Job title: Business Change Manager
Division: Change Directorate
Department: Supervision, Policy and Competition (SPC) and Authorisations (Auths) Change department
Salary: National (Edinburgh and Leeds) ranging from £59,400 to £83,550 and London from £65,400 to £91,800 (salary offered will be based on skills and experience)
This role is graded as: Corporate, Manager
Your external recruitment contact is Raimonda Stankute via [email protected]
Your internal recruitment contact is Jo Green via [email protected]
Applications must be submitted through our online portal. Applications sent via social media or email will not be accepted.
About the FCA and team
We regulate financial services firms in the UK, to keep financial markets fair, thriving and effective. By joining us, you’ll play a key part in protecting consumers, driving economic growth and shaping the future of UK finance services.
Our Change Directorate is transforming the FCA into a more agile, smarter regulator. Working in partnership with business areas, we deliver strategic change across regulation, technology, processes and people. The directorate brings together expertise in business change, business analysis, architecture, relationship management and portfolio, programme and project delivery to drive successful outcomes across the organisation.
Our SPC & Auths Change Department, partners with the Supervision, Policy and Competition (SPC) and Authorisations divisions to deliver strategic regulatory and operational change. By enhancing regulatory frameworks, processes and technology, the department enables effective supervision, supports policy implementation and strengthens authorisation processes, ensuring the FCA can respond to emerging risks while maintaining high standards for firms entering UK financial markets.
Our Business Change team focuses on the people and organisational impacts – helping ensure change is understood, absorbed and sustained across the FCA. We operate within the FCA Delivery Framework, working within projects and programmes as part of the delivery lifecycle.
Role responsibilities
Lead, motivate and develop a team of Business Change professionals, setting clear direction and building a high-performing, accountable culture
Oversee delivery across a portfolio of change initiatives, ensuring consistency, quality and alignment of approach across projects and programmes
Provide independent assurance on business change activity, identifying risks, gaps and opportunities to strengthen delivery effectiveness
Act as the central point of coordination across change initiatives, maintaining oversight of interdependencies and cumulative impacts
Engage stakeholders to ensure visibility of the change portfolio and understanding of its impacts across their areas
Use data and insight to identify pressure points, inform planning and sequencing of change and drive continuous improvement in tools, approaches and ways of working
Represent the Business Change function within departmental leadership forums, contributing to broader discussions on delivery, risk and performance
Champion strong change practices by driving consistency of standards, sharing best practice, supporting capability development and ensuring effective adoption, engagement and embedding of change across initiatives
Foster an inclusive, respectful team culture where all colleagues can contribute and thrive
Skills required
Minimum:
Proven experience leading complex business change portfolios and initiatives within large and/or complex organisations, across a range of delivery methodologies (including Agile and Waterfall, delivering measurable outcomes while maintaining quality and consistency across multiple workstreams
Demonstrated success delivering organisational change across people, processes, technology and behaviours, to ensure effective adoption and sustained business impact
Strong track record of leading, developing and building capability to enable high performing teams
Experience providing assurance on change activity, identifying risks, gaps and improvement opportunities, including experience using tools and techniques to assess and manage organisational change impact (e.g. change heatmaps, impact assessments or similar approaches)
Essential:
Excellent stakeholder management, communication and influencing skills, with the ability to build trusted relationships, influence and engage effectively across all levels, including senior leadership,
Strong leadership and people-development capability, creating inclusive, high-performing teams including through coaching, mentoring, clear direction and effective performance management
Ability to lead stakeholders through structural, procedural and cultural change, driving understanding, alignment and adoption
Strong analytical and problem-solving skills, with the ability to assess organisational readiness, change impacts and operational risks and develop pragmatic, outcome-focused solutions
Proven ability to identify, manage and mitigate risks and issues, while driving alignment across complex and interdependent environments
Strategic and outcome-focused mindset, with the ability to identify synergies, dependencies and opportunities, challenge constructively (including at a senior level) and maximise value from change initiatives
Ability to operate effectively in fast-paced and evolving environments, using data and insight to support decision-making and understanding of change impacts, and produce clear, professional outputs
Experience engaging with technology concepts and supporting the delivery of technology-enabled change
Benefits
28 days annual leave plus bank holidays
Non-contributory pension (8–12% depending on age) and life assurance at eight times your salary
Private healthcare with Bupa, income protection and 24/7 Employee Assistance
35 hours of paid volunteering annually
Hybrid model where employees work a minimum of 40% in the office each month (expectation of 50% for senior leaders). Changing from September to a minimum of 50% in the office each month (expectation of 60% for Directors and Executive Directors)
A flexible benefits scheme designed around your lifestyle
For a full list of our benefits and our recruitment process as a whole visit our benefits page .
Our values and culture
Our colleagues are the key to our success as a regulator. We are committed to fostering a diverse and inclusive culture: one that’s free from discrimination and bias, celebrates difference and supports colleagues to deliver at their best. We believe that our differences and similarities enable us to be a better organisation – one that makes better decisions, drives innovation and delivers better regulation.
If you require any adjustments due to a disability or condition, your recruiter is here to help - reach out for tailored support.
We welcome diverse working styles and aim to find flexible solutions that suit both the role and individual needs, including options like part-time and job sharing where applicable.
Disability confident: our hiring approach
We’re proud to be a Disability Confident Employer and therefore, people or individuals with disabilities and long-term conditions who best meet the minimum criteria for a role will go through to the next stage of the recruitment process. In cases of high application volumes, we may progress applicants whose experience most closely matches the role’s key requirements.
Useful information and timelines
Timeline:
Job advert closes: Midnight, 12 August 2026
CV Review/Shortlist: 14 August 2026
Interviews: w/c 24 August 2026
Your Recruiter will discuss the process in detail with you during screening for the role, therefore, please make them aware if you are going to be unavailable for any date during this time.
