Skills and Capability Officer

Job Title: Skills and Capability Officer Posting Start Date: 12/11/2026 Posting End Date: 26/11/2026 Department: Chamberlain's Office Location: Guildhall Level of DBS required for this role: None required Level of vetting required?: No security vetting is required Is this a politically restricted post?: No Does this post require a Baseline Personnel Security Standard (BPSS) check?: No

Salary: £50,860 - £56,920 Inclusive of London Weighting

Contractual Hours: 35 hours per week

Hours of Work/Work Pattern: Monday to Friday, 9:15am – 5:00pm

Basis: Full -Time, Permanent

Workplace category: Hybrid

Workplace role categories describe our approach to workplace attendance

Attachments: Job Description and Person Specification

Summary of Terms and Conditions of Employment

We reserve the right to close the advert earlier should we receive a high number of applications. We therefore encourage you to apply early.

This is an exciting opportunity to play a key role in strengthening project, programme and portfolio (P3) capability across the City of London Corporation.

As Skills and Capability Officer, you will help shape how colleagues involved in projects and programmes develop their skills, apply best practice and translate learning into stronger delivery outcomes. Working across the organisation, you will support the development of a consistent, profession-based approach to P3 capability and continuous improvement.

What you'll be doing:

Main activities include working with a supplier on the development of the P3 Development Hub, our new e-learning academy supported by face-to-face training. The role will also support implementation of a new profession-based governance model intended to formalise the P3 Centre of Excellence at all levels and enable development of shared learning and development.

This role will not only deliver capability development through the P3 Development Hub but will drive measurable improvements in project and programme delivery performance by embedding standards, targeting interventions, and holding the organisation accountable for applying learning to achieve better outcomes.

Specifically, it will:

• Drive a step change by moving beyond training delivery to actively improving project and programme performance across the Corporation.

• Embed learning into live delivery through targeted coaching, assurance, and interventions on priority programmes, informed by EPMO business partners intelligence and feedback.

• A clear performance management framework will link capability activity to measurable outcomes, including delivery confidence, governance compliance, and benefits realisation. This will look to align with the corporate performance management framework and build on it for specific roles (e.g. SROs).

• Use portfolio resource management data to target high-risk areas and deploy focused improvement actions.

• Through the P3 Centre of Excellence, set standards, challenge performance, and ensure consistent adoption of best practice across the PPM community.

• Provide senior leaders with transparency on capability impact versus delivery performance through regular reporting. This is initially planned to be done through the P3M3 Maturity Assessments.

Overall, the role will ensure training investment delivers tangible improvements in how projects are managed and outcomes achieved.

The City of London Corporation is currently undergoing a programme to ensure that our pay and reward practices are competitive and equitable across the whole organisation, to ensure that everyone has the opportunity to thrive in the work that we do.

Closing date:23:59pm on 25 November 2026

Interviewswill be held on W/c 30th November 2026

To apply online please click the Apply online button below.

Alternatively, please contact 020 7332 3978 (24 hr answerphone) quoting reference number OCHA1544if you experience any difficulties. A minicom service for the hearing impaired is available on 020 7332 3732.

The City of London Corporation is committed to Equal Opportunities and welcomes applications from all sections of the community.

Because our roles are so varied, we don’t have a ‘one size fits all’ policy for workplace attendance. How many days a week you’ll be required to attend your workplace will depend on the requirements of your role. It’s important that you understand the requirements before applying to ensure you are able to meet them. We are committed to considering requests to work flexibly and job share. Requests will be considered by the recruiting manager in line with our policies and business needs.

For more information on our categories for workplace attendance, please view our guide here.

We will be reviewing this policy and approach at regular intervals to ensure we’re meeting our attendance needs.