Head of Function for Infrastructure

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.

The Head of Function – Infrastructure (Grade 6) provides strategic and community leadership across Digital Services’ Infrastructure profession — spanning Infrastructure Engineering, IT Service Management, and DevSecOps. You set direction, standards and learning pathways, build a high‑performing, collaborative community, and ensure ONS’s core technology platforms (networks, cloud, identity & access, and enterprise services) are secure, resilient and aligned to ONS’s strategic plans.

At this level you will:

• Lead the Infrastructure professions for Digital Services, championing capability uplift, consistent standards and modern engineering practices, while shaping technical direction that supports organisational goals.
• Network and communicate with senior stakeholders across ONS and government, proactively identifying and delivering opportunities for digital transformation that strengthen core services.
• Support multiple teams (Infrastructure Engineering, ITSM, DevSecOps) to adopt best practice and emerging technologies, balancing operational stability with future‑focused initiatives.
• Inspire and mentor practitioners — architects, engineers and service managers — so they understand how to deliver the organisation’s goals and have the tools to do so.
• Provide governance and assurance, navigating complex and high‑risk issues, and overseeing infrastructure and architecture decisions that are incrementally delivered using agile principles.

Job description

Responsibilities

As Head of Function you will be accountable for making sure the infrastructure communities are supporting their members and growing ONS capability.

You will:

• Own the professional community for Infrastructure (Infrastructure Engineers, IT Service managers and DevSecOps): set the standards, define the learning pathways, and drive capability uplift across the profession.
• Contribute to the delivery and maintenance of core infrastructure — networks, cloud platforms, identity & access, and enterprise services — enabling the ONS >6,000 staff and supporting critical statistical outputs.
• Ensure security, resilience and compliance are embedded in design, change and operations, strengthening governance across Digital Services.
• Work across ONS leadership and with other Heads of Function to embed modern engineering practices, improve service reliability, and coordinate cross‑cutting transformation.
• Inspire others and champion community collaboration, fostering a culture of agility, continuous improvement and knowledge sharing.
• This role requires a minimum of 30 hours a week.

If you would like to find out more about the Head of function for infrastructure vacancy, we will be running a webinar on 8 January 2026 with an opportunity to meet other heads of functions, the hiring manager and our recruitment team. Please click the following link to sign up: Webinar Head of Function for Infrastructure

Person specification

Essential Criteria:

• Community collaboration (Expert) - Act as a champion for community-led initiatives, supporting their delivery and encouraging broader engagement, Foster engagement and encourage active participation in the community, role modelling collaborative behaviours, Advocate and role model knowledge sharing (for example, mentoring community leads)
• Making architectural decisions (Expert) - Make and guide architectural design decisions characterised by high levels of risk and complexity, identify and address architectural risks across the organisation or wider government, lead and evolve architectural governance and assurance, represent architectural governance as part of wider governance, for example, legal or commercial.
• Technical design throughout the life cycle (Expert) - Create technical designs that address needs which are high risk, could have a large impact, and are of a high complexity, lead and guide others in creating technical designs that achieve organisational objectives, use feedback to optimise and refine standards for technical designs throughout the life cycle.
• Architecture communication (Expert) - Communicate with technical and non-technical stakeholders at all levels, and across organisations, using architecture communication techniques, mediate between people in difficult architectural discussions, gain support from business and technical stakeholders for architectural initiatives with high levels of risk, impact and complexity, coach and support others in architecture communication.
• Architect for the whole context (Expert) - Assess how trends in society and industry practices might impact the organisation, work with people outside of your organisation to inform policies, strategies and standard, anticipate changes to policy and build resilience through your architectural work.

Behaviours

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

• Seeing the Big Picture
• Communicating and Influencing
• Developing Self and Others

Technical skills

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

• Making architectural decisions
• Technical design throughout the life cycle
• Architecture communication
• Architect for the whole context

Benefits

Alongside your salary of £72,030, Office for National Statistics contributes £20,867 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.

