21109 - Head of Change Delivery

Role: Head of Change Delivery

Business: Office of Public Guardian (OPG)

Location: National with frequent travel to Birmingham and Nottingham

Grade: G6

Salary: National: £71,381- £80,419 London: £75,674 - £85,257

Contract Type: Permanent

Minimum Hours: 37 Hours

Organisational Overview

The Office of the Public Guardian (OPG) helps people in England and Wales plan for their future by administering Lasting Powers of Attorney. We also have a role in supervising and investigating those who administer the affairs of those who may not have the mental capacity to make certain decisions for themselves, such as about their health and finance. We are an Executive Agency of the Ministry of Justice (MoJ), set up in 2007 following the introduction of the Mental Capacity Act of 2005.   

OPG is responsible for registering lasting powers of attorney (LPA) and enduring powers of attorney (EPA) and supervising deputies who are appointed by the Court of Protection.   

OPG is a fantastic place to work offering a range of development opportunities. The OPG is a disability confident employer and is committed to developing a supportive and inclusive environment that reflects the diverse community we serve.   

OPG is currently delivering an ambitious transformation programme. This will change the way we provide services and help us meet the growing needs of our users, partners and our stakeholders. It will make sure our users experience a better level of support and will help us to respond to the changing needs of society. Transformation will ensure we can better support adults at risk and create high-quality services that are accessible and affordable.  

Team Overview

This role sits within the Transformation Directorate, recognising its strategic importance in leading and delivering organisational change across OPG. While structurally part of Transformation, the post will be embedded within the Operations Directorate as the principal delivery partner for operational change, ensuring transformation is implemented effectively where it has the greatest impact.   

Operations is the largest directorate in OPG, with around 1,500 colleagues delivering the customer facing services that enable customers to make and register Lasting Powers of Attorney. The directorate also supervises deputies appointed by the Court of Protection to support people who lack capacity to manage their own affairs and investigates concerns about how those with legal responsibilities under this framework discharge their duties. 

Delivering change is fundamental to the continued success of Operations. Working in close partnership with operational leaders and colleagues across Transformation, this role will lead the implementation of change initiatives, ensuring they are embedded successfully, deliver intended benefits and support continuous improvement across operational services.   

The post reports directly to the Transformation Director, with a strong matrix reporting relationship to the Chief Operating Officer. This dual reporting arrangement reflects the role's strategic position within the Transformation Directorate while ensuring close alignment with operational priorities, delivery and business outcomes.  

Duties and Responsibilities

What are we looking for

OPG is undertaking a significant programme of transformation, fundamentally redesigning how we deliver services to our customers. Alongside major digital and service change, we are looking for an experienced senior change leader who can turn transformation into reality by working directly with our people, leaders and stakeholders to successfully implement change across the organisation.   

This is a hands on leadership role. We are looking for someone with significant practical experience of delivering complex organisational change at a senior level, who is equally comfortable engaging with frontline colleagues, influencing senior leaders and working alongside operational, policy, transformation and technical partners. They will provide the senior presence needed to build confidence, overcome barriers to change and ensure new ways of working are successfully embedded.   

Initially, the postholder will play a hands-on leadership role, personally driving change implementation while working through and alongside colleagues across OPG to build commitment, capability and successful delivery. As the organisation's transformation programme matures, the role will also provide broader oversight and assurance of change implementation, ensuring that change activity is coordinated, aligned to strategic priorities and delivers sustainable benefits for our people, customers and wider stakeholders.

