225 Jobs in West Midlands (CC)

Pensions Officer

£30,024- £33,699

2-Year Fixed Term Contract

Full Time (Hybrid)

*Previous applications need not apply*

We are looking for a Pensions Officer to join our Operations team within the West Midlands Pension Fund. This role is ideal for someone with existing pensions administration experience who is confident managing a busy, process‑driven workload and delivering a high‑quality service.

About the role

You will be responsible for the accurate and timely administration of more complex LGPS pension cases, ensuring compliance with scheme regulations and performance standards. You’ll play a key role in maintaining quality, supporting colleagues and contributing to service improvements.

Key responsibilities

• Calculation and verification of LGPS pension benefits, applying LGPS regulations and pension legislation
• Reviewing and authorising pension calculations and member records
• Supporting workload prioritisation and work to agreed deadlines, KPIs and team performance targets
• Supporting and guiding less experienced team members as required

What we’re looking for

• Proven experience in LGPS pension administration
• Knowledge of LGPS regulations and pension processes
• Confident managing complex, high‑volume pension casework with excellent attention to detail
• Able to work collaboratively within a team environment
• Clear, professional communication skills
• Experience working to deadlines, KPIs and quality standards
• Comfortable handling sensitive and confidential information

Why join us

• Flexible working arrangements
• Full training and development in LGPS pensions
• A supportive and collaborative team environment
• Commitment to equality, wellbeing and professional development

For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.

Should you wish to discuss this opportunity further, please contact WMPFRecruitment@wolverhampton.gov.uk

NJC Pay Award for 2026 / 2027:

The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.

We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here