Portfolio Analyst

Job description

Job Title: Portfolio Analyst

Band: 3

Salary: 37845 -42007

Location: Liverpool Norwich Birmingham Newport

Contract Type: Permanent

Hours: Full Time

Closing Date:14/05/2026

Interview Date(s):W/C 01/06/2026 (subject to change)

Call to action

Master the Portfolio. Drive the Results. We are looking for a proactive Portfolio Analyst to bring clarity to complexity. If youre ready to manage risks optimise resources and ensure our highest-priority projects stay on track we want to hear from you. This is a fantastic opportunity to join us and develop your career in the Project Delivery profession.

Job Summary

As a Portfolio Analyst you will play a pivotal role in ensuring our suite of projects and programmes delivers real value for the nation. This isnt just about tracking spreadsheets; its about providing the high-quality insights that senior leaders need to make critical investment decisions.

Working at the heart of our Portfolio Management Office (PMO) you will act as a central hub of information. You will monitor performance identify emerging risks and ensure that governance standards are met across the board. You will collaborate with Project Managers and stakeholders to maintain a single version of the truth ensuring that resources are used effectively and that our strategic objectives stay on track.

Key Accountabilities:

• Insight & Reporting: Gathering and analysing complex data to produce clear actionable reports for senior boards.

• Governance: Working collaboratively to ensure projects are being managed to the highest standards.

• Risk Issue and Dependency Management: Identifying trends and dependencies across the portfolio that could impact delivery.

• Stakeholder Engagement: Building strong relationships to challenge and support project teams in their reporting.

Essential Criteria (to be assessed at application stage):

• Ability to see the bigger picture and understand key drivers of business strategy

• Strong analytical skills able to use data to identify trends and offer conclusions

• Strong team ethic able to collaborate and engage with impact

• Understanding of the project delivery lifecycle as well as the difference between Agile and Waterfall delivery

• Strong communication skills ability to simplify the complex across a wide range of stakeholders

• Simplification of processes embracing AI and other tools to increase productivity and quality

Success Profiles (to be assessed at interview):

Behaviours:

• Seeing the Bigger Picture

• Changing and Improving

• Working Together

• Communicating and Influencing

Technical:

• Governance

(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

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 .

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.

#GCAIND

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 Commissions Recruitment Principles details of which can be found at you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint you should contact in the first instance.

If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at

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