Delivery Manager

Job description

Job Title: Delivery Manager

Band: Band 4

Salary: £48,027-£53,310

Location:  Liverpool, Norwich, Newport and Birmingham

Contract Type: Permanent

Hours: Full Time/ Compressed

Closing Date: 12-07-26

Interview Date(s): 29,30,31st July (subject to change)

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Call to action

Join us in leading multidisciplinary teams to deliver vital public services. You will drive agile improvements and ensure value for money to achieve national priorities and better outcomes for citizens.

If you excel at empowering teams and turning strategy into results, GCA offers the chance to provide lasting value through every milestone and decision.

Job Summary

As a Delivery Manager, you are responsible for the successful rollout of high-priority services and products across the agency. You will direct delivery initiatives or provide vital backing for extensive, multifaceted programmes. Acting as a primary escalation contact, you will oversee diverse services and products, necessitating robust proficiency in both Waterfall and Agile frameworks.

We are looking for adaptable, self-assured Delivery Managers who thrive on collaboration and can pivot effectively as requirements and priorities shift.

Key Accountabilities:

• Support or Lead the delivery of digital products and services from discovery through deployment and continuous improvement

• Ensure delivery activities align with relevant organisational standards, governance processes, and delivery frameworks.

• Facilitate delivery across one or more product teams, helping to manage priorities, timelines and dependencies while promoting Agile ways of working, including Scrum, Kanban, and hybrid delivery approaches.

• Build effective working relationships with Product Owners, technical teams, business stakeholders and third-party suppliers to support successful delivery.

• Provide regular progress updates and escalating risks, issues and dependencies where appropriate.

• Support governance and assurance activities by maintaining delivery documentation, e.g. Planning (high level plan and low level plan), status reports, RAID etc.

• Monitor and report on delivery metrics such as velocity and sprint progress to support delivery and/or continuous improvement

• Facilitate Agile ceremonies including sprint planning, daily stand-ups, retrospectives, reviews and backlog refinement sessions to maintain delivery momentum and team effectiveness.

• Ensure stakeholders receive timely and accurate information regarding delivery progress, risks, dependencies and key decisions.

• Work collaboratively with Product Managers, Designers, Business Analysts, Developers and Testers to ensure delivery priorities remain aligned to user needs and business objectives.

• Drive and maintain team focus on delivering value, removing delivery impediments where possible, and supporting the successful delivery of products and services.

Essential Criteria (to be assessed at application stage):

• Possess a comprehensive grasp of agile delivery methodologies and governance, demonstrating the practical flexibility to tailor frameworks to an organisation's specific maturity and needs.

• Engage actively with delivery management or agile professional networks to exchange expertise and promote industry best practices.

• Maintain a solid command of contemporary digital delivery techniques, encompassing iterative value creation alongside continuous integration and deployment (CI/CD) pipelines.

• Exhibit exceptional stakeholder management and communication capabilities, effectively unifying varied viewpoints to drive toward collective goals.

Desirable criteria (to be assessed at sift stage, if a large amount of applications are received)

PSM1 accredited (certificate to be validated) or equivalent 

PRINCE2 Practitioner accredited (certificate to be validated)

Success Profiles (to be assessed at interview):

Behaviours:

• Delivering at Pace

• Communicating and Influencing

• Making Effective Decisions

Technical skills

• Agile and Lean Practices (to be assessed at interview via a presentation)

• Delivery planning and risk management (Lead success profile)

(A link to the Civil Service Success Profiles Framework is provided below)

Success Profiles Framework

Valuing our people:

• Competitive salary 

• Generous pension scheme

• A discretionary non-contractual performance related bonus 

• Working remotely in addition to working in advertised office location

• Flexi time scheme (available for B1-B6)

• Minimum 25 days annual leave to a maximum service related 30 days excluding bank holidays

Want to make a difference? Find out more about the rewarding work that we do in our candidate pack.

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service D&I Strategy.

We want to make our recruitment process accessible to everyone, so if there is any way that we can support you, please contact [email protected]

Working flexibly, delivering outcomes

GCA operates a smarter working model that balances flexibility with collaboration. Successful candidates are expected to spend at least 26 days per quarter (approximately 2 days per week, pro-rata) at their contracted office, another GCA site, or off-site for meetings. For the remainder of the time, you may work from home or another suitable location that meets business needs.

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 for more information on appropriate and inappropriate use. 

Selection Process

A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact [email protected].

Please note that as part of this recruitment process, if you are unsuccessful at the interview stage but are close to the benchmark score you may be considered for and offered a role at a lower pay band within the same job family.

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Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants. 

Complaints Procedure

 Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles details of which can be found at https://civilservicecommission.independent.gov.uk/recruitment/recruitment-principles/

If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact [email protected] in the first instance.

If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at [email protected]

Internal candidates should apply using their Workday account. Please use the careers hub for your application.