Director, North Sea Transition
Description
- Job grade: SCS Pay Band 2
- Contract type: Permanent
- Business area: Economy, International and Security Group – North Sea Transition Directorate
- Type of role: Policy, Senior leadership, Other
- Working pattern: Full-time, Job share
- Number of jobs available: 1
Location
The Department operates a discretionary Hybrid Working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home based location for 40-60% of the time. Senior Civil Servant (SCS) staff are expected to aim for closer to 60% of the time at an office or non-home based location over the accounting period.
About the job
Job summary
This is a high-profile leadership role at the heart of delivering the Government’s energy security and net zero priorities, and specifically, driving forward the Government’s approach to securing a fair, managed and prosperous transition for the North Sea.
The postholder will lead policy and delivery across upstream oil and gas, offshore energy transition and coal legacy, with a strong focus on delivering manifesto commitments, providing effective sponsorship of arm’s-length bodies, and managing significant financial, commercial and delivery risks. The role combines strategic policy leadership, complex stakeholder management and operational delivery in areas of high ministerial, parliamentary and public interest. The postholder will provide strategic advice to Ministers on the future of the UK’s offshore energy sector.
Reporting to Jonathan Mills, Director General for Economy, International and Security, the postholder will lead the North Sea Transition Directorate (currently 36 staff but likely to grow)
Job description
The Director will:
- Lead delivery of ministerial and manifesto commitments across the upstream oil and gas portfolio, including implementation of the Government’s plans for the future of the North Sea and the development of the new oil and gas licensing framework.
- Set the strategic direction for managing the transition of the North Sea as domestic oil and gas production declines, balancing energy security, jobs, investment, communities, supply chains and the transition to clean energy.
- Lead the department’s engagement with the oil and gas industry, offshore workers, trade unions, investors, the Scottish Government, local leaders and other partners, with a particular focus on Aberdeen and the wider North Sea economy.
- Oversee policy on the resilience and orderly evolution of the upstream oil and gas sector, including the management of significant business shocks, insolvencies, changes in ownership and risks to critical infrastructure, workers and supply chains.
- Provide effective sponsorship of the North Sea Transition Authority and support its evolving role in enabling a fair, managed and prosperous transition. The postholder will undertake senior departmental responsibilities in relation to the NSTA’s governance, including serving as Shareholder Director on its Board, subject to confirmation.
- Lead work to support investment, skills, good jobs and UK supply-chain opportunities arising from the transition, working across government and with industry to secure tangible benefits for workers and communities.
- Implement commitments relating to coal and fracking, oversee the management of historic coal liabilities through sponsorship of the Mining Remediation Authority, and ensure effective delivery of coal health and pensions arrangements, with strong governance, commercial control and value for money.
- Provide visible, inclusive leadership to a multidisciplinary directorate and work closely with other DESNZ groups, HM Treasury, the Cabinet Office, regulators and delivery partners.
Person specification
Essential skills, experience and qualifications
- Senior leadership: Proven experience leading large, multi-disciplinary teams, and building an inclusive, friendly, high-performing culture
- Strategic delivery: Ability to set clear direction, prioritise, and deliver outcomes in complex, high-profile environments with high ministerial interest.
- Stakeholder management and communication: Excellent policy judgement and strong influencing skills with ministers, Arms-Length Body (ALBs)/regulators and cross-Whitehall partners, and with senior oil and gas industry leaders, and a collegiate and collaborative mindset.
- Change and improvement: Track record of leading transformation and improving productivity, including thoughtful use of evidence and digital tools. Ability to tackle issues with rigour, kindness and empathy.
- Stakeholder management and communication: Excellent policy judgement and strong influencing skills with ministers, ALBs/regulators and cross-Whitehall partners, and with senior oil and gas industry leaders, and a collegiate and collaborative mindset.
- Financial, commercial and governance: Strong Programme and Project Management (PPM) management, contract oversight, risk management and assurance; confidence managing public money, risk and assurance frameworks.
Desirable skills, experience and qualifications
- Policy or operational experience in areas related to oil, gas or coal.
Benefits
Benefits
Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the Department and wider Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead. You’ll benefit from a wide range of training and development opportunities, regular performance and development reviews to ensure this development is ongoing. As a Civil Service employee, you’ll be entitled to a large range of benefits.
This includes
25 days annual leave on entry, increasing on a sliding scale to 30 days after 5 years’ service. This is in addition to 8 public
holidays and one days leave for the King's birthday;
A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire;
Flexible working patterns including part-time or term-time working and access to Flexible Working Schemes allowing you to vary your working day as long as you work your total hours;
Generous paid maternity and paternity leave which is notably more than the statutory minimum offered by many other employers;
Interest-free loans allowing you to spread the cost of an annual travel season ticket or a new bicycle;
Occupational sick pay.
Working Arrangements
This role is available for full-time or job share. However, any specific arrangements should be discussed with the vacancy holder. Some travel around the UK (including specifically to London and Aberdeen) will be required.
The Department operates a discretionary Hybrid Working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home based location for 40-60% of the time. Senior Civil Servant (SCS) staff are expected to aim for closer to 60% of the time at an office or non-home based location over the accounting period.
