23800 - Digital Manager

Business Area

Corporate Operations Group - Knowledge and Information Management

Role Title

Digital Manager

Terms of Appointment

Permanent

Band

SEO

Location

Northern Ireland or London

Erskine House, 20-32 Chichester St, Belfast BT1 4GF or

1 Horse Guards Road, London, SW1A 2HQ

Occasional travel between Belfast and London will be required.

Vacancy Manager

Mary Duggan

Applications Invited From

External Candidates and Existing Civil Servants on level transfer and promotion

New entrants to the Civil Service will be expected to join on the minimum of the pay range.

Existing Civil Servants will have their salary calculated in accordance with the Department’s pay on transfer / pay on promotion rules.

The national starting salary range is £42,914 The London starting salary is £49,325. Your salary will be dependent on your base location

BACKGROUND

The Northern Ireland Office supports the Secretary of State for Northern Ireland in promoting the best interests of Northern Ireland. We make sure that Northern Ireland interests are represented within the UK Government and that UK government responsibilities are fully and effectively represented in Northern Ireland. We are the centre of expertise on Northern Ireland issues across Government.

The Northern Ireland Office employs around 170 staff, with offices in Belfast and London. As a small Department, we adopt a flexible project-based approach to ensure that we have the right people, with the right skills, in the right place to support the delivery of our key objectives.

Due to our structure and size, we are able to offer extensive exposure to Ministers and the opportunity to work on a far wider portfolio of policy and responsibilities than might be the case in a larger department. This creates an interesting and stimulating work environment.

Our key priorities are set out in our Operational Delivery plan and include:

• Supporting greater inclusion, tolerance and openness in Northern Ireland
• Contributing to a safer Northern Ireland, where terrorist and paramilitary groups are less able to cause harm to communities
• Ensuring that governance in Northern Ireland is responsive, transparent and able to deliver effective public service.
• Addressing the legacy of the past in Northern Ireland

For more information about what we do:

Visit: .

ABOUT THE ROLE

The NIO's records cover a period of immense importance in the political life of the United Kingdom. From the imposition of direct rule in 1972, through to the signing of the Belfast / Good Friday Agreement in 1998 and beyond, all the key issues affecting the people of Northern Ireland are displayed in fascinating detail.

An exciting leadership opportunity has arisen within the Digital Team of the Knowledge and Information Management (KIM) team at the Northern Ireland Office (NIO). This role is pivotal to driving the Department’s commitment to innovation, openness, transparency, and compliance with Public Records legislation.

In our busy office, you will oversee the development and day-to-day management of our digital services. As our go-to expert, you will introduce new ways of working and technologies—including Google Workspace and AI tools—to keep us modern and efficient. If you are an inquisitive, driven leader who wants to help shape our digital future, this is a great environment for you.

Duties and Responsibilities

The main responsibilities of the role include but are not limited to:

• Strategic Leadership: Guide and improve how our teams use information and record-keeping tools, ensuring everyone has the reliable support and services they need to work effectively.
• Process Improvement: Design and oversee the key stages of an employee's journey—from onboarding to offboarding—making sure our processes for data security and information management are efficient and well-managed.
• Training & Capability: Lead the strategy for how we train our staff to use digital tools, specifically driving the adoption of Google Workspace, Gemini, and our Content Management systems.
• Collaborative Governance: Work closely with partners across the Knowledge and Information Management team and the wider government to align our goals, manage information risks, and promote best practices.
• Data Innovation: Lead projects to move data from older legacy systems to modern platforms, establishing clear standards that ensure our information is accurate and easy to use.
• Strategic Partnerships: Act as the main contact for our relationship with The National Archives (TNA), planning and managing the transfer of our digital records to meet national standards.
• Line Management & Team Leadership: Directing, upskilling, and managing digital team staff to maintain high performance, establish clear goals, and optimise resource deployment in line with departmental standards.
• Operational & Contract Delivery: Oversee or assist with the operational management of digital assets, third-party IT/digital contracts, and associated service delivery budgets to ensure value for money.

Essential Criteria

The post holder will need to demonstrate the following in their application and at interview:

• Proven experience leading digital technology initiatives or information systems management within a complex, fast-paced corporate environment.
• Proven communication and stakeholder management skills, with a demonstrable ability to influence senior leadership, manage third-party suppliers or operational contracts and deliver complex technical briefings clearly.
• Advanced technical knowledge of digital record-keeping architecture, information compliance frameworks, and systems integration.

Desirable Criteria

• Extensive experience designing and managing the full lifecycle of digital and paper records, with deep technical knowledge of sensitivity review.
• Understanding the application of the Public Records Act 1957 and 1968, Freedom of Information Act 2000, and GDPR / Data Protection Act 2018.
• An accredited postgraduate Information Management / Governance Qualification.

