Organisational Change Partner

This vacancy is open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners rules.

We are currently looking for anOrganisational Change Partner to join ourStrategic Programme Delivery Team Functionwithin the Strategy group.

This is a full-time opportunity on a fixed term contract until 31^st March 2027 internal move temporary promotion or loans will be considered. The role will be based in 10 South Colonnade Canary Wharf London E14 4PU.

Government departments and agencies are working towards implementing a minimum 60% attendance in office sites.

We are currently implementing a flexible hybrid way of working with a minimum of 8 days per month working on site to enable the collaboration and contact with partners and stakeholders needed to deliver MHRA business. Attendance on site is driven by business needs so depending on the nature of the role this can flex up to 12 days a month with the remainder of time worked either remotely or in the office. Some roles will need to be on site more regularly.

Who are we

The Medicines and Healthcare products Regulatory Agency enhance and improve the health of millions of people every day through the effective regulation of medicines and medical devices underpinned by science and research.

Strategic Programme Delivery oversees the governance and performance of programmes and projects that are delivering strategic change for the Agency ensuring compliance to standards and best practice for programme and project delivery. The team is responsible for managing service transformation execution change delivery performance financial performance benefits and risk performance for these programmes and projects. The team are responsible for ensuring projects realise the benefits of a new Future Operating Model and drive modernisation automation and risk proportionality throughout the Agency. Furthermore it will develop and build the capability to deliver a culture of continuous improvement through further phases of growth. It is also responsible for alignment with the strategic change objectives of the agency and plays a critical role in bringing all key stakeholders into the journey so that they are represented and understand the new vision for the Agency.

Whats the role

The role will drive the people related transition to and embedding ofstrategic projects and programmes including roles capabilities and ways of working. The role will involve supporting the Head of Strategic Change to ensure all Agency colleagues understand the change journey the reasons for change and what change means for them. The role will also involve managing change impacts and the process to transition from the current to the future state through embedding behaviour change.

Key responsibilities:

• Change Management Drives the sustainable and human centric change management approach inclusive of planningmanagingand embedding change by engaging with all impacted business groups and levels of stakeholders across the Agency
• Stakeholder Management Manages stakeholder groups across the Agency (including senior stakeholders and disengaged groups) appropriately to support human centric change management and develop strategic relationships across a group of stakeholders.
• CultureChange Works alongside the Head of Strategic Change in support of positive culture change through targeted interventions across thewhole systemto enable the required culture change.
• OrganisationChange Drives the change aspect of organisationalchangeactivity that improves processes measures and accountabilities to optimise ways of working and enable business results.

Who are we looking for

Oursuccessful candidatewill demonstrate the following.

• Change Management-A demonstrable record ofapplyingchangemanagementtheory and skills with the ability to leadchange acrossprojects involving cross organisational and external team members. Including ability toanticipatepotential risks handle any unanticipated problems and develop and communicate creative solutions to achieve successful resolution whilst delivering a high standard of customer service.
• Working Together Demonstrate strong Collaboration Skills with the ability to build andmaintainproductive relationships with other key functions and professions across the network of colleagues and contacts at a senior level to achieve progress on shared objectives
• Communicating and Influencing- Excellent communication and interpersonal skills both written and oral with the ability toaccurately and confidently communicate influence and challenge staff and external contacts at all levels.
• Developing Self and Others- A confident self-starter who canoperateindependently and manage conflicting priorities while delivering to deadline but can alsooperateflexibly as part of a team and encourages feedback and the views of others.
• Stakeholder Management-Demonstrable experience of engagingchallengingand supporting senior stakeholders inmakingevidence-baseddecisions

Person Specification:

Method of assessment:AApplication TTest IInterview PPresentation

Behaviour Criteria:

• Working Together Demonstrate strong Collaboration Skills with the ability to build and maintain productive relationships with other key functions and professions across the network of colleagues and contacts at a senior level to achieve progress on shared objectives (I)