Pension
Your pension is a valuable part of your total reward package where the employer makes a significant contribution to the cost of your pension.
Your contributions come out of your salary before any tax is taken. This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire.
For more information, visit
Leave Allowance
Full time new entrants to the Civil Service and those Civil Servants on
modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years’ service.
In addition to this you are entitled to 8 public/bank holidays. The allowance is pro-rated for part-time staff.
With competitive maternity, paternity and parental leave we also recognise the importance of a good work-life balance and offer flexible working and a family friendly approach to work.
Civil Servants taking up appointment on promotion will adopt the modernised Civil Service terms and conditions which came in to effect from 1 July 2013. Existing Civil Servants appointed on level transfer will retain their existing terms and conditions.
Training and Development
The Department offers engaging jobs in work that really matters;
jobs which have a direct impact on the quality of public services. Roles can offer great job satisfaction and there are many opportunities to develop and progress both within the Department and across the wider Civil Service.
We are committed to investing in our staff and offer a range of work based training and qualifications, coaching and mentoring opportunities and a guaranteed five days of learning a year.
Other Benefits
Any move to DESNZ 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:
Interest free season ticket and bicycle loans may be available.
Some sites also offer onsite facilities including fitness centres and staff canteens.
Things you need to know
Artificial intelligence
Selection process details
To apply for this post please follow the instructions on the CS Jobs website by no later than 15 November 23:55. As part of the application process, you are asked to complete the following:
1.CV - Your CV should be no longer than two pages and cover your career history, skills and achievements. This should not be just a list of posts but rather details of the responsibilities you held, the scale of the role and what you delivered for each post. Detailing your achievements in this way will help the hiring manager understand the true depth of your experience and differentiate your application at shortlisting.
2.Personal Statement - Your statement is not a cover letter for your CV, rather it's your chance to showcase how you meet each of the essential and desirable criteria for the role, as outlined in the role advert. The vacancy holder will be looking for specific examples of your work that demonstrates how you meet the criteria. Please keep this to no more than 1000 words.
3.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.
Recruitment Process – Assessment & Interview
1.Assessment - Staff Engagement Exercise – Shortlisted candidates will be invited to undertake an assessment as part of this recruitment prior to a final interview panel. This gives you an opportunity to meet with prospective colleagues and stakeholders, providing you with an insight into the culture and ethos of DESNZ. These assessments will not result in a “pass” or “fail” decision. Rather, they are designed to support the panel’s decision making and highlight areas for the panel to explore further at interview.
2.Final Interview - the panel intend for final interviews to take place in-person in London. To best prepare for your interview you should build on the information you have provided in your application, developing examples of how you meet the requirements for the role. Ahead of your interview you may be asked to prepare a presentation on a topic related to the role and deliver this at the start of the interview. Feedback will only be provided if you attend an interview.
Arrangements for interview
We are planning for the final selection panel interview to be held in person in London. You will receive full details in your invite.
Following your interview, you’ll receive the interview outcome and feedback within 2 weeks; successful candidates move to the offer and onboarding phase. If you meet the required standard but are not the top candidate, you will be placed on a Reserve List for up to 12 months for potential future similar roles. If unsuccessful, we recommend utilising the feedback to help guide your future job search and upskilling efforts.
Indicative Timeline
Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know by contacting [email protected]. Please ensure you quote the job title and reference number in your email.
- If candidates are required to prepare a presentation for their interview, you will be given at least one week’s notice of the subject.
- Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance.
Candidates are asked to note the timetable, exercising flexibility through the recruitment and selection process. The anticipated timetable is as follows:
Advert Closing Date – 23:55, 15th November 2026
Shortlist Announcement – w/c 23rd November 2026
Assessments – w/c 7th December 2026
Interviews – w/c 14th December 2026
Reserve lists
If you perform well at interview, meeting the standard required for the role, but are not the top candidate in merit order you will be added to a Reserve List for up to 12 months. Being on a Reserve List will give you the potential opportunity to be offered a role which is the same or very similar without going through the full recruitment process again, should one become available.
Civil Service Commission
Selection for appointment to the Civil Service is on merit, on
the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.
In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance you should contact; [email protected].
Alternative Formats
If you wish to receive a hard copy of the information, or in an alternative format e.g. Audio, Braille or large font then please contact:
If you are unable to complete your application online, and need assistance, we may be able to put a reasonable adjustment in place to help.
If this is the case, please contact us at: [email protected] and we will look into this situation for you.
Please note we are unable to accept any applications after the closing date, if you require a reasonable adjustment, please let us know prior to the closing date.
Further Information
If you have any questions about applying for this role or want to discuss the role further with the vacancy holder, please contact:
Please ensure you quote the job title and reference number in your email.
Feedback will only be provided if you attend an interview or assessment.
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
See our vetting charter (opens in a new window).
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
Working for the Civil Service
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).
Diversity and Inclusion
Apply and further information
Contact point for applicants
Job contact :
- Name : SCS Recruitment Team
- Email : [email protected]
Recruitment team
- Email : [email protected]
Further information
Attachments
| 20261023 North Sea director job specification (1) Opens in new window (pdf, 1965kB) |
| 484820 Director, North Sea Transition Accessibility Pack Opens in new window (docx, 32kB) |
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