Employee Engagement and Wellbeing Lead

Job summary

Are you passionate about creating outstanding employee experiences and driving meaningful culture change? This is an exciting opportunity to join Ofgem as our Employee Engagement and Wellbeing Lead, taking ownership of a high-profile agenda that directly influences how colleagues feel, connect and thrive at work.

Reporting to the Inclusion, Engagement & Wellbeing Manager, you will lead the delivery of Ofgem's employee engagement and wellbeing strategy, transforming insight into action and ensuring colleague voice remains at the heart of decision-making. This role offers a unique opportunity for someone who enjoys working with autonomy, taking the lead on their own portfolio and making a visible impact across the organisation. You will be trusted to shape priorities, drive improvements and build strong relationships with senior leaders, managers, staff networks and key stakeholders.

We are looking for an experienced engagement and wellbeing professional who can confidently translate employee insight into practical solutions that improve culture, engagement and organisational performance. A strong understanding of workplace wellbeing strategies, employee listening approaches, behavioural and cultural change, and the links between wellbeing, inclusion and engagement is essential. You will be equally comfortable analysing data, facilitating conversations, influencing senior stakeholders and developing compelling campaigns that inspire action.

This is an excellent opportunity to showcase your expertise and creativity while leading high-impact initiatives that help make Ofgem an even better place to work. From shaping engagement plans and wellbeing interventions to leading organisation-wide campaigns and external benchmarking activity, your work will have a lasting influence on our people and culture.

This is a full-time permanent role based in London, Glasgow or Cardiff. However, we recognise the importance of flexibility and welcome applications from candidates seeking flexible working arrangements, including job share opportunities. If you're looking for a role where you can take ownership, make a difference and truly shine, we'd love to hear from you.

Ofgem has a culture of inclusion that encourages, supports and celebrates the diverse voices and experiences of our colleagues. It fuels our innovation and helps ensure we can best represent the consumers and the communities we serve. Everyone is welcome - as an inclusive workplace, our employees are comfortable bringing their authentic selves to work.

Job description

Key Accountabilities

• Lead the delivery and ongoing management of the organisation’s employee engagement and wellbeing strategy, ensuring that insight, employee voice and external benchmarks inform priorities. Translating the strategic framework into practical plans, actions and measurable improvements across culture and the employee experience.
• Plan and execute listening cycles, including surveys, pulses and focus groups, ensuring robust methodology and confidentiality to generate actionable insights.
• Translate engagement and wellbeing data into targeted action plans, partnering with leaders, managers and networks to address hotspots and track impact.
• Build manager capability and integrate engagement with recognition and wellbeing, creating toolkits, clinics and frameworks that sustain positive culture change.
• Develop compelling communications and campaigns, promoting feedback-driven improvements and success stories to enhance participation and engagement.

Key Responsibilities

Engagement Strategy and Roadmap Delivery:

• Own and deliver the annual engagement & wellbeing plan aligned to organisational priorities, culture aims and Ofgem values. Define measures, milestones and benefits and ensure alignment with ED&I and Culture.

Insights:

• Plan and run end‑to‑end listening cycles (annual survey, pulses, listening groups etc.), ensure robust methodology and confidentiality.
• Generate clear insights that identify hotspots and root causes.
• Advise senior leaders on trends in engagement, wellbeing and culture, highlighting risks, opportunities and areas requiring targeted intervention.

Culture, Inclusion & External Benchmarking:

• Act as the primary operational lead for engagement and wellbeing initiatives, escalating strategic issues and risks as appropriate.
• Use engagement data to support the organisation’s cultural direction of travel, working closely with OD, Senior People Partners, Staff Networks and the EDI Team to ensure improvements are evidence based and aligned with Ofgem values.
• Monitor and continuously improve the employee experience of the reasonable adjustments process, working with stakeholders across People, Estates and staff networks to identify themes and implement improvements.
• Manage the organisation’s participation in external benchmarking and accreditation schemes (e.g. Investors in People, Mind Workplace Wellbeing Index, HSE), ensuring that evidence submitted reflects genuine employee experience and aligns with internal priorities.
• Coordinate improvement plans arising from accreditation feedback, ensuring that actions enhance employee voice, engagement and inclusion.

Capability, Recognition & Wellbeing Integration:

• Design and deliver manager toolkits, clinics and resources on engagement and wellbeing basics – signposting colleagues to wellbeing offers.
• Delivers governance and management of external engagement and wellbeing contracts – working under advice from the Head of OD&D, escalating issues as required.

Communications and Campaigns:

• Lead the delivery of engagement and wellbeing campaigns, awareness events and organisational initiatives that strengthen culture, inclusion and employee experience.
• Develop engaging narratives and campaigns that build on feedback, promote success stories and improve participation.
• Own, review and update the Intranet pages relating to engagement and wellbeing.
• Use the Intranet & SharePoint to publish, maintain and improve engagement and wellbeing content.

