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Job summary

We are MHCLG

This role works directly with local authorities to support the delivery of good quality homelessness services. Using sector experience the adviser role builds relationships with senior managers of homelessness services to influence service design, drive improvements and help translate government policy into delivery. The role also helps to shape policy at the heart of government by sharing sector experience and local government delivery expertise into the process.

The Homelessness Adviser role includes regular face to face contact with local authorities, stakeholders and civil service colleagues in a variety of locations across the country and requires regular travel and in some circumstances over night stays. This means that advisers undertake official business from sites other than the assigned MHCLG office, with travel to other locations and offices along side homebased working in accordance with MHCLG policies.

Job description

• Lead local authority engagement in delivering the National Plan to End Homelessness through the prevention of homelessness and rough sleeping and reduction in the use of unsuitable temporary accommodation.
• Work collaboratively with local areas to support them in understanding their local need and data, providing expert advice around service design and prevention approaches to improve delivery, and supporting the development of local strategies including their action plans and targets.
• Provide challenge to local areas where there is concern regarding performance.
• Oversee and agree improvement plans and accountability measures.
• Champion the intention of the Homelessness Reduction Act and prevention this role will support the adaptation of processes and procedures in local authorities to meet the needs of different cohorts within the homelessness legislation.
• Provide subject matter expert support and across the adviser teams and to designated policy, performance and delivery teams.

Person specification

• Demonstrates expert knowledge of homelessness, rough sleeping and housing-related support systems, with the ability to assess local delivery arrangements, identify improvement opportunities and support partners to achieve sustainable outcomes for people at risk of, or experiencing, homelessness.
• At least 3 years Senior Management Experience within a local authority setting.
• Strong understanding of homelessness legislation, statutory duties, rough sleeping policy and prevention approaches.
• Knowledge of homelessness pathways, housing options services, temporary accommodation, outreach and multi-agency support models.
• Ability to analyse local system performance, identify barriers to effective service delivery and recommend evidence-based solutions.
• Experience of working with local authorities and partners including health, probation, police, DWP, voluntary sector and housing providers.
• Uses data, intelligence and local insight to inform decision-making and drive service improvement.
• Applies a strategic, place-based approach to prevention and rough sleeping reduction activities.

Essential Experience

• Experience of delivering, commissioning, managing or influencing homelessness and rough sleeping services.
• Experience of partnership working across public services and voluntary sector organisations.
• Experience of analysing performance, risk and delivery information to drive improvement.
• Experience of providing advice, challenge and support to senior stakeholders.

Benefits

Alongside your salary of £58,092, Ministry of Housing, Communities and Local Government contributes £16,829 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).At MHCLG we offer many benefits that range from tailored career pathways and flexible working to MyLifestyle Staff Benefits Scheme, Childcare Vouchers, and Cycle to Work Schemes. For more information, please click here.

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

Application and Selection

The application process will be split into 2 stages, testing the following Success Profiles:

Behaviours , Experience , Strengths

Please ensure your CV does not contain any personally identifiable information.

Note: We do not consider direct CV applications. All applications must be submitted via the provided application link.

Important: Your CV and Cover Letter must be merged into a single document before uploading.

Stage 1: Sift (CV & Cover Letter)

Experience: Your covering letter should be no more than 1 page referencing how you meet the criteria set out in the job description.

In your CV and covering letter, please include:
a. why you are interested in the role;
b. how you meet the essential skills and experience required

If you run into any technical problems when applying through Be Applied (for example, trouble logging in or submitting your application), their support team can help. Please contact them at hello@beapplied.com.

If we receive many applications, we may conduct an initial sift using the lead behaviour listed in the advert. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.

Lead Sift: Experience - Drawing on your knowledge of homelessness, rough sleeping and housing-related support systems, please describe a situation where you identified opportunities to improve local service delivery or partnership working. What issues did you identify, what actions did you take, and what outcomes were achieved for people at risk of, or experiencing, homelessness?

Stage 2: Interview

• Behaviours: Leadership, Working Together, Making Effective Decisions

• Strengths: The strength-based questions will require natural responses from the candidates.

Candidates will be asked to prepare and deliver a presentation, the details of which will be provided upon invitation to interview.

Sift and Interview Dates

Sifting is envisaged to take place the week commencing 3rd August 2026.

Interviews are envisaged to take place the week commencing 17th August 2026 and are currently being held remotely via videocall. This could be subject to change.

Disability Confident Scheme (DCS)

We are a Disability Confident employer.

We apply a fair and proportionate interview process for all candidates. In line with our commitment to the Disability Confident Scheme (DCS), we aim to progress candidates who apply under the Disability Confident Scheme and meet the required minimum selection criteria.

However, where high application volumes are received, progression to interview may be limited to those who best meet the role criteria. In these circumstances, the benchmark required to proceed to interview may be raised for all candidates.

How We Recruit

Find out more about our recruitment processes here.

• Applying

• Sifting

• Interview

• Interview Results & Feedback

• Reserve List

• Near Miss

• Civil Service Grades

• We are a Disability Confident Scheme, Redeployment Interview scheme & Great Place to Work for Veterans employer

• Reasonable Adjustments

How to Apply

Find out everything you need to know before applying here.

You must review the following information from the MHCLG Career's Site before submitting your application. This step is essential to ensure your eligibility for the role and that your application is completed correctly.

• Security Clearance Requirements

• Civil Service Nationality Requirements

• Right to Work

• Civil Service Code and Recruitment Principles

• CV Declaration

• Sponsorships

• Salary and Grade

• Existing Civil Servants

• Conflict of Interest

• Location and Flexible Working

• Internal Fraud Database

• Appeals and Complaints

• Fixed Term Appointments for:

• External Candidates

• Existing Civil Servants (Including Loans)

• Secondments

• MHCLG employees

Security Clearance Requirements

National Office:

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

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

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 : Gemma Thompson
• Email : Gemma.Thompson@communities.gov.uk

Recruitment team

• Email : recruitment@communities.gov.uk

Further information

If you are unsure about any part of the process or require additional information about the post to enable you to progress your application, you should speak to the Resourcing team - recruitment@communities.gov.uk. Candidates can appeal at any stage of the recruitment process if they believe there has been:

a procedural irregularity

an infringement of the Civil Service equal opportunities policy

exceptional circumstances which were not notified to the interview panel which might have affected performance on the day.

It is important to note that these are appeals about the process not the decision. In the first instance, an appeal should be directed to the MHCLG Resourcing Hub at recruitment@communities.gov.uk.

If the MHCLG Resourcing Hub is unable to satisfactorily resolve your complaint, you may contact put your complaint in writing to the Civil Service Commission, Room G8,1 Horse Guards Road, London, SW1A 2HQ or by email to: info@csc.gov.uk