ONS are committed to flexible ways of working that support a healthy work-life balance. ONS has already considered how this job could be right sized for applicants working flexibly and we are happy to explore options with you about working part time, in a job share or flexibly, in line with our hybrid working policies.

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.

Security Clearance

For ONS the requirement for SC clearance is to have been present in the UK for 3 consecutive years immediately prior to applying and the department will 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 Gov.uk 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

Please note we will reach out to you once the advert has closed to confirm eligibility for this role, this will be via an e-mail. Please check your junk e-mails for any correspondence.

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.

A personal statement is required at application stage, it will state the maximum word count allowed, which should not be exceeded. Where it is a requirement to make a personal statement, 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).

In the event of a large number of applications being received, the sift will be held on the lead essential skills criteria which is Community collaboration within your Personal Statement.

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 and any required technical skills.

A presentation will be required at interview at interview this will be Communicating and influencing behaviour, more details will be provided with the interview invite.

Interviews may be in person or via Microsoft Teams.

A reserve list may be held for a period up to 12 months from which further appointments may be made.

Important Dates

• Eligibility Security Clearance checks from 23/01 - 30/01. We will be sending you an e-mail with a form to fill out. Please check your junk e-mails for any correspondence.
• Sift will be conducted from 02/02/2026
• Interviews will be conducted from 16/02/2026

For the full terms and conditions of the post, please see attachment.

Please note that all campaigns may be subject to withdrawal at any stage if the internal resource position changes.

This role is eligible for the Government Digital and Data (GDD) Capability and Pay Framework. If you are successful at interview, your salary will be directly linked to your capability outcome, as determined by your performance in the Technical section of the interview.

• Capability Outcome: Assessed based on scores achieved during the technical interview.
• Salary Determination: Your starting salary will reflect the capability level assigned.
• Feedback: Full feedback on your capability outcome will be provided at the point of offer.

All successful candidates are required to undertake an annual capability assessment as part of their ongoing employment terms. The outcome of this assessment directly influences individual pay levels:

• Higher Capability Outcome: Results in an increase in pay.
• Lower Capability Outcome: Results in a decrease in pay.

Completion of the assessment is mandatory. Failure to complete the annual capability assessment will result in the individual being transitioned to ONS pay terms and conditions, with a corresponding adjustment to their pay.

If you're already in a GDD Group 1 role and receiving GDD pay, and you make a lateral move (i.e. same grade, different role):

Initial Capability Assessment:

• You’ll be assessed in your new role through the interview process.
• If your proficiency level is lower than your current one, you retain your current level and pay for 6 months.

If your proficiency level is higher than your current one, you will move to that level of pay.

Development Plan:

• During those 6 months, you’ll work with your line manager to create and follow a development plan to build the required skills.

Reassessment at 6 Months:

• If you reach your previous proficiency level, you keep your current pay.
• If your proficiency is still lower, your pay will decrease to match the new level.
• If your proficiency level is higher, your pay will increase to match the new level.

Starting salary for roles within the Government Digital and Data (GDD) Capability and Pay Framework is determined solely by the capability outcome achieved during the recruitment process.

Please note:

• Existing allowances (scarce skills) will not be taken into account when calculating starting salary.
• This policy applies to all candidates, including existing Civil Servants and ONS colleagues transitioning to the GDD Capability and Pay Framework.

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

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.

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 : Government Digital and Data Recruitment
• Email : Government-Digital-and-Data-Recruitment@ons.gov.uk

Recruitment team

• Email : Government-Digital-and-Data-Recruitment@ons.gov.uk

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 recruitment.complaints@ons.gov.uk. If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission

Attachments

Technical Architect Role Profile Opens in new window (pdf, 231kB)GDD_ONS_External_Vacancy_Terms (2) Opens in new window (pdf, 31kB)