Risk Insight and Coordination Manager

Job summary

The Department for Work and Pensions (DWP) is responsible for welfare, pensions and child maintenance policy. As the UK’s biggest public service department, it administers the State Pension and a range of working age, disability and ill health benefits to around 20 million claimants and customers. We are looking for successful candidates who are well suited and committed to providing high levels of customer service.
Counter Fraud, Compliance and Debt (CFCD) has oversight and control of the main levers needed to improve the way we manage fraud, error and debt within the Department.

This role sits within the Integrated Risk & Intelligence Service (IRIS). IRIS is made up of diverse blended teams, including analysts, digital specialists, intelligence experts, and fraud, error and debt specialists.
We are a dynamic and responsive community working together to transform and drive the handling of fraud, error and debt, scanning the horizon for new threats and empowering the frontline.
IRIS will enable DWP to prevent fraud and error and to be recognised as leaders in anticipating threats and ultimately deterring those who pose a threat from attempting to defraud in the first place.

Job description

This role will be managing the delivery of activity in the IRIS Risk Insights & Response Coordination team, which works with stakeholders to identify opportunities to tackle fraud and error risks impacting DWP, develop solutions and support the delivery of those initiatives.

We look for emotionally aware leaders who enable teams to be innovative, adaptable and flexible. We want you to be comfortable challenging the norm and enable colleagues to shine in whatever role they do.

The role will require someone who strives for continuous improvement, innovation, cooperation, and collaboration, taking responsibility for delivering high quality responses to fraud and error across DWP.

Being capable of combining technical understanding with an eye for detail with strong stakeholder management skills to successfully collaborate across the department and wider DWP.

The successful candidate can expect to be involved in the following:

• Collaborate with colleagues within the wider team and with stakeholders across the Department to identify and capitalise upon opportunities to tackle fraud and error risks impacting DWP.
• Role model positive behaviours to build and sustain engagement with stakeholders, taking a cross Department approach to mitigate and address key fraud risks.
• Bring together a range of skills to identify problems and find solutions through a multi-disciplinary team approach.
• Provide visible, accessible, and effective subject matter leadership, taking a personal lead in communicating messages with clarity and conviction across your own team and with other colleagues. Seeking feedback from colleagues, listening, and acting on this.
• Work with colleagues within Counter Fraud Compliance Directorate, Digital Group, wider DWP and across other government departments to identify opportunities to tackle fraud and error risks impacting DWP.
• Research and analyse current information, intelligence and insight on fraud and error risks to develop subject matter expertise on understanding methodologies and risks.

Due to the geographically dispersed nature of this team and the nature of the roles, there will be frequent travel and overnight stays.

Person specification

The successful candidate will need to be able to:

• Demonstrate a strong track record in building and maintaining highly effective collaborative relationships with internal and external stakeholders to ensure delivery of priority outcomes.
• Effectively influence and negotiate resolutions to complex and often technical issues.
• Manage the delivery of multiple concurrent initiatives and strive for continuous improvement, innovation and efficiency, balancing competing work priorities.

The successful candidate will need to demonstrate:

• Delivery of concurrent, complex initiatives at pace.
• Stakeholder management skills and experience, building and maintaining effective working relationships with internal and external stakeholders.
• A drive for change and continuous improvement.

Candidates will be able to demonstrate the following Key Criteria:

• Strong leadership skills and experience with a proven ability to take ownership of initiatives, make links across business areas and work with stakeholders to deliver.
• Experience of drawing on a range of complex information, data or analysis to inform decision making.
• Excellent communication skills with an ability to communicate information clearly and concisely, verbally and in writing for a variety of audiences.
• A working understanding of fraud and error.

Essential Security Criteria

Please note that the role that you are applying for requires National Security Vetting (NSV) to the level – Security Check (SC). You can find more information at United Kingdom Security Vetting: Applicant - GOV.UK (www.gov.uk) . If you are successful in your application, you will need to attain SC clearance before you can take up the post. This is mandatory and is in addition to completion of Baseline Personnel Security Standard (BPSS).

The purpose of the NSV process is to provide a level of assurance about an individual’s trustworthiness, integrity and reliability, and other factors that increase their vulnerability to corruption or risk of committing a security breach. It involves the investigation of an individual’s background and circumstances to achieve this aim.

For meaningful checks to be carried out, you will need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. Candidates are required to meet the UK residency requirements so that National Security Vetting (NSV) checks can be conducted. Depending on the level of NSV required, you must have resided continuously in the UK for at least 3 of the last 5 years, 2 of which must have been the immediately preceding years from the point of applying for this job.

