The ONS operates a flexible hybrid working model across the UK, with colleagues linked to one of our contractual locations working between office and remote throughout the week. The locations for this role are Newport and Titchfield (Fareham).
All colleagues are required to work from their contractually allocated site for at least 40% of their working time.
The induction process for the role will be conducted in person.
Job Summary
The Office for National Statistics (ONS) is the UK's largest producer of official statistics, covering a range of key economic, social and demographic topics. These include measuring changes in the value of the UK economy, estimating the size, geographic distribution and characteristics of the population, and providing indicators of price inflation, employment, earnings, crime and migration.
This role sits within the Skills, Development and Employee Experience (SDEE) Division, part of the People and Business Services (PBS) Directorate. SDEE plays a key role in building the capabilities ONS needs—now and in the future—by offering a wide range of learning, development, and employee experience services.
As the Senior Civil Servant (SCS) Performance and Talent Lead, you will lead a high-impact portfolio focused on performance and talent management for senior leaders. Working closely with the Cabinet Office and ONS leadership, you'll ensure compliance with government frameworks, develop tailored guidance, and drive engagement across the organisation.
You'll also lead ONS-specific talent initiatives, supporting both senior and delegated grades, and help embed innovative approaches to talent development that support our strategic goals.
Job Description
In this role, you will shape a high-performing, future-ready senior leadership team by leading the end-to-end SCS performance and talent management process, ensuring alignment with Cabinet Office requirements and delivering timely, high-quality outcomes. You will equip senior leaders with the tools, guidance, and support needed for effective performance and talent management, while facilitating future-focused development.
Alongside leading internal talent initiatives such as the ONS Enterprise Leaders Programme and Grade 6 & 7 Talent Reviews, you will contribute to cross-government talent programmes and represent ONS in key networks.
*Role Responsibilities:*
* Lead and coordinate the annual SCS performance management cycle, including timely, high-quality moderation and reporting of end-year performance data.
* Provide expert guidance and collaborate regularly with senior stakeholders across ONS and wider government.
* Produce high-quality briefing materials to support senior leaders in delivering performance and talent activities.
* Drive innovation and continuous improvement in SCS performance and talent practices.
* Design and deliver the Grade 6 & 7 Talent Review and organisation-wide succession planning approach, ensuring strong and diverse pipelines into senior roles.
* Develop and manage the annual Enterprise Leaders Development Programme, aligning with organisational needs and external trends such as AI and economic landscapes.
* Refresh and enhance ONS' Career Conversations and Talent Management toolkit.
* Support cross-government talent schemes (e.g. Future Leaders and Senior Leaders programmes), including participant engagement and selection.
* Act as ONS' representative in the cross-government Heads of Talent network.
* Provide direct line management to the HEO SCS Performance and Talent Manager, offering clear direction, support, and development opportunities.
In this role, you will shape a high-performing, future-ready senior leadership team by leading the end-to-end SCS performance and talent management process, ensuring alignment with Cabinet Office requirements and delivering timely, high-quality outcomes. You will equip senior leaders with the tools, guidance, and support needed for effective performance and talent management, while facilitating future-focused development.
Alongside leading internal talent initiatives such as the ONS Enterprise Leaders Programme and Grade 6 & 7 Talent Reviews, you will contribute to cross-government talent programmes and represent ONS in key networks.
*Role Responsibilities:*
* Lead and coordinate the annual SCS performance management cycle, including timely, high-quality moderation and reporting of end-year performance data.
* Provide expert guidance and collaborate regularly with senior stakeholders across ONS and wider government.
* Produce high-quality briefing materials to support senior leaders in delivering performance and talent activities.
* Drive innovation and continuous improvement in SCS performance and talent practices.
* Design and deliver the Grade 6 & 7 Talent Review and organisation-wide succession planning approach, ensuring strong and diverse pipelines into senior roles.
* Develop and manage the annual Enterprise Leaders Development Programme, aligning with organisational needs and external trends such as AI and economic landscapes.
* Refresh and enhance ONS' Career Conversations and Talent Management toolkit.
* Support cross-government talent schemes (e.g. Future Leaders and Senior Leaders programmes), including participant engagement and selection.
* Act as ONS' representative in the cross-government Heads of Talent network.
* Provide direct line management to the HEO SCS Performance and Talent Manager, offering clear direction, support, and development opportunities.
Person specification
*Essential Criteria*
* Strategic Relationship Builder – Proven ability to foster strong, collaborative partnerships across teams, departments, and external stakeholders, including senior leaders, to drive meaningful engagement and deliver talent and performance strategies that are aligned to business priorities.
* Excellent Communicator – Skilled in facilitating high-impact engaging sessions such as talent reviews and leadership development programmes to large audiences, influencing and driving action through clear, confident communication.
