Head of Security Policy

Please note that for candidates requesting to work in Newcastle, this role will be based at Benton Park View from September 2025, and then at 1 Pilgrim Place in Newcastle city centre by the end of 2027.

Blackpool, Birmingham, Leeds, Manchester, Cardiff, Glasgow, Newcastle-upon-Tyne, Sheffield.

Job Summary

DWP’s security policies define the measures that help to protect DWP, its infrastructure and its staff from physical, personnel and cyber threats. These policies are continuously under review to ensure they are fit for purpose, take account of emerging risks and threats, and support the business in achieving its objectives securely.

In addition to ensuring DWP’s security policies are regularly reviewed and updated, and keeping pace with the ever-changing risk landscape, the team works closely with a range of projects and initiatives across DWP, in ensuring compliance with security policies is embedded within new technologies and processes, by design.

Security Policy Team sits within Security Policy and Central Services (SP&CS) area of Security & Data Protection

Job Description

This role is to develop, adapt, and manage a suite of security policies on behalf of the department, ensuring alignment with other key areas of the security profession (such as Risk Management) whilst also taking into account the evolving requirements of the department to fulfil its strategic objectives.

The Role Involves Working Across The Security Community, Digital And The Wider Department To Oversee The Development, Delivery And Embedding Of Our Policies , And Ensuring Compliance With Them. A Summary Of The Role Requirements As Follows:

• Lead the development, delivery and maintenance of a framework of security policies to address each aspect of DWP’s security needs, working with specific internal and external expert domains
• Ensure the Departmental security policy portfolio complies with security obligations, statutory requirements, industry developments, best practice and international standards, and legal obligations and is continually evolving to enable the selection of appropriate security controls and respond to emerging threats and risks
• Lead the policy portfolio review process, ensuring reviews are undertaken as scheduled
• Lead the development, consultation and launch of new policies as required.
• Oversee the governance of security policy and standards, through Policy and Standards Review Groups and regular reporting to Senior Leadership Team and other relevant governance boards.
• Ensure the Security Policy team has the skills, capability and resource to provide advice and support to the business regarding security policy matters.
• Continually strive to improve the profile and visibility of security policies across DWP, working in partnership with business areas and other security functions
• Demonstrate leadership qualities by applying a consistent vision, energy and drive that motivates the team to meet business objectives, setting them in the context of wider security and Departmental objectives
• Create and champion an environment of continuous improvement across the team, where learning from feedback, security risks, events, incidents, investigations and trends becomes integral, “security by design” and processes.
• Build peer and senior relationships that lead to proactively contributing and feeding information into the senior leadership team.

Please note this role may include travelling and occasional overnight stays.

This role is to develop, adapt, and manage a suite of security policies on behalf of the department, ensuring alignment with other key areas of the security profession (such as Risk Management) whilst also taking into account the evolving requirements of the department to fulfil its strategic objectives.

The Role Involves Working Across The Security Community, Digital And The Wider Department To Oversee The Development, Delivery And Embedding Of Our Policies , And Ensuring Compliance With Them. A Summary Of The Role Requirements As Follows:

• Lead the development, delivery and maintenance of a framework of security policies to address each aspect of DWP’s security needs, working with specific internal and external expert domains
• Ensure the Departmental security policy portfolio complies with security obligations, statutory requirements, industry developments, best practice and international standards, and legal obligations and is continually evolving to enable the selection of appropriate security controls and respond to emerging threats and risks
• Lead the policy portfolio review process, ensuring reviews are undertaken as scheduled
• Lead the development, consultation and launch of new policies as required.
• Oversee the governance of security policy and standards, through Policy and Standards Review Groups and regular reporting to Senior Leadership Team and other relevant governance boards.
• Ensure the Security Policy team has the skills, capability and resource to provide advice and support to the business regarding security policy matters.
• Continually strive to improve the profile and visibility of security policies across DWP, working in partnership with business areas and other security functions
• Demonstrate leadership qualities by applying a consistent vision, energy and drive that motivates the team to meet business objectives, setting them in the context of wider security and Departmental objectives
• Create and champion an environment of continuous improvement across the team, where learning from feedback, security risks, events, incidents, investigations and trends becomes integral, “security by design” and processes.
• Build peer and senior relationships that lead to proactively contributing and feeding information into the senior leadership team.

Please note this role may include travelling and occasional overnight stays.

