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Job details and how to apply for our Chief People & Communications Officer role at the Welsh Revenue Authority (WRA).

Role details

Job title

Chief People & Communications Officer

Salary range

£63,880 to £74,730


Grade 6

Working pattern

This is a full-time role. However, flexible working arrangements and job sharing are welcomed and will be considered.

Contract type



We’re currently working from home and following Welsh Government guidelines around COVID-19. When it is safe and sensible to return to our offices, they will be cleaned more regularly, social distancing measures will be observed and the wellbeing of our staff will remain our highest priority.

Since March, we have welcomed several new colleagues to the WRA while working from home. We have safe processes in place to deliver IT and office equipment (contact-free) for our new colleagues.

Once it’s safe for us to return to the office, we will be working between the Welsh Government offices in Merthyr Tydfil and Cardiff. This role would be based in the Cardiff office. We will be moving into new offices in 2021, likely in the Pontypridd area.

Closing date and time

16 November 2020 at 11.55pm

Reporting to

Dyfed Alsop, Chief Executive Officer

Contact us about this role

About us

At the Welsh Revenue Authority (WRA), we’re responsible for collecting and managing two devolved Welsh taxes; Land Transaction Tax and Landfill Disposals Tax, on behalf of the Welsh Government. The revenue we raise funds public services, like the NHS and schools, in communities across Wales.

We’re committed to helping deliver a fair tax system for Wales through what we call ‘Our Approach’ - a Welsh way of doing tax. By working collaboratively with representatives, partner organisations, taxpayers, and the public, we make sure taxes are collected efficiently and effectively.

We base everything we do on our Corporate Plan 2019 to 2022. This sets out our purpose, strategic objectives, and longer-term ambitions. We report on our work annually - see our latest Annual Report and Accounts 2019 to 2020.

We’re a small and multi-skilled organisation of more than 70 staff, with talents, skills and experience spanning 14 different professions. We champion innovation, collaboration and shared decision-making. And we empower and entrust our people with high levels of responsibility and autonomy.

Find out more about what it’s like to work with us in our latest People Survey.

For further information, please visit

About the role

Working directly to the Chief Executive, you will lead the HR and Communications teams to inspire and support the culture, capability, values and engagement agendas. This is a leadership role, focused on the high-impact and long-term, and you will be a member of the WRA’s Tîm Arwain (Executive Team), and attend Board meetings as a named ymgynghorwr (adviser). As a senior leader in a small organisation, the level of autonomy and extent of leadership accountability you will have is considerable.

You will enjoy influencing others, acting as an expert adviser and critical friend, and be a visible leader and role model across the organisation. You’ll bring expert understanding of people and engagement, but also the creativity and bravery to not only facilitate the delivery of the WRA’s strategy, but to actively shape and influence it.

To be successful in the role, you’ll need to:  

  • be able to see the big picture to calculate where interventions can have the biggest impact on our long-term strategy and success, and to think forward to understand the impact of decisions and other change
  • be able to influence and communicate to ensure the WRA’s culture and brand are understood internally and externally, and actively promote the WRA’s reputation with pride
  • be able to lead with confidence, composure and credibility, setting a clear and inspirational vision for our people and the public

Looking into next year, you will be particularly focused on developing our culture as we both move from our ‘start up’ years into a more mature, yet ever-changing organisation, and the shift from home-working to office-life post-lockdown (including our relocation to new offices). Other priorities will be communicating externally our evolving approach to tax risk, equality, wellbeing, learning and development, and the creation and implementation of our first Welsh Language Strategy.

The WRA is all about values, capability and culture – this is a senior leadership role which will shape and influence these areas we care about most. As a new organisation, it’s vital that we communicate our purpose as effectively as possible. We take great pride in creating a fair, fun and rewarding place to work, where our people are innovative, collaborative and kind. This is a challenging role for someone creative, brave and dedicated to equality and learning.

- Dyfed Alsop, Chief Executive Officer

Main tasks

Corporate leadership and culture

  • Contribute to the leadership of the WRA as a whole as a member of Tîm Arwain and as an ymgynghorwr to the Board and People Committee.
  • Influence the strategy, direction and culture of the organization, through active and expert contributions at Tîm Arwain, Board and its Committees.
  • Act as a strategic senior HRBP to the Chief Executive, providing advice, support and challenge to colleagues in Tîm Arwain, and supporting the Chief Executive to inspire its development as a highly effective team.
  • Engage with people at every level to develop and embed our culture and values, flexing approach as the organization changes, in order to drive everyday excellence in the WRA’s operations.
  • Ensure those values are visible and consistent across external comms channels, as well as internally amongst our people; that our brand (externally) and values (internally) are clear to the public, our stakeholders, and our people.

