Appointment details

The Pensions Regulator - Chair

Summary

• Organisation: Pensions Regulator
• Sponsor department: Department for Work and Pensions
• Location: South East
• Sectors: Public Administration
• Skills: Audit and Risk, Communication, Regulation, Transformation
• Number of vacancies: 1
• Time commitment: 20 hour(s) per week
• Remuneration: £92,300 per annum
• Length of term: up to 5 years
• Application deadline: 5pm on 14 July 2025

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Timeline for this appointment

1. Opening date

   9 June 2025

2. Application deadline

   5pm on 14 July 2025

3. Sifting date

   18 July 2025

4. Interviews expected to end on

   12 September 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

The Pensions Regulator (TPR) is the independent UK regulator of work-based pension schemes. It is an arm’s-length public body sponsored by the Department for Work and Pensions (DWP). TPR works with trustees, employers, and business advisers of occupational pension schemes in the private and public sectors, to help them understand their legal duties and the standards it expects. TPR also works with employers and their advisers to ensure compliance with Automatic Enrolment duties.

TPR works within the policy and resource framework determined by the Secretary of State; its Corporate Plan and its financial resources and headcount budget is agreed with the DWP. 

DWP is seeking a Non-Executive Chair with a range of established skills and competences to set TPR’s strategic direction to 2030 and beyond, to drive regulatory excellence and to oversee the organisation’s governance arrangements.

Introduction from the Minister

Torsten Henricson-Bell, Minister for Pensions

Thank you for your interest in applying for the role of Chair of the Pensions Regulator (TPR).

This is a vital role requiring strong leadership of the UK’s regulator of work- based pension schemes. Thanks to Auto-Enrolment, more than 8 in 10 workers are now saving into a pension.  But, if the challenge of the last decade was getting people saving, the challenge of the next is to ensure they get value for money from the savings they make. 

At the same time the pensions landscape is evolving into fewer, larger schemes, with the forthcoming Pensions Schemes Bill set to create a system better able to deliver for savers, whilst supporting growth in the UK economy. 

As the pensions market transforms in the face of major reforms such as the introduction of mega funds, TPR’s will also need to evolve to ensure it is stewarding the market towards our priorities of economic growth while continuing to ensure the best possible retirement outcomes.

TPR is meeting this challenge through transforming the way it works, to be a risk-based regulator that requires new capabilities and behaviours.  At this moment of significant change, we are looking for a new chair for The Pensions Regulator, to support it in transforming to new ways of regulating while meeting its legal duties and the highest standards. The successful candidate will help set the future direction of the organisation, ensuring it operates efficiently, and effectively to ensure benefits of members of pension schemes are protected.

As TPR continues to evaluate and transform how it delivers against the statutory objectives there has never been a more exciting time to join the organisation. 

This is a challenging but rewarding role. If you have the experience and skills that we are seeking and have got what it takes to lead TPR, I would welcome an application from you.

We are committed to promoting greater diversity in all DWP’s public appointments. If you have questions about the appointment process you can contact the DWP Public Appointments Team, alb.publicappointments@dwp.gov.uk.

Additional introductions

Peter Schofield, DWP Permanent Secretary

I want DWP and our arm’s-length bodies to be places where everyone, whatever their background, feels encouraged to achieve their potential. I believe attracting talented individuals from diverse backgrounds, including regional diversity and the full range of socio- economic groups, will allow us to be better able to provide the best possible support to those we serve. 

DWP continues to support Cabinet Office in working towards increasing diversity and equity in public appointments. We actively encourage and welcome applications from everyone.  

If you are looking for an opportunity to use your talents to make a difference to the lives of millions of your fellow citizens, we look forward to hearing from you. 

Appointment description

The Chair of the TPR Board leads a group of non-executive and executive directors in the leadership of TPR.  At a time of significant change in the pensions sector and as TPR transforms the way it operates, the Chair must be able to demonstrate excellent communication and interpersonal skills to ensure productive  engagement with a broad range of stakeholders and help the organisation deliver the transformation required. Equally important is an inquisitive and curious mind, open to new approaches to regulation that lead to better outcomes for savers whilst supporting economic growth. The Chair will need to be forward looking, with the ability to respond to challenges swiftly, reorientating Board focus as required.

Key responsibilities will include:

•Leading the Board, ensuring its meetings are focused on TPR’s current and future priorities and that the Board’s views are communicated clearly to the executive team.

•Ensuring there is a constructive working relationship with Ministers and officials in the sponsoring body, the Department for Work and Pensions.

•Reviewing TPR’s strategic direction and ensuring alignment with DWP and wider government priorities; ensuring that its plans are challenged constructively by the Board so that priorities and targets are clear and appropriate.

•Providing strong leadership to ensure TPR delivers on its plans in line with the statutory, administrative and financial frameworks that apply to it. 

•Supporting and motivating the Chief Executive and executive team whilst also holding them to account for delivery agreed objectives efficiently and effectively.

•Representing TPR confidently and persuasively externally including at conferences, with the media and with expert stakeholders. 

