Head of Security Risk

Job summary

This is a rare opportunity to shape security risk at national scale, influencing decisions that directly protect millions of citizens and the UK’s most critical public services.

The Head of Security Risk leads DWP’s strategic security risk function, operating at Enterprise scale across all security domains: Information,Cyber, Personnel, Physical and Supply Chain Security. In this role you will provide authoritative, organisation‑wide security risk insight to senior leaders, enabling them to make confident, well‑informed decisions that protect delivery of departmental objectives, services and UK citizens.

This is a role with national significance, given DWP’s scale: circa 90,000 staff, £292bn in annual payments, personal data on every living UK citizen, and a threat landscape spanning everything from frontline operational incidents, insiders, organised crime groups and state‑sponsored cyber actors. The Head of Security Risk shapes how DWP identifies, understands and responds to these risks, protecting safe execution of the business strategy.

The Head of Security Risk leads a team of approximately 15 staff and is responsible for strengthening DWP’s security risk capability, embedding high‑quality analytical standards, modern methodologies and clear strategic reporting. It also provides expert security risk support to core business functions that do not have their own dedicated security risk capability.

The Head of Enterprise Security & Risk Management, under which this post sits and the current post holder will be delivering engagement sessions on Wednesday 11 March at 09:30 and Monday 16 March at 13:30 where you can find out more about this unique role and pose any questions you may have about it.

To book your place on an event please use either of the following links:

Head of Security Risk Engagement Session Tickets, Wed 11 Mar 2026 at 09:30 , Eventbrite

Head of Security Risk Engagement Session Tickets, Mon 16 Mar 2026 at 13:30 , Eventbrite

These sessions will not be recorded.

Job description

Strategic Leadership & Direction

• Own and lead DWP’s Enterprise‑level Security Risk function, setting strategy direction, standards and methodology for how the department conducts security risk analysis.
• Define, maintain and continually improve the security risk framework, including structured analytical techniques and consistent reporting approaches.

Production of Strategic Security Risk Assessments

• Lead the creation and maintenance of DWP’s strategic security risk assessments, covering all security domains.
• Produce risk insights for Director Generals, the Executive Team and the Departmental Audit & Risk Assurance Committee (DARAC).
• Provide regular (monthly/quarterly) senior‑level briefings on Enterprise level risks.

Influencing and Senior Stakeholder Engagement

• Act as a trusted advisor to Director General level decision‑makers, articulating complex technical risks in plain English, with clear implications for departmental objectives.
• Provide actionable, board‑ready narratives, recommendations and insights.

Supporting Security Policy & Standards

• Deliver bespoke risk assessments to inform security policy, standards and strategic direction for the department.

On‑Demand Risk Support Across DWP

• Provide expert risk support to parts of the organisation without their own embedded capability.

Transforming and Professionalising the Function

• Build a modern, credible risk profession aligned with cross‑government analytical standards and industry‑recognised frameworks.

Cross‑organisation Leadership and Collaboration

• Strengthen cross‑government collaboration on security risk, supporting initiatives such as the Government Cyber Action Plan and shared security risk models.
• Collaborate with a range of DWP stakeholders, such as Digital Security, Commercial and Estates to collectively deliver against DWP’s Security Strategy for 2030.
• Shape assurance priorities based on risk findings, ensuring risk and assurance functions work closely together, sharing insight and driving continuous improvement.

Given the geographic spread of our team, DWP customers, cross-government stakeholders and industry suppliers, you'll need to be willing to travel to other DWP locations, with periodic overnight stays required.

Person specification

We would love to hear from you if you can demonstrate your skills and experience across all the following essential criteria:

• Leadership of an Enterprise‑level risk function — demonstrable experience directing strategic risk activity in a complex or regulated organisation, using risk insight to inform senior‑level decision‑making.
• Strong analytical leadership — proven ability to lead analytical work, apply structured analytical techniques, and develop analytical capability within a team.
• Broad security domain knowledge — credible understanding across physical, personnel, cyber and supply chain security, with the ability to represent cross‑domain risk professionally at senior level (expert depth not required).
• Senior stakeholder influence and communication — experience engaging, advising and influencing executive‑level stakeholders (for example Director Generals, External/Sector-Wide Collaboration), presenting complex security risks in clear, business‑focused language.
• Delivery of strategic risk assessments with diverse stakeholders — evidence of producing organisation‑wide or multi‑stakeholder risk assessments requiring negotiation, influence and cross‑functional engagement.
• Transformational leadership of functions or teams — a track record of building or maturing a function, including establishing operating models, improving processes, or upskilling and developing people.

For candidates applying for roles in Wales, the ability to speak Welsh is desirable.