Person specification

The right candidate for this role will be able to demonstrate:

• Experience of industry standards and relevant legislation for information security policies and control frameworks such as the ISO27000 series, NIST, GDPR and the legal and regulatory framework in which they operate would be desirable
• Experience in the concepts and application of information security, and of current IT security, with practical experience of information risk principles and technologies, with the ability to explain the purpose and provide advice and support.

Security Check (SC) clearance; candidates without must be willing to undergo security vetting.

Behaviours

We'll assess you against these behaviours during the selection process:

• Leadership
• Communicating and Influencing
• Managing a Quality Service
• Seeing the Big Picture

Alongside your salary of £75,026, Department for Work and Pensions contributes £21,735 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).

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, term-time working, flexi-time and compressed hours.
• Generous annual leave – at least 23 days on entry, increasing up to 30 days over time (pro–rata 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 year’s 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 Women’s Network, National Race Network, National Disability Network (THRIVE) and many more.

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, Strengths and Experience.

Stage 1 – Application and Sift

As part of the application process, you will be required to submit:

• A completed application form, including your employment history, education, professional qualifications and relevant achievements.
• A CV and a personal statement of a maximum 1000 words demonstrating how you meet the criteria.
• The sift panel will assess your application against the criteria, using the information provided in your employment history and personal statement.
• We will also assess the following behaviours at interview:
• Leadership
• Communicating and influencing
• Managing a Quality Service.
• Seeing the Big Picture
  

Due to DWP’s use of anonymised recruitment practices it is not possible for applicants to upload/attach a CV; any information that you would customarily share on a CV should therefore be entered onto the application form. Please ensure you provide sufficient information to enable the sift panel to make an informed judgement about your suitability for this role.

IMPORTANT INFORMATION

Please include all other information that you would customarily provide when presenting a CV/Personal statement, as the sift panel use this information to assess your application.

DWP operates an anonymised recruitment process. When entering information relating to your employment history you will be asked to remove any personal details that could be used to identify you. This relates to name and contact details which might usually appear on your CV/Personal statement. Failure to do so will result in your application being withdrawn.

Strength based questions

A series of strength-based questions designed to explore what you enjoy doing, how you naturally approach situations and where you are most likely to perform at your best.

Formal Interviews will be held face to face in Manchester.

Further Information

At the Department for Work and Pensions (DWP) we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.

Find out more about working for DWP on the DWP Careers Hub.

Reserve List

A reserve list may be held for a period of 6 months from which further appointments can be made.

If you are placed on a reserve list but we cannot immediately offer you a post, please note:

• If you are later offered the role you applied for, in a location you have expressed a preference for, and you decline the offer or are unable to take up the post within a reasonable timeframe you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances (e.g. a contractual Part Time Working Pattern cannot be accommodated in the initial role offered or in cases of serious ill health).
• If DWP makes an offer of an alternative role or location to that which you originally applied for, and you decline that offer, you will be able to remain on the reserve list.

Disability Confident Scheme

If high application volumes are received, the benchmark for candidates to proceed to the next stage may be raised. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards.

Reasonable Adjustments

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 the Government Recruitment Service via [email protected] 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 you’re 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.

Integrity, plagiarism and Civil Service Principles

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.

Examples Of Plagiarism Can Include:

• Presenting the work, ideas and experience of others as your own
• Copying content or answers from an online or published source that is not your own

Disclosure and Barring Service and Internal Fraud Database Checks

To process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service or Disclosure Scotland 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 [email protected] stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email [email protected]

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 applicant’s 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.

If successful and transferring from another Government Department, a criminal record check will be carried out.

Important

New entrants are expected to join on the minimum of the pay band.

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. If you are a current employee and are successful you must be able to be released from your current post within four weeks.

Those on protected TUPE/ COSoP terms and conditions applying on promotion or voluntary permanent level move will adopt DWP’s Terms and Conditions and this may have a different impact on pay and allowances. Please review this prior to acceptance of a role.

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. Accepting a post will be taken to mean acceptance of revised terms & conditions.

Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary.

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 the Childcare Choices Website.

For further information on National Security Vetting please visit the Demystifying Vetting website.

Sift and interview dates to be confirmed.

Feedback

Feedback will only be provided if you attend an interview or assessment.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.

Security

Successful candidates must undergo a basic (or equivalent) 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.

Successful candidates must undergo a basic (or equivalent) 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.

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).

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 :

• Name : Nicola Storer
• Email : [email protected]

Recruitment team

• Email : [email protected]

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should in the first instance contact DWP by email: [email protected].

If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission. Click here to visit the Civil Service Commission.