The application process will ask for personal details about you, your address history, previous relationships, your parents, your employment history, your financial circumstances, and details of any pending, spent or unspent convictions. This list is not exhaustive. Please view the Vetting explained - GOV.UK (www.gov.uk) for more information.

If you require any further information, please contact the vacancy holder. The details are on the jobs portal through which you made your application.

If you are successful in your application, we recommend that you familiarise yourself with the NSV process and advise that you collate as much information as you can prior to starting your Vetting application.

Government Counter Fraud Profession (GCFP)

The DWP is committed to investing in people and ensuring their teams are a professional workforce. It is a requirement of counter fraud post holders within DWP to attain, and retain, membership of the Government Counter Fraud Profession (GCFP) at Practitioner level. This means if you are successful in applying for this role you will need to undertake an annual self-assessment to evidence your knowledge, skills, and experience within your role to attain and retain practitioner level membership. We provide post holders with a learning routeway to support them in achieving as well as any workplace adjustments they may require. Failure to attain membership of the GCFP at practitioner level may result in DWP seeking an alternative role for you.

In applying you will have indicated that you have read and fully understood the professional requirements for this Counter Fraud role.

Behaviours

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

• Leadership
• Seeing the Big Picture
• Working Together
• Changing and Improving

Technical skills

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

• Risk Insight and Analysis: Proven ability to identify, assess and prioritise Fraud and Error risks.Proven ability to use intelligence, data and evidence to inform risk insight and decision making.
• Risk Response and Coordination:Proven ability to assess control effectiveness and strengthen Fraud and Error mitigation.Proven ability to communicate risk information and influence stakeholders to achieve outcomes.

Benefits

Alongside your salary of £44,447, Department for Work and Pensions contributes £12,876 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).

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 25 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.

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, Ability and Technical skills.

**Ensure that you read the full information about the selection process thoroughly before starting your application. Please note the closing date for your initial application (Application Form andTest) is 23:55 on 15/10/2026**

Stage 1 – Application Form

Please complete the application form with your basic information, which includes your personal details, eligibility to apply and any reasonable adjustments required.

Stage 2 – Online Test

Following submission of your Application Form, you will be invited to complete a Civil Service Management Judgement Test. Please complete the online test as soon as possible (within 24 - 48 hours is recommended). You will need to allow at least one hour to complete the test. Guidance and a practice test will be available when you are invited to take the test. The tests are administered online and accessed via the Civil Service Jobs website.

IMPORTANT: After the test deadline, we will look at all candidate scores to decide what the job’s pass mark will be. We will consider the impact on protected groups and the number of invitations to the next stage. We may decide to raise the pass mark for the job - if so, you will be informed, and you will be told if you have passed or failed at the raised standard. Meeting the minimum test requirements for a job level is no guarantee of an invite to continue the selection process.

Stage 3 - Technical Assessment (online) Sift

Candidates who meet the required pass mark at test will progress to Interview 1. Please note that this stage is not a live interview, despite how it may appear in system communications and is the actual Sift Stage of the selection process.

This stage will consist of a short online Technical Assessment delivered via a video platform called Vidcruiter. You will watch pre‑recorded questions and record your responses within the allocated time. Responses will be assessed against the Technical elements of the Success Profiles framework.

You will be sent an email on Friday16/10/2026 containing your video link and instructions. Please do not forward this email to an alternative email account to complete as it will not record correctly. You will have five days to complete the assessment. Your individual deadline will be Tuesday 20/10/2026, please check your email for the time of your deadline. Failure to complete the assessment by the stated deadline will result in withdrawal from the process.

Preparing for the Assessment

You will need to demonstrate your technical skills as listed above. This will be in the form of a question for each skill and will enable you to demonstrate your technical expertise.

Where work‑based examples are not available, you may draw on experience from education, volunteering or other activities.

The sift is scheduled to be held from 21/10/2026 to 13/11/2026. These dates may be subject to change. Following completion of the sifting period, results will be collated, and candidates will receive confirmation of the outcome. Those candidates who have met the agreed pass mark will be invited to interview. No feedback will be provided at this stage.

In the event we don’t receive a high number of applications we may not undertake a sift and progress all candidates to interview. For these reasons, the timeline is subject to change depending on the approach we take.

Stage 4 – Interview

Candidates who achieve the required score at the Technical Assessment Sift will be invited to a face‑to‑face interview (Interview 2). Invitations will be issued via your Civil Service Jobs account. If high application volumes are received, the benchmark / score for candidates to proceed to the interview stage may be raised.

Interviews are scheduled to take place face-to-face from 14/12/2026 to 18/12/2026 in London at Westminster Jobcentre, however candidates may be expected to travel to an alternative location as required. Please note that these dates are only indicative at this stage and could be subject to change. Interviews will be scheduled Monday to Friday, between 09:00 to 17:00.

If you require any reasonable adjustments to attend a face-to-face interview, please ensure you state those on your application form when asked to do so.

Communications will be electronic and/or by SMS/telephone; therefore, it is important that you check your Civil Service Jobs account regularly, as well as your spam/junk email folder. Telephone calls may show as a withheld number, it is important that you answer so that your interview can be confirmed. If you wish to opt out of SMS messages, please email this address, including the vacancy reference and your candidate ID CFCD.RECRUITMENTINBOX@DWP.GOV.UK. As part of our commitment to improving the candidate experience, you may be contacted during the recruitment process to provide feedback.

Preparing for the Interview

The interview will take approximately 40 to 45 minutes and will consist of behaviour and strength-based questions. A blended interview aims to be more of a conversation offering a more inclusive approach. The questions explore what you, the candidate, can and have done, but also your potential.

Behaviours

You will be assessed against the Civil Service Behaviours listed at Senior Executive Officer – Level 3.

An example of a behavioural question would be “How did you lead by example to inspire and motivate your teams?”.

It may help to use one or more examples of a piece of work you have completed, or a situation you have been in, and use the WHO or STAR model to explain:

• WHO - What it was? How you approached the work/situation? What the Outcomes were, what did you achieve? or
• STAR - What was the ituation? What were the Tasks? What Action did you take? What were the Results of your actions?

Strengths

It is difficult to prepare for strength type questions. However, you can think through your answers, focus on your achievements and aspects you enjoy and decide how these can be applied in the organisation and role. While strengths questions are shorter and we do not expect a full STAR response, the panel is interested in your first reaction to the question and information or reasoning to support this.

If you do not have work-based examples then please give examples from school/college, clubs, volunteering or other activities you have been involved in.

If you withdraw your application at any stage, it will not progress further.

Stage 5 – Offer

Once all interviews have been completed, you will be notified of the outcome by email. Our current plan is that this will be week commencing 11/01/2027, but this may be subject to change. Offers will be made in strict merit order to the highest scoring candidate first. The successful candidate will be notified of a start date following successful pre-employment and security checks, which is likely to be during April / May 2027.

Reserve List

A reserve list may be held for a period of 12 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 the case of serious ill health).
• If we make 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.

Visa Sponsorship

Please note that for these vacancies we recommend that applicants seek specialist advice on their eligibility for Visa Sponsorship (if applicable) when considering whether to apply for any role. We can never guarantee sponsorship; requests will be considered in line with the relevant DWP guidance and Home Office policy in place at the time.

Location

The role available will be based in one of the locations listed in the Candidate Pack subject to space availability at the time of posting. You should only apply for suitable posts where you can travel to and from your home office location daily within a reasonable time. Please be aware that this role can only be worked in the UK and not overseas. Relocation costs will not be reimbursed. Make sure the locations work for you before applying!

The specific location under the London tag is City Tower Whitechapel. Candidates who choose London as one of their location preferences it will be taken as a preference for City Tower Whitechapel when posting successful candidates.

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. Hybrid working will not commence until any training and consolidation period has been successfully completed.

Working pattern​

Alternative working patterns will be considered but must meet business needs. We will do our best to let people with existing part-time contracts retain their contracted hours provided they are in line with current business needs. Please note that successful candidates will be required to work full time for specific periods to complete all training and consolidation. This will be discussed with successful candidates.

​​Hours of work ​

The full-time working week in DWP is 37 hours. You may be required to work at any time between the hours of: ​

• 7:45am and 8:00pm on any day between Monday to Friday, and​
• 8:45am to 5:00pm on Saturday.​

Managers will agree working patterns with successful candidates within these business hours and review these as appropriate. You will be given advance notice of your personal schedule.

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 candidates’ section.

Integrity, Plagiarism and Civil Service Principles

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 experiences of others as your own.
• Copying content or answers from an online or published source that is not your own.

Disclosure and Barring Service and Internal Fraud Database Checks

To process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service or 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

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

Candidates 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 candidate’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.

Important Information

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.

Find out more about working for DWP on the DWP Careers Hub. Click on the Application Guidance link for lots of help and guidance on making your application.

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

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