Organisation description

The Board is specifically responsible for:

• establishing and taking forward the regulator’s strategic aims and objectives consistent with its overall strategic direction and within the policy and resources framework determined by the Secretary of State;

• ensuring that the responsible minister is kept informed of any changes which are likely to impact on the regulator’s strategic direction or on the attainability of its targets, and determining the steps needed to deal with such changes;

•ensuring that any statutory or administrative requirements for the use of public funds are complied with, the Board operates within the limits of its statutory authority and any delegated authority agreed with DWP, in accordance with any other conditions relating to the use of public funds and  in reaching decisions, the Board takes into account guidance issued by DWP. 

• ensuring that the Board receives and reviews regular financial information concerning the management of the regulator and is informed in a timely manner about any concerns about the regulator’s activities; and provides positive assurance to DWP that appropriate action has been taken on such concerns; 

• demonstrating high standards of corporate governance at all times, including by using the independent audit committee to help the Board to address key financial and other risks;

• appointing, with the responsible minister’s approval, a Chief Executive and, in consultation with the Department, setting performance objectives and remuneration terms linked to these objectives for the Chief Executive which give due weight to the proper management and use and utilisation of public resources.

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

The successful candidate must demonstrate: 

•Leadership: the ability to set strategic vision and drive forward priorities of the Pensions Regulator with a strong track record in relevant senior leadership roles.

•Knowledge: a clear strategic understanding of the pension sector or wider financial services sector.

•Experience: a strong track record of delivery at a senior level with experience of regulation, working in a regulated environment in financial services or the pensions sector 

•Relationship building: ability to build strong stakeholder relationships, including with Ministers, Senior Government officials, industry and external stakeholders.

•Communication: strong communication and interpersonal skills with the ability to listen, accept challenge and constructively challenge others in discussions with clarity and respect.

•Judgement: effective decision-making skills with the ability to critically analyse a wide range of information to make clear and objective evidence-based recommendations to support the delivery of the organisation's objectives. 

•Collaboration: ability to work closely with the executive board and other key stakeholders, providing support, constructive challenge and assurance as appropriate. 

Desirable criteria

•Experience of organisational transformation. 

•Knowledge of work-based pension schemes and wider pension industry experience. 

•Experience of operating within a regulatory environment. 

•Knowledge and understanding of risk management. 

Application and selection process

How to apply

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions. To apply, all candidates are required to provide:

1. A  Curriculum Vitae (Maximum 2 Pages in MS Word format ) which provides your contact details, details of your education and qualifications, employment history, directorships, membership of professional bodies and details of any relevant publications or awards;
2. A supporting statement Maximum 2 Pages in MS Word format not PDF) setting out how you meet the criteria for appointment, as set out in the person specification for the role;
3. Information relating to any outside interests or reputational issues;
4. Diversity monitoring information. This allows us to see if there are any unfair barriers to becoming a public appointee and whether there are any changes that we could make to encourage a more diverse field to apply. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be used as part of the selection process and will not be seen by the interview panel;
5. Disability Confident – please state if you want to be considered for the disability confident scheme you can find more information about the scheme further down in the Disability Confident section of the vacancy;
6. Reasonable adjustments - requests for reasonable adjustments that you would like to the application process (if applicable);

Due Diligence Checks

Please note that due diligence checks will be carried out on all candidates shortlisted for interview. The result of the checks will be shared with the panel and with Ministers who make the final decision following the results of the interview. The search will include: 

• Google search – publicly available information 

• Social Media search – including Bluesky, ‘X’, Facebook 

• Individual insolvency search 

• Removed trustee register search 

• Financial Services Prohibited Individuals Register 

• Disqualified Director Register 

• Personal Information declarations 

• References 

ID verification 

For candidates that reach interview stage, when attending the interview, you will be asked to provide ID. This can be either a valid passport or photo card driving licence.

We will ask you to check and confirm your personal details to ensure your application is accurate.

The Advisory Assessment Panel reserves the right to only consider applications that contain all of the elements listed above, and that arrive before the published deadline for applications.

The closing date for applications is at 17:00 on 14/07/2025. Late applications will not be accepted.

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. As a result, they must be consulted at every stage of the appointments process.

2. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

3. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for an interview.

4. Once the shortlist has been agreed by Ministers, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

5. The Panel will meet again to interview candidates and determine who is appointable to the role. The Panel may invite you to make a brief presentation at the start of the interview and will go on to question you about your skills and experience, including asking specific questions to assess whether you meet the criteria set out for the post. The Panel will also explore with you any potential conflicts of interest or any other issues arising from your personal and professional history which may impact on an appointment decision.

6. Details of the panel’s assessment of interviewed candidates are provided to Ministers, including whether they have judged a candidate to be appointable to the role. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

7. Ministers may choose to meet with candidates before deciding the outcome. Candidates should therefore be prepared for a short time gap between interview and a final appointment decision being made. Candidates who have been interviewed will be kept informed of progress.

8. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application, including whom they may approach for feedback. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

Further information about appointments, including tips on applying, can be found on our guidance pages on gov.uk.

