Head of Information Governance

Job summary

The Insolvency Service is an executive agency of the Department for Business, Innovation, Science and Trade (DBIST), delivering statutory and operational services supporting a fair and effective insolvency and corporate enforcement regime.

Information is central to everything we do. We hold and process significant volumes of personal, financial, commercial and sensitive information, and we must ensure that information is handled lawfully, securely and effectively.

We're seeking an experienced and strategic Head of Information Governance to support the Chief Information Security Officer (CISO) in leading the Insolvency Service's information governance function. This is a senior leadership role responsible for ensuring that information governance is embedded across the organisation and supports effective decision-making, organisational change and service delivery.

The successful candidate will provide expert leadership across information governance, data protection, information rights, records management and data governance. They will lead the implementation and continual improvement of Microsoft Purview controls, oversee information lifecycle management, and modernise statutory information rights services including Freedom of Information (FOI) and Subject Access Requests (SARs).

Working closely with senior leaders, DBIST colleagues and specialist teams across technology, cybersecurity and legal services, the postholder will help shape organisational strategy, manage information risks and ensure compliance with legislative and regulatory requirements. The role requires someone who can operate confidently at senior level, provide authoritative advice on complex matters and deliver practical, risk-based solutions that support organisational objectives.

About Us

We help the UK move forward, faster.

For nearly 150 years, we've protected the UK economy with deep expertise and rigour, building the confidence that helps businesses access lending, investment and opportunity.

We help people deal with personal insolvency. We make statutory redundancy payments when insolvent employers can't. We investigate director conduct and take action where it's needed. And right now, we're changing how we do all of this, becoming faster, more digitally driven, and more focused on stopping problems before they escalate.

More than 2,000 of us work in offices across England, Scotland and Wales. It might be time for you to join us.

We offer full-time, part-time, job share, and flexible working. We invest in your development and give our people the space to grow, take ownership and make decisions.

Job description

The Information Governance function provides the assurance, advice and governance needed to support the Insolvency Service in managing information lawfully, securely and effectively. As Head of Information Governance, you will support the Chief Information Security Officer (CISO) in leading the development and delivery of the organisation's information governance framework. You will provide strategic leadership across information governance, data protection, records management, information rights and data governance, ensuring governance controls are embedded across business operations, programmes and organisational change. You will act as deputy to the CISO when required, representing the function with senior stakeholders and ensuring information risks and regulatory obligations are effectively managed.

The Insolvency Service uses Microsoft Purview as its core platform for information protection, compliance and governance across Microsoft 365 and other data sources. The Head of Information Governance will help modernise statutory information rights services, including FOI and SARs, by replacing largely manual processes with efficient, auditable workflows that use governed automation and, where appropriate, artificial intelligence.

What you’ll do (responsibilities)

You will:

• support the Chief Information Security Officer (CISO) to deliver information governance strategy, advise senior leaders and embed governance across organisational change
• lead Microsoft Purview governance across Microsoft 365, covering classification, retention, data loss prevention, audit and electronic evidence discovery; modernise workflows through controlled automation and AI with human oversight
• provide expert data protection advice, oversee privacy impact assessments and data sharing, and embed privacy safeguards in new technology and services within DBT arrangements
• oversee Freedom of Information, Subject Access Requests and applicable Environmental Information Regulations requests, advising on complex cases and supporting regulatory engagement
• strengthen information risk and assurance arrangements with specialist teams and Information Asset Owners, advise on breaches and incidents, and report performance, compliance and significant risks to senior governance forums
• provide records management leadership and support data governance, ensuring lawful retention and secure disposal while improving data ownership, quality, access and use
• develop practical policies, guidance and training, build organisational capability and use evidence, feedback and lessons learned to improve services

What we are looking for:

You will bring information governance expertise, sound judgement and clear communication. You can influence senior stakeholders, balance strategic and operational priorities, and deliver practical improvements through collaboration.

Essential criteria

A relevant professional qualification or significant equivalent experience in one or more of the following:

• Data protection/privacy
• Information governance
• Information rights
• Records and information management
• Information security
• Data governance

Relevant professional qualifications could include, for example, BCS Data Protection, CIPP/E, PDP Practitioner, CILIP or an information security/information risk qualification.

Equivalent professional experience will be considered.

Person specification

Essential experience

As the successful candidate you will have:

• significant experience in information governance, data protection, information rights, records management or a related field, with practical UK GDPR and Data Protection Act 2018 expertise and strong knowledge of FOI and transparency requirements
• experience advising on complex, sensitive governance issues and conducting or overseeing Data Protection Impact Assessments, data sharing arrangements and privacy risk assessments
• experience managing information risks, developing policies, guidance, training or governance frameworks, and providing concise assurance reports to senior leaders or governance forums
• experience leading Microsoft 365 governance or compliance controls, owning policies and operating processes, with working knowledge of Microsoft Purview labelling, retention, DLP, audit and eDiscovery capabilities and their ongoing governance
• experience transforming FOI and/or SAR services through defensible search, review and redaction processes that scale with growing content volumes, and designing and operating auditable workflows with quality assurance and evidence logs
• strong written and verbal communication skills, with experience influencing senior stakeholders and strategic decisions and collaborating across digital, technology, security, legal and operational teams
• experience leading or contributing to organisational change and continuous improvement, making risk-based decisions and maintaining effective change control across complex, multi-team environments

Leadership and behaviours

You will be able to:

• lead confidently, collaborate and influence senior stakeholders without formal authority
• challenge risks constructively and explain complex legal and regulatory requirements clearly to non-specialists
• make evidence-based decisions in complex situations, balancing compliance with practical, proportionate solutions.
• manage competing priorities and emerging risks, taking ownership through to resolution
• drive continuous improvement and better ways of working

Further information

Please note that our Croydon, Newcastle and Stratford locations will only be available to internal applicants.

