Deputy Director Strategic Prioritisation & Insight Analysis

Compliance Strategy Delivery (CSD) Directorate is a small flexible directorate at the centre of the Customer Compliance Group. We are currently finalising an organisation design exercise to consolidate and focus on our core responsibilities.

This exercise has limited impact on the SCS1 roles at a high-level and the roles would be expected to maintain some flexibility. It does mean that part of this role in the rest of 2025-26 and through 2026-27 will be dedicated to building the wider directorate to meet new challenges and managing the change for the team and their stakeholders.

• Supporting the implementation of our strategic compliance commitment to deliver: (a) £10bn of additional tax receipts in 2029 to 2030 and (b) shift our compliance approach upstream to "Prevent and Promote" interventions.
• Delivering improved compliance outcomes in the future: (a) developing our approach to close the tax gap further and go beyond £10bn of additional tax and (b) continuing to develop our understanding and supporting others to focus on our future approach to compliance.
• We will shape the Enterprise approach to developing and agreeing compliance plans for 2025 to 2026 and 2026 to 2027 financial year, support colleagues, to understand risks, and embed compliance thinking in our approach.
• We will underpin our approach to delivery by investing in our people: supporting their development, improving the colleague experience, and providing the right business support to meet wider corporate objectives, reporting and risk management requirements.
• Leading the Strategic Prioritisation and Insight (SP&I) team, turning evidence and analysis into the insight needed to set strategic compliance priorities and ensuring that these drive decisions about what we do to tackle our most significant compliance risks and Close the Tax Gap.
• This means understanding data, its strengths and weaknesses, and making judgements about what that means and how it can support decision making. It also means continuing to develop our tools and approach to asking the right questions, improving the evidence available, and refining how we present key choices.
• Developing our approach to strategic prioritisation, setting out clear recommendations to support the CCG Senior Leadership Team and HMRC Executive Committee to set our compliance priorities to Close the Tax Gap.
• Working across HMRC to ensure those priorities are evidence based, building relationships with a wide range of analytical, operational and policy colleagues to understand the information available and synthesise that into actionable decisions.
• Support to colleagues across HMRC, including Accountable Risk Owners and Regimes Owners, to understand the risks they are responsible for managing including understanding longer societal and economic trends, to help prioritise and assess the appropriate approaches to manage those risks.
• Develop our tools to support decision making and insight, including the provision of strategic analysis, and build the evidence base through work with Knowledge, Analysis and Intelligence teams, to establish our key evidence priorities looking across compliance objectives and risks, considering the ease of gathering new data, and understanding how that could impact on CCG activities.
• Lead a small and agile team including analytical and policy capability. Create an inclusive team environment, with a focus on delivering objectives, supporting change and continuous development, encouraging cross-boundary working both across the department and within the Directorate.
• Play an active role in leading the directorate as part of the CSD Senior Leadership team, including taking responsibility for corporate leadership (potentially including things like people group, change lead, or business planning lead) for the Directorate, and providing cover and support to other teams in CSD.
• A Statement of Suitability (no longer than 2 pages demonstrating how your experience meets the essential criteria).

The panel will assess the evidence provided in your CV and statement. Candidates whose applications best meet the essential criteria will be selected for interview.

• Individual Leadership Assessment - a combination of psychometric assessments
• Staff Engagement Exercise - a presentation and Q&A with a representative staff group from across HMRC.

Assessments are designed to support the panel's decision making and highlight areas for further exploration at interview and do not result in a pass or fail decision.

You will attend a panel interview for a more in-depth discussion of your previous experience and professional competence. This will include a 5-minute verbal presentation (further information will be issued in advance).

Interviews are expected to take place virtually via Microsoft Teams.

All Criminal Record Checks applications are considered fairly in accordance with the DBS Code of Practice and the Recruitment of ex-offenders Policy.

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