* Data-Driven Decision Maker – Strong analytical capability with a keen eye for interpreting performance and talent data to inform strategic direction and support evidence-based decisions.
* Organised and Agile Leader – Highly proactive and structured, with the ability to manage multiple priorities and lead complex work streams—from performance cycle delivery to talent development and capability building—both independently and through cross-functional collaboration.
* Resilient Problem Solver – Comfortable navigating complex challenges in the talent and performance space, offering practical, outcome-focused solutions that balance business needs with employee experience.
* Trusted Professional – Experienced and trusted in handling sensitive information with discretion and integrity, maintaining the highest standards of confidentiality, accuracy, and ethical practice.
* Qualified by Experience or Certification – Brings credibility and expertise in people strategy and development, whether through Chartered Institute of Personnel and Development (CIPD) Level 5 or equivalent practical experience.
Behaviours
We'll assess you against these behaviours during the selection process:
* Communicating and Influencing
* Delivering at Pace
* Leadership
* Seeing the Big Picture
* Working Together
Alongside your salary of £41,364, Office for National Statistics contributes £11,983 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
The Office for National Statistics is part of the Civil Service, and as such we share a number of key benefits with other departments, whilst also having our own unique offerings to support our valued colleagues across the organisation.
Whether you are hearing about us for the first time or already know a bit about our organisation, we hope that our careers site will give you a great insight into the benefits and facilities available to our colleagues, and our fantastic working culture.
Inclusion & Accessibility
At ONS we are always looking to attract the very best people from the widest possible talent pool, and we are proud to be an inclusive, equal opportunities employer. As a Disability Confident Leader we're committed to ensuring that all candidates are treated fairly throughout the recruitment process.
As part of our application process, you will be prompted to provide details of any reasonable adjustments to our recruitment process that you need. If you would like to discuss any reasonable adjustments before applying, please contact the recruitment team in the first instance.
If you would like an accessible version of any of the attachments or recruitment documents below or linked to in this advert, please contact the recruitment team who will be happy to assist.
Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.
*Security Clearance:
The requirement for SC clearance is to have been present in the UK for 3 consecutive years immediately prior to applying.*
A lack of UK residency in itself is not always a bar to security clearance but the Department will need to consider eligibility by exception on a case-by-case basis. You will be asked to provide information regarding your UK residency during your application, and failure to provide this will result in your application being rejected.
If you are unsure that you meet the eligibility above, please read the information available on on this
link
, or contact the recruitment email on the advert before applying to discuss, as failure to meet the residency requirements will result in your security clearance application being rejected and any offer of employment being withdrawn.
At the point of SC application, you will need to provide or give access to the following evidence:
* Departmental or company records (personnel files, staff reports, sick leave reports and security records)
* UK criminal records covering both spent and unspent criminal records
* Your credit and financial history with a credit reference agency
* Security Services records
*Artificial Intelligence (AI):*
Artificial intelligence software such as ChatGPT, Claude, Copilot and Gemini are powerful tools that can create and review text in ways that mimic what people can do. These tools can help you enhance your application and prepare for the process, but it is essential you use them appropriately.
They must also not be used to provide misleading or false information at any stage of the application journey.
It is also important to understand that while AI can help you prepare for an interview, you must not use it to produce responses during an interview.
For full guidance in relation to the use of AI through the recruitment process, please click here.
*Application Process:
Number of Stages: 2 stage process
Stage 1:*
Application
Stage 2:
Interview
Stage 1 – Application
The assessment process at the application stage will be based on your work history, skills, experience, CV, and personal statement. It is important that your application is tailored to highlight the skills, knowledge, and experience relevant to the role.
Your personal statement should be no longer than 1250 words. You should provide evidence for each essential skill criterion listed in the person specification. As these criteria are scored, it is advisable to give clear examples for each one, including the impact of your actions, ideally utilising the STAR technique (Situation, Task, Action, Result).
Please note that Success Profiles Behaviour examples are not required at this stage of the application process.
In instances where a high number of applications are received, the sift pass mark may be adjusted, and candidates will be invited to interview based on merit order, i.e., those with the highest scores.
Stage 2 – Interview
If invited to interview, you will be assessed using techniques aligned with the Civil Service Success Profiles framework, covering all behaviours listed in the job advert.
A presentation will be be required at interview.
Interviews will be held virtually via Microsoft Teams.
A reserve list may be held for a period up to 12 months from which further appointments may be made.
Sift
- 16th & 17th October 2025
Interviews
- 28th & 29th October 2025
Dates are subject to change
For the full terms and conditions of the post, please see attachment below.
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 and Experience.
Security
Successful candidates must undergo a 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 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 : Laura Harris
* Email :
Recruitment team
* Email :
Further information
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 If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission