Technical Change Enablement Manager

Job summary

The Infected Blood Compensation Authority (IBCA) is a new arm’s-length body set up, at unprecedented pace, to administer compensation to people whose lives have been impacted by the infected blood scandal.

IBCA will ensure payment is made in recognition of the wrongs experienced by those who have been infected by HIV, Hepatitis B or C, as well as those who love and care for them. They have been frustrated and distressed by the delays in achieving proper recognition, and we must help put this right.

We are committed to putting the infected and affected blood community at the centre of every decision we make and every step we take to build our organisation to deliver compensation payments.

IBCA employees will be public servants. If successful in this role you will be appointed directly into IBCA, on IBCA terms and conditions as a public servant.

Successful applicants will join the Civil Service Pension Scheme. Please note that the mission of IBCA means that it is likely to be fully operational for a period of approximately up to 5 years, after which IBCA will become a smaller residual service. When IBCA’s work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer.

Job description

IBCA’s Technical Change Enablement Manager is responsible for maximising the number of successful technical changes by ensuring that risks are properly assessed, authorising changes to proceed, and managing the change and release schedules.

Unlike traditional "Change Management," this ITIL 4 aligned role focuses on working within a fast paced, agile delivery organisation. Whilst agility is key, this role ensures responsiveness and agility does not come at the cost of effectively managed changes, protecting the live service and driving engagement and adherence to Change related policies and processes across the organisation.

Governance & Process Orchestration:

• Own and evolve the Change Enablement function, ensuring it integrates seamlessly with Incident, Problem, and Configuration Management (CMDB).

• Categorise changes into ITIL aligned categories and build the associated workflows ensuring the effective management of all change types.

• Lead the Change Advisory Board (CAB) for all non standard technical changes, focusing on collaboration and enablement, whilst ensuring the protection of live service at all times.

• Work closely and collaboratively with the operationally focussed Change and Implementation Team and ensure the alignment of the activities around operational change readiness with the technical change scheduling and delivery.

• Represent the Technical Change processes and function in the various governance teams and delivery squads, ensuring early sight of the change pipeline and organisational planning cycles.

Risk Assessment & Quality Assurance:

• Evaluate the impact and risk of proposed changes to ensure service continuity.

• Ensure all changes have robust technical peer to peer reviews and sign offs, UAT and regression testing plans, technical release and execution plans, back out plans and communication and stakeholder engagement

• Ensure that all risks relating to the Technical Change Enablement policy and processes are recorded, managed and mitigated where possible.

Change Scheduling & Coordination:

• Maintain the Change Schedule/Pipeline to avoid resource conflicts, technical planning clashes and ensure that change freezes are employed as and when required by the business during business critical periods.

• Act as the point of escalation for conflicting technical change requests and apply authority to the submission and approvals of change related activity.

• Produce a suite of MI to support the Change Enablement process including Monthly Reporting, FSOC, Post Implementation Review action status.

Continuous Improvement & Automation:

• Identify opportunities to automate the change pipeline (DevOps integration).

• Analyse Change Success Rates and Post-Implementation Reviews (PIRs) to identify trends and prevent recurring failures.

• Shift-left the authorisation process by empowering teams to manage low-risk changes autonomously and build a range of standard changes to assist in the smooth running of low level change activities.

Communication and Collaboration:

• Ensure a visibility and understanding of the Technical Change Enablement role across the organisation, working closely alongside the Operational Change and Integration team, and in support of the technical and delivery teams who will be the regular change raisers and implementers.

• Establish strong working relationships and build trust with the Technical Change approver community to ensure confidence in the processes and the performance of the role.

Person specification

Essential Criteria

• Extensive experience in a technical Change role, with demonstrable technical expertise across a broad range of technologies and methodologies.

• ITIL qualification covering Foundation level, with strong working knowledge of practical Change Enablement policies, processes and specialisms.

• Exceptional negotiation, conflict resolution, and the ability to say "no" constructively.

• Ability to confidently converse with technical experts in order to assess and manage technical change requests effectively.

• Ability to explain complex or technical information in a simple, clear, and professional manner to non-technical stakeholders.

