Pay and Policy Manager

Job summary

The Pay and Policy Manager will work as part of the wider People and Culture (P&C) team and will report directly into the Head of People to provide specialist expertise and guidance on all matters relating to Civil Service pay and reward and people related policies. The role will be part of the wider P&C team and will be supported by colleagues from people operations, data insights, engagement and inclusion, talent acquisition and people business partners.

They will directly line manage the SEO Policy and Procedure Lead and have responsibility for delivering tactical advice on appropriate pay and reward solutions, application of people policies and strategic development of the policy framework. They will have excellent experience, understanding and knowledge of developing and implementing pay and policy strategies which contribute to organisational effectiveness and engagement particularly within the public sector. They will analyse complex SFO and wider civil service practices in relation to pay and policy, and manage project work to enhance the SFO’s approach. The role holder will communicate to all employees and managers clearly and effectively on changes to governmental practice that relates to pay and people policy.

The role requires close liaison with key stakeholders (P&C colleagues, Executive and Senior Leadership Team, the Board, Trade Union and Heads of Division).

Job description

As the Pay and Policy Manager, you will be responsible for:

• Lead on the development and delivery of the SFO pay and reward framework, including the annual pay remit processes for both SCS and delegated grades, ensuring compliance with central Government pay controls and approval processes.
• Working with Divisional business areas, people and financial business partners to understand business issues and develop effective reward strategies that align with Civil Service pay policy, legislation, the strategic needs of the SFO and the wider political context.
• Analyse workforce market trends and bench-marking data to inform competitive pay and reward structures which are accurately modelled and costed appropriately.
• Building and maintaining strong, credible, and trust-based relationships with key stakeholders across SFO and the public sector, including the Civil Service.
• Engaging with Trade Unions on policy and pay negotiations, supporting consultation and collective bargaining where required.
• Preparing papers and recommendations for pay strategies and people policy, including plans for internal communication and engagement development of line managers to effectively and consistently apply the policy principles and expectations.
• Ensure all people related policies align with wider SFO values and strategic objectives and take into account the overall Civil Service frameworks, legal requirements and good practice.
• Using excellent communication skills to effectively manage challenging situations and stakeholders; conveying complex information to different audiences, including up to Executive and Senior Leadership teams and the Board.
• Ownership and responsibility for leading on and driving forward key work portfolios within the wider HR agenda, including job evaluation requests, pay flexibility, pay equality and employee benefits.
• Represent the policy, pay and reward specialism across the civil service network of all government bodies, with particular focus on the Cabinet Office and HM Treasury.
• Line manage and develop the Policy and Procedure Lead, setting clear objectives and supporting professional development whilst managing their performance and engagement to work in a collaborative and professional manner.

For more information about the role and for a full list of key responsibilities, please see the link to the Job Pack below.

Person specification

See above and attached Job Pack

Behaviours

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

• Leadership
• Making Effective Decisions
• Changing and Improving
• Communicating and Influencing

Benefits

Alongside your salary of £57,602, Serious Fraud Office contributes £16,687 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.

Application stage

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

A personal statement of no more than 750 words attached to your CV that provides specific examples of how your skills and experience meet each the following criteria (based on the Essential Experience required for the role):

· Proven experience of scoping, designing and implementation of pay and reward strategies and policies.

· Significant experience in HR policy development.

· Experience of working collaboratively with Trade Unions.

· Strong analytical and numerical skills that have enabled you to make robust evidence based decisions or recommendations.

· A supporting CV outlining your job history and qualifications.

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

Interview stage

Behaviours and experience as outlined in the job pack will be tested at interview.

Candidates invited to interview will also be required to complete a short exercise designed to assess your experience.

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

Interviews are expected to take place in person at the SFO offices on the 24th June 2026 and 8th July 2026.

All dates are indicative and subject to change.

Successful candidates must meet the security requirements before they can be appointed. To be eligible you must meet the following residency requirements:

SC: 5 years residency in the United Kingdom preceding this application.

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 : Bradley Glen
• Email : people@sfo.gov.uk
• Telephone : +44 20 7269 2273

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

Pay and Policy Manager Job Pack Opens in new window (pdf, 245kB)