Qualifications

A relevant professional qualification or significant equivalent experience in one or more of the following:
•Data protection/privacy
•Information governance
•Information rights
•Records and information management
•Information security
•Data governance
•Relevant professional qualifications could include, for example, BCS Data Protection, CIPP/E, PDP Practitioner, CILIP or an information security/information risk qualification.

Equivalent professional experience will be considered.

Behaviours

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

• Making Effective Decisions
• Seeing the Big Picture
• Leadership

Benefits

Alongside your salary of £58,686, Insolvency Service contributes £17,001 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).

We want you to have a good work-life balance and want to support you in all that you do, so we offer a great benefits package including:

• flexible working arrangements and flexi-time
• full time new entrants to the Civil Service and those Civil Servants on modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years’ service
• in addition to this you are entitled to 8 public/bank holidays plus an additional day of privilege leave
• competitive maternity, paternity and parental leave
• 5 days paid leave for learning and development
• 5 days paid for volunteering
• a Cycle to work scheme
• staff have access to an employee assistance programme, Workplace Wellness, for confidential, independent support and advice during difficult times in either their professional or personal life

Your pension is a valuable part of your total reward package where the employer makes a significant contribution to the cost of your pension. Your contributions come out of your salary before any tax is taken. This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire. For more information, visit www.civilservicepensionscheme.org.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, Strengths and Experience.

Application and Sift

As part of the sift process, you will be asked to complete:

• CV
• Personal Statement
• Behaviours
• Behaviour 1 – Making effective decisions
• Behaviour 2 – Seeing the big picture
• Behaviour 3 - Leadership

High volume applications and benchmark scoring

Should a large number of applications be received, an initial sift may be conducted using the Personal Statement, assessing candidates against the essential criteria. Only those who meet the essential criteria at this stage will proceed to a full assessment of their application. If a candidate does not meet the minimum requirements during the initial sift, the remainder of their application will not be reviewed. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.

Where high volumes of strong applications are expected or received, we may raise the ‘benchmark’ minimum score required at the sift stage. If a high volume of candidates meet the benchmark score, we may further raise the score required for interview selection. Scores will be applied fairly and consistently. Applicants eligible under a recruitment scheme may, where appropriate, continue to be considered against the agreed ‘benchmark’ score, to support the purpose of the scheme.

CV Guidance

Your CV should provide a clear overview of your employment history, key responsibilities, relevant qualifications, and the skills and experience you’ve gained throughout your career including any notable achievements.

Note: Your CV will not be scored as part of the assessment process and will only be used for reference purposes.

Personal Statement Guidance

Your personal statement should be no more than 750 words and must demonstrate how your personal skills, qualities, and experience align with the requirements of the role. Please ensure your statement references the essential criteria outlined in the person specification. This will help provide a clearer basis for scoring and will be particularly useful in the event of tied scores.

Interview Stage

If successful at the sift stage, at interview, you will be assessed on the following:

• Experience
• Behavioural Competencies - assessed through:
• Behaviour 1 – Making effective decisions
• Behaviour 2 - Seeing the big picture
• Behaviour 3 – Leadership
• Strengths

Expected timeline (subject to change)

Sift – w/c 7 December 2026

Interview – w/c 14 December 2026

Location - MS Teams

Your interview will be conducted by video. You will be notified of this if you are selected for interview. Candidates are asked to note the above timetable, exercising flexibility through the recruitment process.

Visa Applicants

To sponsor a candidate under the Skilled Worker visa, a sponsorship licence is required. The Insolvency Service does not currently hold this licence and therefore, cannot legally sponsor Skilled Worker visa applicants.

Queries and Support

When contacting us or the Government Recruitment Service (GRS) using the contact details at the bottom of this advert, please include the 6-digit Vacancy ID, job title, your full name and, where applicable, your 8-digit Applicant ID in the email subject line. This will help us process your enquiry more efficiently.

Further Information

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

If successful and transferring from another Government Department a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service/Disclosure Scotland on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email Info@disclosurescotland.co.uk

New entrants are expected to join on the minimum of the pay band.

Reasonable Adjustment

We must make reasonable adjustments if our recruitment process puts a disabled applicant at a substantial disadvantage. These are changes or support that help remove or reduce that disadvantage.

If you need an adjustment to apply, contact Government Recruitment Service at insolvencyrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date.

For adjustments later in the recruitment process, complete ‘Assistance required’ on the ‘Additional requirements’ page of your application form. Examples include wheelchair access at interview or communication support if you are deaf or hard of hearing.

For further information on National Security Vetting please visit the Demystifying Vetting website.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

Feedback

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

Security

Successful candidates must undergo a basic (or equivalent) 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.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 : Adrian Boar
• Email : COSBusinessManagementTeam@insolvency.gov.uk

Recruitment team

• Email : InsolvencyRecruitment.grs@cabinetoffice.gov.uk

Further information

A candidate can raise a complaint to the Insolvency Service by emailing the contact point for applicants (as listed on the vacancy advert), if they think that: They have been discriminated against under the Equality Act 2010 there have been procedural irregularities at any stage of the recruitment process All complaints must be received by the contact point for applicants within 24 hours from the date the applicant is advised of their non-success at sift, assessment or interview. Complaints will be considered by an independent third-party outside of recruitment campaign. The decision will be conveyed to the applicant, in writing, within 5 working days of receipt of the complaint. The recruitment process will usually be put on hold until the complaint has been resolved. Complaints may also be made to the Civil Service Commission at any time if the individual believes their application has not been treated in accordance with the recruitment principles (appointment on merit through fair and open competition). However, complaints must first have been raised to the Insolvency Service