Benefits

Alongside your salary of £75,026, Department for Work and Pensions contributes £21,735 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

DWP have a broad benefits package built around your work-life balance which includes:

• Working patterns to support work/life balance such as job sharing, term-time working, flexi-time and compressed hours.
• Generous annual leave – at least 23 days on entry, increasing up to 30 days over time (pro–rata for part time employees), plus 9 days public and privilege leave.
• Support for financial wellbeing, including interest-free season ticket loans for travel, a cycle to work scheme and an employee discount scheme.
• Health and wellbeing support including our Employee Assistance Programme for specialist advice and counselling and the opportunity to join HASSRA a first-class programme of competitions, activities and benefits for its members (subscription payable monthly).
• Family friendly policies including enhanced maternity and shared parental leave pay after 1 year’s continuous service.
• Funded learning and development to support progress in your role and career. This includes industry recognised qualifications and accreditations, coaching, mentoring and talent development programmes.
• An inclusive and diverse environment with opportunities to join professional and interpersonal networks including Women’s Network, National Race Network, National Disability Network (THRIVE) and many more.

Hybrid Working

This role may be suitable for hybrid working, which is where an employee works part of the week in their DWP office and part of the week from home. This is a voluntary, non-contractual arrangement and your office will be your contractual place of work.

If a hybrid working arrangement is suitable for the role and for you, you will normally be required to spend a minimum of 60% of your contracted working hours from your DWP office.

If you have a disability, caring responsibilities, or other circumstances that may affect your ability to meet the minimum office attendance requirement, please discuss this with us using the contact details in this advert.

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

Your application will consist of the following:

1. A completed Personal Details application form
2. Successful completion of the required numeracy and verbal reasoning online tests
3. A curriculum vitae (CV) that includes your full employment history and demonstrates your skills and experience across all of the essential criteria (listed below) relevant to this role, giving details of key achievements, including details of the work and projects you have been involved in.
   
   Leadership of an Enterprise‑level risk function — demonstrable experience directing strategic risk activity in a complex or regulated organisation, using risk insight to inform senior‑level decision‑making.
   Strong analytical leadership — proven ability to lead analytical work, apply structured analytical techniques, and develop analytical capability within a team.
   Broad security domain knowledge — credible understanding across physical, personnel, cyber and supply chain security, with the ability to represent cross‑domain risk professionally at senior level (expert depth not required).
   Senior stakeholder influence and communication — experience engaging, advising and influencing executive‑level stakeholders (for example Director Generals, External/Sector-Wide Collaboration), presenting complex security risks in clear, business‑focused language.
   Delivery of strategic risk assessments with diverse stakeholders — evidence of producing organisation‑wide or multi‑stakeholder risk assessments requiring negotiation, influence and cross‑functional engagement.
   Transformational leadership of functions or teams — a track record of building or maturing a function, including establishing operating models, improving processes, or upskilling and developing people.
   
   
4. Personal Statement of up to 500 words that describes your experience of leading an enterprise level security risk function. Your response should outline how you have set strategic direction, influenced senior stakeholders, strengthened organisational risk maturity and ensured that security risk management is embedded across complex or multi-directorate environments.
5. If you are successful at the sift stage you will be invited to a face-to-face interview during which you will be expected to deliver a presentation.

We are not looking at how much time you have spent in a job, where relevant, but rather how you have performed. Your Personal Statement must show demonstrable evidence of what you did, how you did it, and what outcome was achieved. This should include the impact of your approach and evidence of your ability to take forward different approaches in different circumstances.

The standards detailed in the Person Specification are the minimum expectations for the role and only candidates with the strongest evidence will be invited to interview. Candidates will have to meet the standard for all criteria to progress to interview.

Application & Sift

After submission of the first stage of your application you will be invited to complete a Civil Service Verbal Test, and Civil Service Numerical Test. If you successfully pass the test, you will be invited to complete the final stage of the application.

Please complete the online tests as soon as possible (within 24-48 hours is recommended), the closing date for the tests is 23:55 on 25th March 2026. If you fail to complete the online test before the deadline your application will be withdrawn. Guidance for the test will be available when you are invited to take the test. The tests are administered online and accessed via the CS Jobs website.

Our online test supplier will be performing scheduled maintenance between 4 p.m. and 7 p.m. on 8th March. You will be unable to access tests during this period.

If you are in the middle of a test when the maintenance begins, your progress will be paused. You will be able to resume your test from where you left off via your application centre once the downtime has ended. Please note that you will not be able to launch any new tests while the system is offline.

Once you have submitted your completed application, both your CV and Personal Statement will be scored and you will receive one overall score.

The benchmark for candidates to proceed to the next stage may also be raised. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards.

