Senior PMO Lead - Strategic Reward

Department for Work and Pensions (DWP); Birmingham; On-site; GBP 50,000 - 65,000; Full time

Job summary

A UK Government Department in Birmingham is seeking a Senior PMO Lead to support the development of the Reward Strategy project. The role involves developing key reporting tools, facilitating effective governance, and building strong relationships within the team and with stakeholders. The ideal candidate will have experience in project management, governance, and strategic planning.

Qualifications

• Experience in developing reporting tools that track project progress.
• Strong capability in strategic planning within large organizations.
• Ability to manage governance activities and support team dynamics.

Responsibilities

• Support the development of the Reward Strategy project product set.
• Help maintain qualitative reporting tools for senior leaders.
• Ensure robust governance and manage information processes across the team.
• Provide support for daily stand-ups and facilitate team engagement.
• Assist in managing risk activities and checkpoints with stakeholders.

Skills

Qualitative reporting tools

Strategic planning

Governance management

Relationship building

Job description

Overview

As the senior PMO Lead, your role encompasses but not limited to supporting the development of the Reward Strategy project, ensuring continuous innovation and improvement. You will help to develop and maintain qualitative reporting tools, including a Strategic Reward Dashboard, delivering key metrics for senior leaders and tracking progress against priorities. In this role you will support the development and delivery of plans, risks, and reporting. Capture decisions and dependencies for robust governance and present a holistic view of team activity. You will ensure that governance activity is planned in, ensuring planning, templates, and secretariats are engaged. You will support daily stand-ups to ensure actions are owned, progressed, and unblocked. Building trusted relationships for effective engagement. You will support meetings with the Pay team to drive connectivity and maintain a joint plan with tracked milestones.

Responsibilities

• Support the development of the Reward Strategy project product set in support of its activity across DWP and wider as needed, while also ensuring innovation and improvement is at the heart of continuous improvement.
• Help to develop and maintain qualitative reporting tools, including a Strategic Reward Dashboard to deliver clear key metrics for senior leaders and track progress against Departmental and Director led Priorities.
• Support the delivery of plans, risks, and reporting, capturing decisions and dependencies to support the robust governance of our work, developing the holistic view and forward look on Reward Strategy team activity. Ensure governance is planned in, templates are completed, and secretariats engaged where appropriate.
• Provide support for daily stand ups across the team to ensure actions are owned, progressed, and unblocked in a timely fashion, building credible trusted relationships to get the most of this engagement.
• Assist checkpoint meetings across this team and our partners in the Pay team to help drive increased connectivity across our work, including developing and maintaining a joint plan with critical milestones captured and tracked.
• Support the risk lead for the team, engaging with risk experts and other stakeholders as needed to ensure escalation / mitigation activity is taking place.
• Manage and maintain the Information management process across the team ensuring it is upheld in line with Departmental Policies - ensuring the relevant record keeping is undertaken (registered files and internal audit trails), DPIA is held and updated accordingly.
• Provide secretariat activity for the expected Steering Group structure that will be put in place.
• As a member of P&C, actively participate in the people activity of the directorate.
• Disability Confident

Disability Confident note: A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people.