• Ability to interpret complex data to identify risk patterns..

• Accuracy in logging information, tracking requests, and ensuring that no steps in a process are missed.

• Familiarity with ITSM tools (eg FreshService) and managing toolset workflows and change pipelines.

• Ability to manage multiple tasks simultaneously and understand which tasks should take priority based on urgency or impact.

• A proven track record of meeting deadlines and following through on commitments.

• Additional information:
  A minimum 60% of your working time should be spent at your principal workplace. Although requirements to attend other locations for official business will also count towards this level of attendance.

Desirable Criteria

• Experience in building key metric reporting suites and use of engaging delivering across a range of stakeholders.

• Experience of Agile methodologies, working with Product and Delivery Managers, delivering under tight and challenging deadlines and planning cycles.

• Experience of team leadership.

• Demonstration of building through service maturity levels and tracking continuous service improvement activities and successes.

• An interest in "working smarter," with the ability to suggest simple ways to improve a task or workflow.

• A proactive attitude toward acquiring new skills, particularly regarding technical systems and service frameworks.

• Ability to adapt to changing priorities or processes within a fast-paced environment.

Behaviours

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

• Seeing the Big Picture
• Communicating and Influencing

Benefits

Alongside your salary of £47,258, Infected Blood Compensation Authority contributes £13,690 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Premium allowance paid monthly after probation
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service Pension which provides an attractive pension, benefits for dependants and employer contributions of 28.97%
• 32.5 days of paid annual leave plus 8 bank holidays
• Family friendly policies to support you and your everyday responsibilities
• Enhanced maternity and paternity leave, up to 12 months shared parental leave

Recent changes in skilled worker visa eligibility mean that a Skilled Worker must have a job offer in an eligible skilled occupation from a Home Office-approved sponsor. From 22 July 2025, the job must normally be skilled to level 6 (graduate level) on the Regulated Qualifications Framework for England and Northern Ireland, or the equivalent level in Wales or Scotland, or be included on either the Immigration Salary List or the Temporary Shortage List. Please be aware that if the role is not eligible for a skilled worker visa that we will be unable to provide sponsorship.

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.

As part of your application you will be required to provide a CV setting out your career history/qualifications highlighting specific responsibilities and achievements that are relevant for this role.

You will also be required to provide a Statement of Suitability (500 words max.)

Please use your statement of suitability to explain how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with reference to the essential criteria in the person specification section of the job advert.

Your CV and Statement of Suitability will be assessed against the essential criteria listed in the 'Person Specification' section of the job advert.

Should a large number of applications be received, an initial sift may be conducted using the statement of suitability. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.

Should you be successful at sift, you will be invited to attend an interview where you will be assessed on experience, behaviours and strengths.

Expected timeline (subject to change)

Expected sift date – WC 15/06/2026
Expected interview date/s – 01/07/2026- 08/07/2026
Interview location - Your interview will either be conducted face to face or by video. You will be notified of the location if you are selected for interview.

Reasonable Adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via IBCA.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.
• Complete the ‘Assistance required’ 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.

Further Information

A reserve list may be held for a period of 3 months from which further appointments can be made.

Any move to IBCA from another employer will mean you can no longer access childcare vouchers. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website)

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service 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 IBCA if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

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

PLEASE NOTE: IBCA employees are public servants, therefore the Civil Service Nationality Rules (CSNR) do not apply. Candidates who do not meet the CSNR are welcome to apply and applications will not be rejected: successful candidates however will be subject to a Right to Work check to work within the UK.

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

Security

Successful candidates must undergo a criminal record check.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

Please note this Post is NOT regulated by the Civil Service Commission.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.

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

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 : IBCA Recruitment Team
• Email : Ibca.recruitment@ibca.org.uk

Recruitment team

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

Further information

Our recruitment and selection processes are underpinned by the requirement of selection for appointment on the basis of merit by a fair and open competition. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should contact the Resourcing Team at IBCA.grs@cabinetoffice.gov.uk

Attachments

Employee Offer Opens in new window (pdf, 1851kB)