Responsibilities of the Role

• Working with others, devise and deliver a detailed implementation strategy and timeline to ensure that our major transformation programmes are supported by the right people, in the right roles, at the right time, delivered in a way that aligns with OPG values and wider organisational priorities.
• Lead the people change workstream of OPGs large digital change programme which has significant change implications for the way our people work, numbers required in current roles and developing new capability working with wider colleagues.
• Working with Communications colleagues and senior leaders, devise and deliver an internal communications and engagement strategy to support implementation. This will involve personally leading staff forums and creating content for delivery by others.
• Work in close partnership with the Head of People Change and Transformation, Trade Unions and operational colleagues to ensure that people change arising from major transformation programmes aligns with the Strategic Workforce Plan, Target Operating Model and wider organisational change activity.
• Lead the implementation of agreed change plans to demanding timelines, ensuring high-quality outcomes for the business and our people. Delivery may be through your own activity or by influencing and coordinating colleagues, professional teams and workstreams where you have no direct line management responsibility.
• Lead organisational change readiness activity, identifying workforce risks, dependencies, organisational impacts and implementation pinch points, escalating these early and providing practical solutions to enable successful delivery.
• Own the successful landing and embedding of change within operational teams, supporting leaders and colleagues through periods of uncertainty and translating strategic intent into practical, workable change.
• Provide assurance to the Executive Team and OPG Board on implementation progress, organisational readiness, people impact, delivery risks and the successful embedding of change across the organisation.
• Strategic oversight of organisational change delivery, promoting a joined-up approach across OPG and helping to build the organisational capability and culture needed to deliver future transformation successfully.

Agreed Expectations

The successful candidate will be expected to work from their base location on a weekly basis in line with current Civil Service requirements, outside of any reasonable adjustments.   

This role will include regular travel to Birmingham and Nottingham. Other travel may be required to represent OPG at senior meetings and develop key stakeholder relationships on an occasional basis.   

OPG offers flexible working arrangements with potential opportunities to work from home. Flexible working arrangements are decided on a case-by-case basis and are dependent on business needs.  

Skills & Qualifications

Essential Skills:

• Experience of successfully leading, implementing and delivering complex organisational change at a senior level through collaboration, influence, partnership, including significant people change.
• Excellent communication and engagement skills, with the ability to build credibility and influence at all levels of the organisation.
• The ability to adapt plans and respond to changing priorities while maintaining confidence, pace and assurance for senior leaders and colleagues.
• A collaborative and inclusive leader who works effectively across organisational boundaries to deliver successful outcomes.

Briefing Session

We will be holding a briefing for prospective candidates on Friday 21st August 2026 between 11am – 12 noon, where we will provide an overview of the role, the organisational context, early priorities, anticipated challenges, and team culture. There will also be an opportunity to ask questions. If you are interested in attending this session, please use the following link:

https://teams.microsoft.com/meet/364125413793742?p=5rk6LcdSS0BZEPejgW

Application process

This recruitment will follow the Civil Service Success Profile process. Candidates will be expected to provide a:

• CV detailing their work experience and achievements. The CV should be no more than 2 sides of A4 and should be anonymised to remove personal details that could identify you.

• A Statement of Suitability of no more than 1000 words in support of your application explaining your suitability based on the responsibilities of the role, and the essential skills.

Interview Process

If you are successful at sift, you will be invited to an interview which will use the Civil Service Success Profiles. At interview, candidates should expect questions on:

Strengths relevant to the role

The following Behaviours at G6/7 level:

• Communicating and influencing
• Changing and Improving
• Seeing the Big Picture
• Leadership

A 5-minute presentation on your experience of delivering People change via Microsoft PowerPoint slides on people change, you may be asked questions on your presentation.

All interviews will be held remotely via MS Teams.

Feedback will only be provided if you attend an interview.  

Reasonable Adjustments

At OPG we consider all applications on the basis of merit and want you to feel able to demonstrate your full potential whatever type of assessment is used. If you require any reasonable adjustments for any aspect of the selection process, do not hesitate to get in contact with us.   

As a Disability Confident organisation, we will offer a guaranteed interview to candidates with a disability who meet the essential criteria for this role. If you are applying for a role within OPG and would like to be considered under the Disability Confident Scheme, please indicate this in your application and let us know of any reasonable adjustments you may require during the selection process.    

For further information on benefits of working for OPG, such as our Flexible Working Policy and a FAQ, please check the candidate information pack attached to this advert.

If your application for this role is unsuccessful, we may offer you an alternative role at the same or lower grade should one be available.

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

• A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
• Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
• For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
• Paid paternity, adoption and maternity leave.
• Free annual sight tests for employees who use computer screens.

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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

• To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]);
• To Ministry of Justice Resourcing team ([email protected]);
• To the Civil Service Commission (details available here)

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & 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 and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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) https://www.gov.uk/settled-status-eu-citizens-families
• 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) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.