Key Outputs and Deliverables

• A signed off annual engagement and wellbeing plan with clear KPIs, milestones and benefits tracking, built from survey insights, employee voice mechanisms and external benchmarking (e.g. IIP, Mind Index, HSE), demonstrating measurable improvements in engagement and organisational culture.
• Delivered listening cycles (survey/pulse/focus groups) with high participation, reliable segmentation and clear insight packs.
• Function/department action plans with defined owners, timelines and success measures. Monthly progress tracking.
• Assessments conducted - evaluating uptake and impact of engagement and wellbeing activities.
• Communications - annual plan/calendar developed in conjunction with Internal Comms and wider HR colleagues.
• Governance papers and dashboards - showing engagement trends, hotspots and intervention outcomes.

Key Skills and Capabilities

• Proven experience delivering employee engagement and wellbeing programmes with measurable improvement in a complex public sector environment.
• Strong listening and analytics capability (survey design, pulses, qualitative methods). Able to translate insight into targeted action.
• Excellent facilitation and stakeholder management skills. Credible with senior leaders and trusted by staff networks.
• Clear, compelling communication skills. Capable of crafting narratives and practical toolkits for managers.
• Understanding of how engagement links with inclusion, recognition and wellbeing to drive sustainable culture change.
• Programme discipline - planning, benefits tracking, risk management and governance reporting.
• Data literacy and visualisation with high standards of confidentiality and GDPR compliance.
• Organised, pragmatic and outcome‑ Resilient during peak cycles and change.
• Strong Internal Communications capability, including practical Wire/SharePoint editing and content management skills.

Person specification

In the event of receiving a large number of applications an initial sift may take place on just the identified lead criteria indicated below.

Essential Criteria:

• Demonstrable experience using employee insight and data to drive measurable improvements in engagement, culture, wellbeing or organisational performance. (LEAD)
• Strong ability to design and manage listening activities such as surveys, pulse checks and focus groups. (LEAD)
• Demonstrable success partnering with leaders, managers, staff networks and communications teams to strengthen employee voice.
• Excellent communication and influencing skills, with experience presenting insight and recommendations to senior stakeholders.
• Strong organisational skills with the ability to manage multiple priorities.

Desirable Criteria:

• Experience working within the UK Civil Service or wider public sector, with knowledge of engagement frameworks and governance.
• Experience designing and delivering manager training on engagement fundamentals.

Behaviours

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

• Delivering at Pace
• Working Together
• Changing and Improving
• Communicating and Influencing

Technical skills

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

• You will be required to prepare a presentation at interview stage. Details of the presentation will be shared with the invite to interview.

Benefits

Alongside your salary of £35,232, OFGEM contributes £10,206 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).Ofgem can offer you a comprehensive and competitive benefits package which includes; 30 days annual leave after 2 years; Excellent training and development opportunities; The opportunity to join the generous Civil Service pension which also includes a valuable range of benefits; hybrid working (currently 1 day a week in the office but this is kept under review), flexible working hours and family friendly policies. Plus lots of other benefits including clean and bright offices based centrally, engaged networks and teams and an opportunity to contribute to our ambitious and important targets of establishing a Net Zero energy system by 2050. This exciting blend of professional challenge and personal reward identifies career opportunities at Ofgem as something to get excited about.

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, Experience and Technical skills.

When you press the ‘Apply now’ button, you will be asked to complete personal details (not seen by the sift panel), and input details of your CV anonymising all details where necessary.

You will then be asked to answer 3 application questions evidencing how you meet the essential criteria listed in the role profile. Please ensure you demonstrate clearly, within these answers, how you meet each of the criteria listed in the role profile.

The Civil Service values honesty and integrity and expects all candidates to abide by these principles. You must ensure that any evidence submitted as part of your application or used during interview, including your CV and any statements or examples, are truthful and factually accurate. Ofgem takes any incidences of cheating very seriously. Please ensure all examples provided are of your own experience. Any instances of plagiarism or other forms of cheating will be investigated and, if proven, the relevant applications will be withdrawn from the process. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Please refer to Civil Service candidate advice on the acceptable use of artificial intelligence within the recruitment and selection process - Artificial intelligence and recruitment , Civil Service Careers

The personal information we have collected from you will be shared with Cifas who will use it to prevent fraud, other unlawful or dishonest conduct, malpractice, and other seriously improper conduct. If any of these are detected, you could be refused certain services or employment. Your personal information will also be used to verify your identity. Further details of how your information will be used by us and Cifas, and your data protection rights, can be found by [ https://www.cifas.org.uk/fpn].

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

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.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.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).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 : Lucy Dowding
• Email : recruitment@ofgem.gov.uk

Recruitment team

• Email : recruitment@ofgem.gov.uk

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. You have the right to complain if you feel there has been a breach of these Recruitment Principles.

In the first instance, you should raise the matter directly via recruitment@ofgem.gov.uk. 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 website.

Attachments

Role Profile_489773 Employee Engagement and Wellbeing Lead Opens in new window (pdf, 145kB)Candidate Pack_489773 Employee Engagement and Wellbeing Lead Opens in new window (pdf, 929kB)Terms and Conditions Apr25 Opens in new window (pdf, 335kB)