Your statement must not exceed 500 words, and you are advised to take advantage of the full word count.

The Civil Service values honesty and integrity and expects all candidates to abide by these principles. The evidence you provide must relate to your own experiences. If evidence of plagiarism, or sharing of questions, information or answers throughout any part of the selection process is found, your application will be withdrawn. Examples of plagiarism can include:

• Presenting the work, ideas and experience of others as your own
• Copying content from an online/published source
• Using forms of Artificial Intelligence to produce application content which you present as your own.

We recognise that AI may be helpful when applying for this role, but it is important to use it in the right way. Read the Artificial intelligence and recruitment , Civil Service Careers to understand how you can make the best use of AI while ensuring your application remains authentic and effective.

Interview Stage

If you're successful at sift stage, you will be invited to a face-to-face interview in which you will be expected to carry out a presentation. You will be notified of the presentation subject nearer the time. Visual aides are permitted.

Sift and interview dates to be confirmed.

If you cannot attend an interview on any of the dates offered please get in touch with us.

Postings

Postings will be made in merit order.

Standard promotion rules will apply, and successful candidates will be placed on the pay scale and terms and conditions of DWP.

Offers of employment

Following the interview stage, should you not reach the required standard for the advertised G6 role, we may be able to offer you a role which would be a grade below the advertised post under our “Near Miss” process. Any candidates falling into this category will be contacted once the interview results have been released. You will be asked to indicate if you are interested when completing your application.

Further Information​

At the Department for Work and Pensions (DWP) we value diversity and inclusion and actively encourage and welcome applications from everyone, including those that are underrepresented in our workforce.

Find out more about working for DWP on the DWP Careers Hub.

Reserve List

A reserve list may be held for a period of 6 months from which further appointments can be made.

If you are placed on a reserve list but we cannot immediately offer you a post, please note:

• If you are later offered the role you applied for, in a location you have expressed a preference for, and you decline the offer or are unable to take up the post within a reasonable timeframe you will be withdrawn from the campaign and removed from the reserve list, other than in exceptional circumstances (e.g. a contractual Part Time Working Pattern cannot be accommodated in the initial role offered or in cases of serious ill health).
• If DWP makes an offer of an alternative role or location to that which you originally applied for, and you decline that offer, you will be able to remain on the reserve list.

Disability Confident Scheme

If high application volumes are received, the benchmark for candidates to proceed to the next stage may be raised. In line with our commitment to the Disability Confident Scheme (DCS), we aim to advance all candidates applying under the DCS who meet the minimum standard. However, we may only progress those candidates who best meet the required standards.

Reasonable Adjustments

We consider visible and non-visible disabilities, neurodiversity or learning differences, chronic medical conditions, or mental ill health. Examples include dyslexia, epilepsy, autism, chronic fatigue, or schizophrenia.

If you need a change to be made so that you can make your application, you should contact the Government Recruitment Service via DWPRecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the “Reasonable Adjustments” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.

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

Integrity, plagiarism, Civil Service Principles and the use of Artificial Intelligence (AI)

The Civil Service values honesty and integrity and expects all candidates to abide by these principles.

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words.

Examples of plagiarism can include:

• Presenting the work, ideas and experience of others as your own
• Copying content or answers from an online or published source that is not your own

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 for more information on appropriate and inappropriate use.

Disclosure and Barring Service and Internal Fraud Database Checks

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

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

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

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

Important

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

Before applying for this vacancy, current employees of DWP should check whether a successful application would result in changes to their terms & conditions of employment, e.g. mobility, pay, allowances. If you are a current employee and are successful you must be able to be released from your current post within four weeks.

Those on protected TUPE/ COSoP terms and conditions applying on promotion or voluntary permanent level move will adopt DWP’s Terms and Conditions and this may have a different impact on pay and allowances. Please review this prior to acceptance of a role.

Civil Servants that would transfer into DWP from other government organisations, following successful application, will assume DWP's terms & conditions of employment current on the day they are posted, unless DWP has stated otherwise in writing. Accepting a post will be taken to mean acceptance of revised terms & conditions.

Civil Servants applying on promotion will usually be appointed to the salary minimum or within 10% of existing salary.

Any move to DWP 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 the Childcare Choices Website.

Feedback

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.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 : Helen Broadhead
• Email : helen.broadhead@dwp.gov.uk

Recruitment team

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

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should in the first instance contact DWP by email: HR.BUSINESSASSURANCE@DWP.GOV.UK.
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission. Click here to visit the Civil Service Commission.

Attachments

DWP Terms and Conditions January 2024 Opens in new window (docx, 17kB)Success-Profiles-Candidate-Overview Opens in new window (pdf, 635kB)