People and engagement

  • Line management of the Head of HR and Head of Comms, and leadership of the combined two teams, encouraging and coaching to support continuous development and learning.
  • Ensure all people strategies, and decisions impacting our people, are both aligned to the WRA’s culture and values, and support the delivery of the WRA’s strategic objectives, considering the impact of change on organisational behaviour, engagement and motivation.
  • Oversee and champion the best use of internal and external communications to drive the WRA’s strategic messages.
  • Be a great teammate to your Tîm Arwain colleagues, providing a business-partnering approach to increase leadership and management capability and embed strong performance management.
  • Lead the people element of the WRA agenda across all functional areas (Employee Relations, Employee Engagement, Resourcing and Talent, Learning and Development, Service Delivery and Information, Performance and Reward, Organisation Design, Organisation Development).
  • Co-ownership (with Tîm Arwain) and relentless championing of our diversity and inclusion strategy.
  • Oversight of a legally compliant H&S environment.
  • Lead on complex casework including employment tribunals and any complex and/or significant whistleblowing, grievance disciplinary cases, etc., applying employment law knowledge and risk management appropriately.
  • Lead on Senior Civil Service pay and recruitment.
  • Financial ownership and oversight of the £4m people and L&D budget.
  • Responsible for the Staff and Remuneration Report in the WRA’s Annual Report, and ‘Capable’ objective in Corporate Plan.
  • Act as Information Asset Owner for the collection, transfer, storage and disposal of all our people and recruitment data.

Success criteria

We recruit using success profiles. The success profiles guidance will help you in completing your application.

We look for what you can do, not just what you have done. This means we look for the behaviours, strengths and ability needed to do the job, and experience and technical knowledge where they are necessary too.

This starts at your application, and continues throughout recruitment, and we may only look for some things at certain stages. We will always make clear what we are looking for, when, in the table below.

Please see below for the evidence you should look to showcase during the recruitment process (you may also wish to refer to the main tasks mentioned above):



Assessed in personal statement and CV

Assessed during interview or assessment

Seeing the big picture

Ensure plans and activities in your area of work reflect wider strategic priorities and communicate effectively with senior leaders to influence future strategies.





Changing and improving

Consider the full impact of implementing changes on culture, structure, morale and the impacts on the diverse range of end users, including accessibility needs.




Communicating and influencing

Deliver difficult messages with clarity and sensitivity, being persuasive when required. Communicate with others in a clear, honest and enthusiastic way in order to build trust.




Promote diversity, inclusion and equality of opportunity, respecting difference and external experience.





Assessed in personal statement and CV

Assessed during interview or assessment


You can bring a fresh perspective whatever the situation or context. You see other people’s views and can appreciate there are many different angles to consider.




You are an innovator who tries new approaches and pushes yourself to work outside your comfort zone.




You look at the big picture and consider the wider factors and long-term implications of decisions.



Experience and technical knowledge


Assessed in personal statement and CV

Assessed during interview or assessment

Experience of influencing organisational culture at a leadership level.



Experience of providing challenge and influence at executive/board/committee level to deliver long-term objectives.



Welsh language requirements

The following list of language requirements represents an objective assessment of the Welsh language skills required to undertake the duties of this post:

Welsh language skills

Welsh skills to be learnt when appointed


1 = Can read some basic words and phrases with understanding


1 = Can hold a basic conversation in Welsh


1 = Can understand parts of a basic conversation


1 = Can write basic messages on everyday topics

Welsh skills to be learnt when appointed means that having Welsh language skills are a requirement in this role at the above levels, but it is not an assessment criteria. This means it won’t put you at any disadvantage during recruitment if you aren’t a Welsh speaker. On joining, training will be provided in work time in order to gain these skills.

Level of security vetting

As a civil service department, all our people have access to government assets. Different roles require different levels of national security vetting.

Clearance level

Required for the role

Baseline Personnel Security Standard


Counter Terrorist Check


Security Check


Developed Vetting



Our assessment process includes a blended interview, where we test you against the criteria above.

Depending on the role, we may:

  • test for strengths relevant to the behaviours
  • ask you to complete an exercise, test, or presentation at interview stage
  • ask if you have any requirements you would like us to be aware of

How to apply

To apply for this role, please send us:

  1. Your CV (no more than 2 pages of A4).
  2. A personal statement (800 to 1,200 words) on how you meet the criteria.
  3. Your Details form. This allows us to make sure our recruitment process remains fair. It will not be shared further than our HR team.

Send all 3 documents to

To be fair to all, we do not accept:

  • late applications
  • incomplete or missing documents
  • personal statements over 1,200 words

We’re currently working from home and unfortunately cannot accept applications by post. If you're interested in this role and unable to apply by email, please contact us on 03000 254 738 to discuss alternative ways to apply.

We're unable to discuss opportunities with recruitment agencies, please apply directly.


We offer a wide range of benefits when you join the WRA, such as:

  • a generous pension
  • progression related pay
  • 31 days holiday

Find out more about the benefits of working for us.

Working for the Civil Service

As a Civil Service organisation, we follow the Civil Service Code, which sets out the standards of behaviour expected of civil servants.

We recruit by merit, based on the basis of fair and open competition, as outlined in the Civil Service Commission recruitment principles.

If you feel your application has not been treated in accordance with the Civil Service Commission recruitment principles, and you wish to make a complaint, you should contact our Head of HR via

We’ll always respond to complaints. If you’re not satisfied with our response, then we recommend that you can contact the Civil Service Commission.

Find out more about us

Find out more about our work by visiting our website. Or follow and engage with us on our Twitter, LinkedIn and YouTube accounts.