Navy Command – INFRA Strategic Manager

Are you looking for an exciting opportunity to shape the delivery of a major recapitalisation programme to regenerate His Majesty’s Naval Base Portsmouth HMNB(P) to enable our Armed Forces to protect, defend and support everyday life?

The HMNB(P) Infrastructure Team are currently seeking individuals who are ambitiously driven to support in the delivery of a dynamic programme to regenerate the Naval Base and to actively lead the improvement of evidenced-based decision making across the function through the developing culture of data and management information.

The Naval dockyard at Portsmouth can be traced back to 1194 and, although it has undergone several significant redevelopments in this time, it still hosts a unique set of maritime assets, many of which are maintained in daily use today. The base is one of the most complex Defence industrial sites and is at the start of a major period of recapitalisation to support future sustainable Navy operations through the 21st Century.

The Naval Base is a Government-owned, Company-operated (GOCO) site and the estate comprises a diverse and complex environment which presents niche challenges and possibilities across the wide range of operational assets. It is home to almost two-thirds of the Royal Navy’s surface ships, including the aircraft carriers HMS Queen Elizabeth and HMS Prince of Wales, Type 45 destroyers, Type 23 frigates and mine countermeasures and fishery protection squadrons. 

The base is a major employer and provides lodging facilities to RN personnel serving at the base and in Portsmouth-based ships.

In Navy Command, our civil servants work alongside their military colleagues in jobs that matter; jobs which often have a direct impact on the quality of the operational capabilities we deliver.

Roles can offer great job satisfaction and there are many opportunities to develop and progress both within the Department and across the wider Civil Service.

This post is advertised at 37 hours per week.

As a Grade 7 Senior Practitioner in Strategic Asset Management, you will work to the Infrastructure Superintendent and lead the Intelligent Asset Owner/Client team, working with a range of industry colleagues, to monitor asset performance, material state, maintenance, and life cycle planning across a comprehensive portfolio of assets across the infrastructure, equipment and systems that support the base’s operational output.

With this understanding, you will lead the continuous development of the Naval Base 10/20-year infrastructure strategy with the Estates Management Plan (EMP), Strategic Asset Management Plan (SAMP) and Infrastructure Asset Management Plans (AMPs) alongside the Asset Capability Managers, creating the prioritised requirements and demand signal that is undertaken by the Infrastructure Programme Delivery teams.

You will also champion the increasing digitisation and practical presentation of site-wide data and assure the delivery performance of the site’s industrial infrastructure providers.

This is a fast paced and challenging role. To be successful you will need to:

• Be motivated and confident: you will lead, inspire and mentor both team members and industry partners effectively to enable them to work together towards common goals.

• Have strong stakeholder management and communication skills: you will need to establish and develop productive relationships with senior internal and external stakeholders, clearly communicating messages to colleagues whilst overcoming barriers, and taking into consideration diversity of interest.

• Be able to interpret and analyse data to inform decision making. You will need to proactively analyse, evaluate, and adapt the best solutions and present your findings convincingly. Be dynamic in decision making.

• Have robust time management and planning and prioritisation. You will need to be able to work in flexible, changing circumstances and adverse situations whilst remaining calm and maintaining performance.

• Have proficient IT skills across Microsoft office, specifically with Excel, Power BI and networked information management systems.

• Be keen to learn and develop both your personal skills and the organisation’s practices and processes.

• Demonstrate practical experience and Practitioner skill levels for Estate Strategy and Property Data Management outlined in the Government Professional Property Framework. Formal certification is highly desirable and we will actively support you gain these skills qualifications through the early stages of your employment.

We’ll assess you against these behaviours during the selection process:

• Leadership
• Seeing the Big Picture
• Delivering at Pace
• Communicating and Influencing
• Making Effective Decisions
• Changing and Improving

As a civil servant in Navy Command, you will be part of a forward-looking organisation with inclusive workplace policies, excellent career prospects, and a job that makes a difference.

Navy Command prides itself on being a supportive employer and where possible encourages flexible working, helping you to maintain a great work/life balance.                        

In HMNBP, we promote the 70:20:10 model[1]. We understand learning can take different forms including on the job practice, learning from others, networking as well as studying for courses. All staff are encouraged to take ownership of their development and take proactive steps to shape your own learning and development. This includes identifying learning needs, deciding the best way to meet these needs, undertaking learning and reflecting.

We believe that everyone has the potential to make a difference and you will be supported to help you learn and advance in your career. This includes working towards membership of a professional body and/or undertaking an apprenticeship as part of your role.

An apprenticeship is a combined package of work and training. Through an apprenticeship you will gain professional knowledge, practical experience, and the broader skills required to upskill you in your current role and pave the way for your future career. Most of the training will be ‘on-the-job’, with the remaining ‘off-the-job’ training often delivered by a training provider. This means minimal disruption and maximum impact.

Professional qualifications can be achieved through an apprenticeship and range from Level 2 (equivalent to 5 GCSEs), Level 3 (equivalent to 2 A Levels), and Levels 4 -7, which can give you a foundation degree, a full Bachelor’s degree, or a Master’s degree.

Apprenticeships normally last between 12 months – 3 years, depending on the level of the apprenticeship.

Anyone can undertake an Apprenticeship and everyone, regardless of age, can benefit from developing their skills in an accredited way.

Successful candidates can discuss their development options with their manager when in post. 

We also provide first rate benefits for all our employees as we understand the commitments our staff have, both inside and outside of the workplace and our aim is to provide a place of work which allows the flexibility to maintain a work-life balance. These include:

• In addition to your salary is the potential for in-year performance and recognition awards
• A Civil Service pension with an average employer contribution of 27% with the option to buy additional contribution years
• Personal & professional development
• Access to a confidential, professional support service
• 25 days paid annual leave rising (1 day per year) to 30 days upon completion of 5 years’ service
• Alternative working patterns for many roles
• Discount schemes
• Bicycle / season ticket loans
• Enhanced maternity, paternity, and adoption leave
• Special paid leave to volunteer up to 6 days a year
• On-site facilities (gymnasium, various cafés, shops, post office, mess facilities etc

[1] 20200522-Routes to learning 2020_May.pdf (sharepoint.com)

The post does not offer relocation expenses. 

External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period.

Please Note: Expenses incurred for travel to interviews will not be reimbursed.

Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts.

Any move to MOD 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 eligibility at https://www.childcarechoices.gov.uk/.

The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments.

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Job contact :

• Name : Holly Emerson
• Email : Holly.Emerson100@mod.gov.uk

Recruitment team

• Email : DBSCivPers-Resourcingteam3@mod.gov.uk