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 a Policy and Operations Manager to join our Policy and Operations Function within the Enablement group.
This is a full-time opportunity, on a fixed term contract until 30 th September 2028, internal move, temporary promotion, loans will be considered . The role will be based in 10 South Colonnade, Canary Wharf London, E14 4PU. Office attendance may occasionally be required in other locations set by the Commissioner.
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. Remote working is potentially available for some specific roles. Please discuss this with the recruiting manager before accepting an appointment.
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.
The Office of the Patient Safety Commissioner (OPSC) is an independent Statutory Office, hosted by the Medicines and Healthcare products Regulatory Agency (MHRA). The Patient Safety Commissioner is accountable to Parliament and appointed by the Secretary of State for Health and Social Care.
What’s the role?
The Office of the Patient Safety Commissioner is looking for a motivated and highly organised Business and Policy Manager to take up this exciting role supporting the independent Patient Safety Commissioner.
This role acts as a strategic bridge between policy development and organisational delivery, providing strategic advice, operational oversight and stakeholder engagement.
The postholder will be responsible for working with all members of the team to ensure that the office’s business operations, governance and planning processes are aligned to strategic objectives and reporting standards, and take the lead on some of the Commissioner’s policy priorities.
Key responsibilities:
- Drive the delivery of key workstreams and identify systemic risks and opportunities to influence improvement across the healthcare system, and provide high-quality, evidence-based advice.
- Lead the secretariat function for the Commissioner’s Advisory Group, comprising senior leaders and experts from across the health and patient safety landscape., and ensure robust governance through accurate records and action tracking.
- Design and oversee governance and reporting mechanisms within the office, including leading senior-level sponsorship meetings and supporting financial planning and monitoring with finance colleagues.
- Oversee the management of complex and high-profile correspondence, FOIs, and public enquiries, received from a broad range of stakeholders including senior leaders across the health system.
Develop and maintain strategic relationships with stakeholders across MHRA, DHSC, the wider health system, and external organisations including patient groups.
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Who are we looking for?
Our successful candidate will be able to demonstrate the following:
Making Effective Decisions - Ability to support a senior manager using tact and discretion, particularly in respect of sensitive issues and work.
Delivering at Pace – Ability to work quickly and collaboratively to progress work, resolve any potential issues that may arise, and keep work on track.
Communicating and Influencing – Ability to communicate clearly, professionally and effectively with a range of stakeholders, including those at a senior level.
Working together – Ability to work collaboratively with a wide range of internal and external stakeholders to meaningfully progress work.
Managing a busy workload - Experience of organising a busy and varied workload, and responding at pace and with agility to new priorities and demands.
Person Specification:
Method of assessment: A=Application, T=Test, I=Interview, P=Presentation
Behaviour Criteria:
Making Effective Decisions - Ability to support a senior manager using tact and discretion, particularly in respect of sensitive issues and work. ( A, I)
Delivering at Pace – Ability to work quickly and collaboratively to progress work and resolve any potential issues that may arise. ( A, I)
Communicating and Influencing – Ability to communicate clearly, professionally and effectively with a range of stakeholders, including those at a senior level. ( A, I)
Working together – Ability to work collaboratively with a wide range of stakeholders to meaningfully progress work. ( A, I)
Experience Criteria:
Technical Criteria:
Level 6 qualifications (Undergraduate degree), or equivalent professional experience in policy, operations, health or business related subject. ( A)
Desirable: a project management qualification would be beneficial but not essential. ( A)
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 candidates, find out more here .
Online application form, including questions based on the Behaviour, 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.
Interview, which can include questions based on the Behaviour, 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: Making Effective Decisions.
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 allow sufficient time. 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 our candidate guidance for more information on appropriate and inappropriate use.
If you require any disability related adjustments at any point during the process, please contact [email protected] as soon as possible.
Closing date: 22 nd July 2026
Shortlisting date: from 27 th July 2026
Interview date: from 10 th August 2026
If you need assistance applying for this role or have any other questions, please contact [email protected]
Candidates will be subject to UK immigration requirements as well as Civil Service nationality rules. Further information on whether you are able to apply is available here .
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 complete basic 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 applicant’s 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 eligibility here .
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 [email protected] .
In accordance with the Civil Service Commissioners’ Recruitment Principles our recruitment and selection processes are underpinned by the requirement of selection for appointment on the basis of merit 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 [email protected]
If you are not satisfied with the response you receive, you can contact the Civil Service Commission at: civilservicecommission.independent.gov.uk
[email protected]
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