Navy Command Principle Security Advisor (PSyA) Security Risk Management (SRM) Assurance

The Principal Security Advisor’s (PSyA)’s team situated within HM Naval Base Portsmouth is part of Navy Command Headquarters (NCHQ) function based in Whale Island, Portsmouth, the nerve centre of the Naval Service. It upholds operations around the globe and provides the ships, people, aircraft, and equipment to deliver the UK’s defence policy.

NCHQ supports all the Royal Navy’s activities, from front-line operations to personnel support and training; finance and governance; safety; equipment acquisition; programmes and planning; and Defence Engagement. Civil servants and Armed Forces personnel work together in a wealth of interesting and exciting jobs in areas ranging from finance; legal services; personnel and HR; project planning and managing contracts, to media and communications.

This position is advertised at 37 hours per week.

The incumbent is responsible for autonomously maintaining the Navy Command Security Risk Balance Case Register; raising awareness of previously unidentified Security Risks; enabling effective management of strategic Security Risk; and assuring adherence to Security Risk Management policy guidance and that interpretation of Defence Security policy for the maritime environment is up-to-date and effective, with minimal supervision. The incumbent is also responsible for providing SRM Subject Matter Expert advice to a diverse range of personnel across NC, requiring a strong and detailed understanding of Defence SRM practices and procedures and a thorough understanding of the NC organisational structure. The post holder will require strong analytical skills and attention to detail, while being able to see the bigger picture. The incumbent will be expected to work autonomously, engage proactively and make decisions on day-to-day issues.

Responsibilities:

1. Assume responsibility for the NC Security Risk Balance Case (RBC) Register, and conducting second-line assurance on RBCs therein, including:

• Ensure RBCs are submitted by establishments, vessels and units, as appropriate.
• Ensure completed RBCs adhere to guidance provided in JSPs 440 and 892, and Navy Command Security Regulations (NCSRs).
• Challenge non-compliance, where applicable, with personnel at all levels, determining solutions and making day-to-day decisions without having to escalate to line management.

2. Provide authoritative, bespoke Subject Matter Expert SRM guidance to personnel across NC, including, but not limited to:

• Orientation briefings for newly-appointed Establishment Security Officers (ESyOs) and Unit Security Officers (USOs).
• Provide SRM to senior personnel up to 2* and briefings to OF5.
• Generic SRM guidance and advice on a case-by-case basis.

3. Proactively identify Security Risks:

• Raise and address concerns with establishments, vessels and units.
• Identify factors contributing to strategic security risk for reporting to the NC Security and Resilience Board (SRB).
• Recognise where aggregated risk factors and interaction of Security Risks may increase overall risk and directly address these with relevant Risk Managers.

4. Deputise for NC PSyA Sy Culture and SRM SEO at meetings, including, where applicable, with senior leaders.

5. Representing the team at meetings and occasionally travelling to Ministry of Defence sites across the UK.

Open to UK nationals only.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

As part of Defence Reform, Navy Command continues to review and evolve its Target Operating Model to support more agile ways of working. In this context, the role and responsibilities of this role may develop over time to reflect changing business priorities and opportunities.

At sift stage, you will be assessed against the following;

• Candidates will be required to provide CV details to include job history, qualification details and previous skills and experience.
• Candidates will be required to provide a personal statement. This should be a maximum of 500 words that sets out your motivation for applying and shows how your skills and experience meet the essential requirements for the role.

At interview you will be assessed against the following:

• Communicating and Influencing
• Making Effective Decisions
• Working Together

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

There may be occasions where it is not practicable or appropriate to interview all DCS candidates that meet the minimum criteria for the job. For example, in certain recruitment situations such as a high volume of applications, seasonal demand, or peak periods, the employer may wish to limit the overall number of interviews offered to both DCS and non-DCS applicants.

As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical. This role does not meet that category, and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points-based system.

Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.

The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.

The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out.

Feedback will only be provided if you attend an interview or assessment.