieves output targets, while quality of work is maintained (core processes maintained, improved and adhered to) Key Responsibilities This role requires someone who : Will lead HEO reports to ensure all staff are fully engaged with the work of the unit, promoting team-based performance systems and behaviours successfully across the teams Can create new and maintain existing, positive professional and trusting relationships with a wide range of people inside the Department and externally. You will be someone who enjoys fostering team spirit, but also values individuals within the team, and can develop staff and stakeholder engagement, building strong relationships with key Policy, Legal and Operational colleagues, recognising when an issue requires escalation and take appropriate action Understands their role, the role of DMA Leeds and how this supports wider decision making and appeals objectives and associated risks across the department. You will need to recognise the importance of DMA Leeds work and be alert to emerging issues and trends which might impact on the teams work or that of the wider Department Can use sound judgement, evidence-based thinking and knowledge to support their decisions. You will be comfortable dealing with complex information and be confident in your judgement with the ability to be able to convince others of your decisions effectively, whilst also recognising the need for expert assistance when appropriate Considers the implications of actions in the unit on colleagues, stakeholders, colleagues potentially affected across the department and outside (e.g. Tribunals), and claimants. Personally demonstrating leadership in this area through the quality of service they deliver Behaviours Leadership : Ensure colleagues and stakeholders have a clear understanding of objectives, activities and time-frames. Take into account different individual needs, views, and ideas, championing inclusion and equality of opportunity for all. Consider the impacts of own and teams activities on stakeholders and end users. Role-model commitment and satisfaction with role. Recognise and praise the achievements of others to drive positivity within the team. Effectively manage conflict, misconduct and non-inclusive behaviour, raising with senior managers where appropriate. Working Together : Encourage joined up team work within own team and across other groups. Establish professional relationships with a range of stakeholders. Collaborate with these to share information, resources and support. Invest time to develop a common focus and genuine positive team spirit where colleagues feel valued and respect one another. Put in place support for the wellbeing of individuals within the team, including consideration of your own needs. Make it clear to all team members that bullying, harassment and discrimination are unacceptable. Actively seek and consider input of people from diverse backgrounds and perspectives. Making Effective Decisions : Understand own level of responsibility and empower others to make decisions where appropriate. Analyse and use a range of relevant, credible information from internal and external sources to support decisions. Invite challenge and where appropriate involve others in decision making. Display confidence when making difficult decisions, even if they prove to be unpopular. Consult with others to ensure the potential impacts on end users have been considered. Present strong recommendations in a timely manner outlining the consideration of other options, costs, benefits and risks. Seeing The Big Picture : Understand the strategic drivers for your area of work. Align activities to contribute to wider organisational priorities. Remain alert to emerging issues and trends which might impact your work area. Seek out and share experiences to develop knowledge of the teams business area. Understand how the strategies and activities of the team create value and meet the diverse needs of all stakeholders. Behaviours We'll assess you against these behaviours during the selection process: Leadership Working Together Making Effective Decisions Seeing the Big Picture Benefits Alongside your salary of 42,614, Department for Work and Pensions contributes 12,345 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. We also have a broad benefits package built around your work-life balance which includes: Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours. Generous annual leave at least 23 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. 1. Application & Sift Please provide last 3 years career history, this is for background and will not be scored This vacancy is using Success Profiles and will assess your Behaviours. The standards above are the minimum expectations for the role and only candidates with the strongest evidence will be invited to interview. In the event of a large number of applications, meeting the pass standard for the lead behaviour Leadership will determine if the other behaviours are scored. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview. Candidates will have to meet the standard for all behaviours to progress to interview. Each example must not exceed 250 words and you are advised to take advantage of the full word count. The Civil Service values honesty and integrity and expects all candidates to abide by these principles. Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Applications will be screened and if evidence of plagiarism or copying examples/answers from other sources is found, your application will be withdrawn. Internal DWP candidates may also face disciplinary action. The evidence you provide must relate to your own experiences. If evidence of plagiarism, or sharing of questions, information or answers throughout any part of the selection process is found, your application will be withdrawn. Examples of plagiarism can include: Presenting the work, ideas and experience of others as your own Copying content from an online/published source Using forms of Artificial Intelligence to produce application content which you present as your own. Sift and interview dates to be confirmed. 2. Interview Stage If you are successful at the sift you will be invited to a MS Teams interview. The interview will comprise of Behaviour-Based questions. The guidance on Success Profiles explains these selection tools. The Behaviours being assessed are detailed in the job advert. Behaviours: Leadership Working Together Making Effective Decisions Seeing The Big Picture Candidates invited to interview will receive theBehavioursquestions in advance of their interview. Please be aware these roles can only be carried out in the UK, not overseas, and your office base must be the Policy Group Hubs Quarry House, Leeds, LS2 7UA Appointments will be made to candidates in merit order. The Department is committed to promoting flexible ways of working, whilst enabling the business to operate at maximum efficiency and will expect colleagues to work from a blend of locations, including some time working at home, as required. Certain job roles may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home. This is a voluntary, non-contractual arrangement and your office will be your contractual place of work. The number of days that anyone will be able to work at home will be determined primarily by business need but personal circumstances and other relevant circumstances will also be taken into account. If you are successful, any opportunities for hybrid working, including whether a hybrid working arrangement is suitable for you, will be discussed with you prior to you taking up your post. The corporate hub location will be the designated place of work and any remote or home working arrangement does not constitute a change to your designated place of work or contractual Terms and Conditions. Further Information Find out more about Working for DWP A reserve list may be held for a period of 12 months from which further appointments can be made. Any move to DWP from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk If successful and transferring from another Government Department a criminal record check may be carried out. In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grscabinetoffice.gov.uk stating the job reference number in the subject heading. New entrants are expected to join on the minimum of the pay band. Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government. Reasonable Adjustment At DWP we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce. We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia. If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via DWPRecruitment.grscabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the Reasonable Adjustments section in the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional. If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section. Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. Feedback will only be provided if you attend an interview or assessment. Security Successful candidates must undergo a criminal record check. 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) .