Advisory Assessment Panel (AAP)

The panel will consist of four members: 

Chair – Kerstin Parker, Director for Private Pensions and Arm’s-length Bodies, DWP

Panel Member – Alison Hoskins, Deputy Director, Pensions and Savings, HMT

Panel Member – Ian Wilson, DWP Non-Executive Director

Senior Independent Member – Mark Addison, Former Commissioner for Public Appointments Office  

The panel will ensure that appointments are made in accordance with the Governance Code on Public Appointments.

Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.

AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

Pre-appointment scrutiny

Pre-appointment scrutiny by select committees is an important part of the process for some of the most significant public appointments made by Ministers. It is designed to provide an added level of scrutiny to verify that the recruitment meets the principles set out in the Governance Code on Public Appointments. This scrutiny may involve the relevant select committee requesting and reviewing information from the Department and the Minister’s preferred candidate. The select committee may also choose to hold a pre-appointment hearing.

If you are confirmed as the government’s preferred candidate for this role, the department will be in touch to confirm next steps. In most cases your name and CV will be provided to the relevant select committee in advance of the hearing.  Following a date being agreed for a pre-appointment hearing with the committee you will be asked to complete a questionnaire in advance of that. Following the hearing, the government will review and respond to the Committee’s report before confirming the appointment. 

Full information can be found in the Cabinet Office’s guidance here. 

Eligibility criteria

In general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards. 

You cannot be considered for a public appointment if:

• you are disqualified from acting as a company director  (under the Company Directors Disqualification Act 1986);

• have an unspent conviction on your criminal record;

• your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

• you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this. 

• you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points. 

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below)

If you need further advice, please contact alb.publicappointments@dwp.gov.uk

Security clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance may also be required for certain roles. However, where this applies, candidates will be notified during the appointment process. Further information on National Security Vetting can be found on the Gov.uk website here.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve.

We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.

When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

We are a member of the Government’s Disability Confident scheme. We use the Disability Confident scheme symbol, along with other like-minded employers, to show our commitment to good practice in employing people with a disability. The scheme helps recruit and retain disabled people. As part of implementing the scheme, we guarantee an interview for anyone with a disability whose application meets the essential criteria for the role, set out in the advert, and who has asked that their application is considered under the scheme. Indicating that you wish your application to be considered under the scheme will in no way prejudice your application. By ‘essential criteria', we mean that you must provide evidence which demonstrates that you meet the level of competence required under each of the essential criteria, as set out in the job-advert. When you apply you will have the opportunity to select if you would like your application considered under this scheme.

Reasonable adjustments

We are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.

Some examples of common changes are:

• ensuring that application forms are available in different or accessible formats;
• making adaptations to interview locations;
• allowing candidates to present their skills and experience in a different way;
• giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
• allowing support workers, for example sign language interpreters;
• making provision for support animals to attend.

When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder.

1. Selflessness

Holders of public office should act solely in terms of the public interest.

2. Integrity

Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.

3. Objectivity

Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.

4. Accountability

Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.

5. Openness

Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.

6. Honesty

Holders of public office should be truthful.

7. Leadership

Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 

• any outside interests that you may have, such as shares you may hold in a company providing services to government; 
• any possible reputational issues arising from your past actions or public statements that you have made; 
• and/or - any political roles you hold or political campaigns you have supported; 

which may call into question your ability to do the role you are applying for.

You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 

Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of Ministers.  Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. There is no automatic presumption of reappointment; each case should be considered on its own merits, taking into account a number of factors including, but not restricted to, the diversity of the current board and its balance of skills and experience. In most cases, the total time served in post will not exceed more than two terms or ten years in any one post. 

Remuneration, allowances and abatement

Remuneration for this role is treated as employment income and will be subject to tax and National Insurance contributions, both of which will be deducted at source under PAYE before you are paid. 

You can claim reimbursement for reasonable travel and subsistence costs which are properly and necessarily incurred on official business, in line with the travel and subsistence policy and rates for the organisation to which you are applying. However these payments are taxable as earnings and will be subject to tax and national insurance, both of which will be deducted at source under PAYE before you are paid. 

Pension and redundancy

This is an office holder appointment and does not attract any benefits under any Civil Service Pension Scheme. You will not be eligible for redundancy pay as you are not an employee. No other arrangements have been made for compensation upon the end of your term of appointment because an office holder who is appointed for a limited duration would have no expectation of serving beyond that period.

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Please contact the DWP ALB Public Appointments team in the first instance if you would like to make a complaint regarding your application at alb.publicappointments@dwp.gov.uk  They will acknowledge your complaint upon receipt and respond within 15 working days.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at publicappointments@csc.gov.uk.Further information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website https://publicappointmentscommissioner.independent.gov.uk/regulating-appointments/investigating-complaints/

Data protection

The Cabinet Office will use your data in line with our privacy policy.

Department for Work and Pensions (DWP)

The Department’s data protection privacy notice and relevant policies are available on the Department’s Personal 

Information Charter: Personal information charter - Department for Work and Pensions - GOV.UK (www.gov.uk) 

Contact details

Please Contact the DWP ALB Public Appointments Team at

alb.publicappointments@dwp.gov.uk

Attachments

• Candidate Pack