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Payment Support Officer

Salary - £26,403 - £28,142 (Grade 4)

Hours – 37

Contract type - 2x Full time, Permanent

Workstyle - Flexible

City of Wolverhampton Council are seeking to recruit a Payments Officer within the Financial Wellbeing Team.

This is an exciting and excellent opportunity to work in as a member of a creative and passionate team, assisting mitigate the ongoing challenges in relation to the Cost of Living and help to ensure timely response to financial crisis.

Working collectively, you will ensure that Crisis and Resilience Fund reach those most in need, processing payments, maintaining accurate records, and having the ability to respond to need consistently and creatively.

The successful candidate will:

• Have a good knowledge of payment systems and data bases
• The ability to develop and maintain new partnerships
• To ensure clear and accurate reporting and recording
• Work as a member of the wider Financial wellbeing Team
• Assist individual residents to access crisis payment without delay.
• Support new initiatives and adapt to the changing service demands
• Ability to work at high pace, and with own initiative to achieve outcomes.
• Be solution focused in a challenging landscape

This post is subject to a satisfactory Disclosure and Barring Service (DBS) check.

For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.

If you are interested in applying and require further information on this position, please contact Satvinder Goraya email Satvinder.Goraya2@wolverhampton.gov.uk

NJC Pay Award for 2026 / 2027:

The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.

We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here