• Communicating and Influencing -Excellent communication and interpersonal skills both written and oral with the ability to accurately and confidently communicate influence and challenge staff and external contacts at all levels. (I)

• Developing Self and Others - A confident self-starter who can operate independently and manage conflicting priorities while delivering to deadline but can also operate flexibly as part of a team and encourages feedback and the views of others. (I)

Experience Criteria:

• Stakeholder Management - Demonstrable experience of engaging challenging and supporting senior stakeholders in making evidence-based decisions. (A I)

Technical Criteria:

• Change Management - A demonstrable record of applying change management theory and skills with the ability to lead change across projects involving cross organisational and external team members. Including ability to anticipate potential risks handle any unanticipated problems and develop and communicate creative solutions to achieve successful resolution whilst delivering a high standard of customer service. (A P)

Strengths Criteria

• Organiser- You make plans and are well prepared. You seek to maximise time and productivity. (I)

• Challenger- You can bring a fresh perspective whatever the situation or context. You see other peoples views and can appreciate there are many different angles to consider. (I)
• Adaptable - You can adapt to variations in work or environment and your effectiveness isnt impacted by change. You are flexible and versatile and act as an advocate for change. (I)

If you would like to find out more about this fantastic opportunity please read our Job Description and Person Specification!

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The selection process:

We use the Civil Service Success Profiles to assess our candidatesfind out more here.

• Online application form including questions based on theBehaviour Experience and Technical Success Profiles.Please ensure all application questions are completed in full; your application may not be considered if any responses are left blank. Our applications are CV blind and our Hiring Managers will not be able to access your CV when reviewing your application.

• Presentation to be prepared as part of your interview with further information being supplied when you reach this stage.

• Interview which can include questions based on theBehaviour Experience Technical and Strengths Success Profiles.

In the instance that we receive a high number of applications we will hold an initial sift based on the lead criteria of Change Management.

Applicants are assessed on whether they meet any mandatory requirements as well as the necessary skills and experience for the role. Applications are scored based on the competency-based answers provided- ensure you have read these thoroughly and allowsufficienttime. You can view the competencies for this role in the job description.

Use of AI in Job Applications

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 ourcandidate guidancefor more information on appropriate and inappropriate use.

If you require any disability related adjustments at any point during the process please contact as soon as possible.

Closing date:1^st March 2026

Shortlisting date: from 2^nd March 2026

Interview date:from 17^th March 2026

If you need assistance applying for this role or have any other questionsplease contact

Candidates will be subject to UK immigration requirements as well as Civil Service nationality information on whether you are able to apply is availablehere.

Successful candidates must pass a disclosure and barring security check as well as animal rights and pro-life activism checks. People working with government assets must completebasic personnel security standard checks.

Certain roles within the MHRA will require post holders to have vaccinations and in some circumstances routine health surveillance. These roles include:

• Laboratory-based roles working directly with known pathogens

• Maintenance roles particularly those required to work in laboratory settings

• Roles that involve visiting other establishments where vaccination is required

• Roles required to travel overseas where specific vaccination may be required.

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 applicants details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

Any move to the MHRA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes including Tax-Free Childcare. Determine your eligibilityhere.

Individuals appointed on level transfer will retain their existing salary and are responsible for ensuring they fully understand the financial implications of any potential move and the impact (if any) on their terms. If an individual is in any doubt they should seek clarification before accepting a job offer.

Staff joining on promotion will receive up to a 10% increase of their current basic salary or the pay band minimum whichever is the greater.

The individual will not retain any allowances paid by the former department/Agency unless there are special circumstances such as a reserved right to those allowances on transfer.

Successful candidates may be subject to annual Occupational Health reviews dependent on role requirements. If you have any queries please contact.

In accordance with the Civil Service Commissioners Recruitment Principles our recruitment and selection processes are underpinned by the requirement of selection for appointmenton the basis ofmerit by a fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint you should firstly contact

If you are not satisfied with the response you receive you can contact the Civil Service Commission at:

Civil Service Commission

Room G/8

1Horse Guards Road

London

SW1A 2HQ