BEHAVIOURS

We will assess you against the following Success Profiles behaviours for the SEO level during the application sift and interview process:

• Managing a Quality Service (Lead Behaviour): Work with senior stakeholders to establish departmental priorities and digital performance metrics. Anticipate operational risks, identify systemic flaws, and dynamically shift resources to maintain excellent delivery.
• Making Effective Decisions: Clarify your department's thoughts and plans regarding digital data; sit comfortably with complexity, and choose the best course of action using comprehensive evidence and digital insights.
• Working Together: Build influential professional networks across department boundaries and external bodies (like TNA). Foster an inclusive, high-performing environment where diverse perspectives are integrated into digital delivery.
• Delivering at Pace: Ensure the digital team's efforts remain focused on critical departmental priorities. Act as a role model for efficiency, driving a culture of continuous digital innovation while operating strictly within legislative boundaries.

Please note that in the event of a large number of applications being received we may run the initial sift on the lead Behaviour, which is Managing a Quality Service.

EXPERIENCE

Please provide a CV and statement of suitability no longer than 500 words outlining how you meet the essential and desirable criteria. Both will be used in order to assess any demonstrable experience, career history and achievements that are relevant to the role.

Your statement of suitability needs to set out evidence of how your experience meets the requirements set out above. Your layout is entirely your preference; you may choose narrative, bullets, etc. One narrative example may cover the requirements needed. You don’t have to explain the whole process, just what you have done and the skills and experience you have used. Share with us what makes you suited to this role and why. What you can do, the skills you have that are transferable and the life experience or passion you have that are linked to this role.

If you don’t have work-based examples then give examples from school/college, clubs, volunteering or other activities you have been involved in.

You will also be asked to complete a CV with details of your education, professional qualifications, previous skills and full employment history. Your CV will not be formally assessed so please put the main evidence of your skills into your personal statement. Your CV will be used to add context to your personal statement.

More information on behaviours and success profiles can be found here.

Please note that in the event of a large number of applications being received we may run the initial sift on the lead Behaviour.

INTERVIEW

You will be assessed against the same behaviours at the interview stage and will be asked to provide examples of how you have demonstrated the behaviours. Technical skills may also be assessed during the interview.

It may help to use one or more examples of a piece of work you have completed or a situation you have been in and use the WHO or STAR model to explain:

• WHO- What it was? How you approached the work/situation? What the Outcomes were, what did you achieve? or
• STAR- What was the Situation? What were the Tasks? What Action did you take? What were the Results of your actions?

STRENGTHS

It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this.

If you do not have work-based examples then please give examples from school/college, clubs, volunteering or other activities you have been involved in.

All applications for employment are considered strictly on the basis of merit.

OFFER

Once all interviews have been completed, you will be notified of the outcome by email. Offers will be made in strict merit order to the highest scoring candidate first.

The successful candidate will be notified of a start date following successful security checks.

Additional information received after the closing date will not be considered. Failure to provide sufficient information in support of an application prior to the closing date will not be considered as grounds for an appeal if an applicant is not shortlisted for interview.

SECURITY CLEARANCE

This role requires National Security Vetting given the access to sensitive information afforded by the job role. You can find more information by reviewing the information held in the following links:

United Kingdom Security Vetting: Applicant - GOV.UK (www.gov.uk)

The vetting charter - GOV.UK (www.gov.uk)

In addition, there is a minimum UK residency requirement set by the Cabinet Office which is dependent on the security level required for the role.

This role requires SC and to be eligible to apply for this role you must have been resident in the UK continuously for the past 5 years

Neither Detached Duty terms nor relocation costs will apply to this post.

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 for more information on appropriate and inappropriate use.

FURTHER INFORMATION

Further information about the post may be obtained from Mary Duggan ([email protected])

All applications for employment are considered strictly on the basis of merit.

This job description should not be taken as constituting conditions of employment.

Please note that due to the high interest in NIO opportunities, feedback cannot be given if you are unsuccessful at the sift stage. Feedback is available on request if unsuccessful following the interview.

COMPLAINTS

The Civil Service Code sets out the standards of behaviour expected of civil servants. Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles.

Please contact SSCL ([email protected]) in the first instance. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages:

RESERVE LISTS

In the event that the advertised post following interview, identifies more appointable applicants than available posts, we may hold applicant details on a merit/reserve list for a period of 12 months from which further future appointments can be made. Candidates placed on a reserve list will be informed of this. Those candidates who do not wish to remain on the reserve list should contact

[email protected] to be removed from the reserve list.

ADDITIONAL INFORMATION

Working Arrangements & Further Information

The NIO 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 NIO 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.

Flexible working hours

The NIO offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. NIO 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 NIO’s Flexible Working policy.

BENEFITS

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension
• 25 days annual leave, increasing to 30 days after five years service.
• Public Holidays
• Season Ticket Advance

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 UK or Childcare Choices. You can determine your eligibility at .
• 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 Shared Service Connected Ltd (0845 241 5358 (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, we 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. We 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 see our Disability Confident Scheme Frequently Asked Questions webpage.

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 SSCL Recruitment Enquiries Team.

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 and the Civil Service Diversity and Inclusion Strategy.

Interview dates

Date(s) TBC

Closing Date:

16/11/2026, 23:55 hours.

Contact information

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail [email protected]