Business Change Manager

Job summary

The start date for this role is from 1st April 2026.

As SFO’s Business Change Manager, you will play a pivotal role in embedding new systems and ways of working giving staff the tools they need to be effective and adopt new ways of working. Working with internal and external specialists, you will support the full range of Business Change activities across the end-to-end delivery of our enterprise level transformation projects including digital and AI transformation.

You will span several projects within our Transformation Portfolio and have responsibility for ensuring that significant, strategic change initiatives are delivered as seamlessly as possible, taking into account the needs of our people, our stakeholders and our business. Embedded into the project teams, you will either directly lead change management workstreams for our transformation projects or work as an individual contributor, directed by externally resourced change management experts, depending on the nature of the project.

You will work alongside your Transformation and Improvement Division colleagues, external delivery partners, and project SROs to ensure that the business change aspects of each project are well designed, planned and delivered.

Job description

Working to the SFO’s Change Framework, the Business Change Manager is accountable to the SRO and works closely with subject matter experts, the Project Manager, the Business Analyst/s and impacted colleagues to help drive the successful delivery of transformation and change at the SFO.

The Business Change Manager is responsible for:

• Supporting business case development, leading on sections relevant to the project’s the business change approach
• Leading on the business change activity by identifying, designing and delivering change management interventions that support colleague’s motivation, minimising negative impacts and maximising the effectiveness of the change, ensuring that change ‘sticks’.
• Leading on or supporting the design and delivery of each change initiative’s engagement strategy and plan. This involves:

1. 1. identifying and classifying stakeholders
   2. working closely with Internal Communications colleagues to ensure effective use of available channels (and the development of new ones as appropriate) as well as alignment to wider corporate communications
   3. working closely with the Project Manager to ensure the approach integrates well with the wider project plan and is delivered as planned and flexed as required to accommodate feedback from project boards and wider colleagues.
   4. creating and deploying communications materials / products as required.

• Conducting change impact assessments to define the teams and/or personas impacted by the planned changes to understand the impact on them as well as their change readiness, using these as an input to the overall change strategy for each project / initiative
• Developing strong relationships with the areas undergoing change and working jointly with the business and the rest of the project team to ensure business engagement, input and ownership of the changes. Acting as a key liaison between business teams and
  technical teams, ensuring change is understood and adopted.
• Establishing, leading and facilitating effective Change Champion networks for key business change initiatives and projects.
• Leading on or supporting the design and delivery of each change initiative’s training strategy and plan, analysing training needs and ensuring they are resourced and delivered to meet those needs those needs. Depending on the project, this may include
  session admin/logistics management, session support or session delivery.
• Monitoring and reporting progress against business change plans to the project team, ensuring change activities are implemented on time and to a high quality. This includes identifying and mitigating business change risks and escalating unresolved issues, risks and dependencies to the Project Manager and SRO as well as measuring the effectiveness of the change approach being followed and adjusting efforts as needed to achieve sustained change.
• Identifying, qualifying, updating, tracking and communicating business readiness criteria before implementation to inform go/no go decisions taken by the SRO and Project Board.
• Supporting transition to business as usual, ensuring that transition issues are identified, understood, prioritised and resolved.
• Considering Benefits Management in all Business Change activities and working with the Project Manager and stakeholders to identify and leverage benefits.
• Championing the use of best practice and providing expert advice for project team members.
• Working with the Business Analysis, Change and Improvement Lead and PMO colleagues to support development and continuous improvement of the Change Management toolkit.

Person specification

See above and attached Job Description

Behaviours

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

• Communicating and Influencing
• Working Together

Benefits

Alongside your salary of £41,484, Serious Fraud Office contributes £12,017 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Option to join the Civil Service pension scheme. For further details, click here http://www.civilservice.gov.uk/pensions

Generous annual leave provision of 25 days which increases to 30 days after five years’ service plus an additional day in recognition of the King’s Birthday and the option to buy or sell up to five days’ leave per year. Different terms may apply if you are already a Civil Servant.

Discretionary performance-related bonus scheme.

Interest-free season travel ticket, bicycle loan and cycle to work scheme.

Access to the Rental Deposit Salary Advance Scheme which assists employees in meeting the costs of deposits for privately rented homes.

Opportunities for learning and development.

Flexible working arrangements and family-friendly policies.

Voucher for eye care and discounted spectacles.

Access to a range of discounts through membership of the Civil Service Sports and Social Club, CSSC Sports and Leisure. http://www.cssc.co.uk/

Maternity and paternity leave provision over and above the statutory entitlements.

Access to My CPS Rewards Gateway. My CPS Rewards offers staff a range of rewards and savings including:

• Discounts with high street retailers
• Savings on grocery shopping at a range of supermarkets
• Special salary sacrifice and recognition schemes
• Reloadable gift cards and e-cards
• Instant vouchers

Any move to the Serious Fraud Office 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 https://www.childcarechoices.gov.uk/

Things you need to know

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 and Experience.

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

• A CV which outlines how your job history and/or qualifications meet the Essential Technical Criteria: Change Management practitioner qualification such as PROSCI or equivalent knowledge of change management principles, methodologies, and techniques including the ability to apply these to project delivery.

Technical Criteria is the lead criteria; this will be assessed first and candidates who do not meet the required standard will not have the remaineder of their application considered.

• A personal statement of up to 1,250 words in total. For each Essential Experience criterion, include one specific and detailed example. Please present your statement by listing each criterion as a heading, with your corresponding example directly below. Different examples may be used for each criterion.

It will not be possible to provide feedback to applicants who are unsuccessful at the application stage.

Interview stage

Working Together and Communicating and Influencing Behaviours will be tested at interview, along with Essential Experience.

Full details of the interview process will be made available to shortlisted candidates in the invite to interview.

Sift to take place from 25th February

Interviews are expected to take place on 11th March via MS Teams.

All dates are indicative and subject to change.

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

Security

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.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

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 : People@sfo.gov.uk
• Email : People@sfo.gov.uk

Recruitment team

• Email : People@sfo.gov.uk

Further information

For external competitions there is no appeal against the selection decision. However, individuals have a right to appeal if they feel that the principle of appointment on merit through fair and open competition and the Civil Service Commissioners’ recruitment principles have not been met. Individuals who want to appeal should do this by setting out their grounds for appeal in an email for the attention of Head of People to People@sfo.gov.uk. If, after an internal appeal, you still believe that the Civil Service Commissioners’ Principles have not been met, then you can contact the Commission directly: Complaints should be sent in writing to: Civil Service Commission, Room G08 ,1 Horse Guards Road, London SW1A 2HQ. Email info@csc.gov.uk

Attachments

Business Change Manager_Job description_1.0 Opens in new window (pdf, 286kB)