Appointment details

Great British Energy (GBE) - Non-Executive Director (NED)

Summary

• Sponsor department: Department for Energy Security & Net Zero
• Location: Scotland
• Sectors: Professional, Scientific and Technical
• Skills: Audit and Risk, Change Management, Communication, Major Projects, Regulation
• Number of vacancies: 3
• Time commitment: 30 day(s) per annum
• Remuneration: £1,000 per day
• Length of term: 3 Years
• Application deadline: 2pm on 1 May 2026

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Timeline for this appointment

1. Opening date

   19 March 2026

2. Application deadline

   2pm on 1 May 2026

3. Sifting date

   7 May 2026

4. Interviews expected to end on

   28 May 2026

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Chair

Thank you for your interest in becoming a non-executive director at Great British Energy. The premise for GBE back in 2024 stems from a simple idea – that the British people should have a right to own and benefit from our natural resources. That these resources belong to all of us and should be harnessed for the common good.

However, in 2026, we can see an even stronger case for energy security and domestic generation, as international volatility once again leaves us open to turbulent gas and oil prices. This volatility hurts families, businesses and communities, it drives inflation and stifles investment.

This is about creating a new narrative around the energy transition, reframing the energy transition as the great economic opportunity of a lifetime. It’s about being optimistic about energy as a driver of wealth and value, and at its core, it’s about creating jobs, new industries, warmer homes and lower bills.

At GBE, our mission is clear. We have four clear targets to meet by 2030:

• Accelerate clean generation: Establish a portfolio through investment and ownership that will deliver at least 15 GW in clean energy generation and storage capacity and mobilise £15bn of private finance over time, through GBE spend between now and 2030.

• Power communities: By 2030, support over 1,000 local and community energy projects, boosting community ownership.

• Unlock the UK’s industrial base: Catalyse the just transition, funding projects to support at least 10,000 jobs by 2030, including skills and locations historically dependent on oil and gas. We will also launch a £1 billion Energy, Engineered in the UK programme to grow our clean energy supply chain.

• Deliver returns and long-term value: GBE will build a portfolio which is generating income by 2030 and be on a pathway to company-wide profitability.

As a non-executive director, you will play an instrumental role in shaping the company as it moves from its first 12 months of operation into its second year and beyond. The start-up team has done a fantastic job in laying the foundations, establishing lasting relationships with communities and leaders, and putting Great British Energy on the right path to make a difference.

GBE has a clear mandate for change. This means lower bills, secure domestic power, and the reindustrialisation of towns and cities around the country. The work has already begun in building and growing what will be a lasting British energy institution.

Appointment description

Roles

Great British Energy is 1 year into its journey. We are recruiting three Non-Executive Directors to join the Board of Great British Energy at an exciting time for the company, following its initial ‘set-up’ period. A key focus for GBE will be maturing its organisational capabilities as it moves out of this set-up phase, whilst continuing to deliver at pace in line with its mandate set by government. 

These NED roles will be crucial in guiding GBE through that next phase, and it is therefore critical that the right skills and people are recruited to enable GBE to take this next step in its journey. 

We are looking for individuals who are motivated by public service and committed to Great British Energy’s mission to accelerate clean power deployment to create jobs, boost energy independence and secure the benefit of clean, secure homegrown energy for the UK.

As a Non-Executive Director of British Energy, you will contribute to the development of a new national institution that aims to redefine what successful public ownership looks like in the 21st Century. Your role will involve offering independent insight, constructive challenge, and stewardship to help ensure the company delivers public value, achieves commercial success, and strengthens the UK’s long-term energy security. 

In this campaign, we are looking for specific skills including:

• Focus on workforce interests, trade unions and a Just Transition.

• Finance, Risk & Audit to chair GBE’s Audit, Assurance and Enterprise Risk Committee. • Broad Non Executive experience, bringing strong judgement, corporate governance  expertise and the ability to operate effectively across GBE’s diverse and complex portfolio.

Responsibilities

• Contribute to setting GBE’s strategic direction, ensuring alignment with national energy policy and the wider public interest.

• Provide independent oversight and constructive challenge to the Chief Executive and executive team, supporting delivery and performance.

• Support high standards of governance, risk management, and regulatory compliance, recognising GBE’s unique accountability to the British public.

• Champion social responsibility as a core part of GBE’s decision-making, including support for community energy and initiatives that deliver public value.

• Sitting on, and/or chairing committees, as determined by the Chair; for example, Audit, Assurance and Enterprise Risk Committee or the Nomination and Renumeration Committee.

• Support GBE’s establishment as an Aberdeen-headquartered company, contributing to its engagement strategy with the city and surrounding communities.

Organisation description

About GB Energy

Great British Energy is a publicly owned, operationally independent energy company, designed to drive clean energy deployment, boost energy independence, create jobs and ensure UK taxpayers, billpayers, and communities reap the benefits of clean, secure, homegrown energy. Setting up Great British Energy is one of the government’s first steps for change, and we will do this in a way that means it will have both an early impact and long-term success.

Great British Energy (GBE) will speed up the deployment of mature and new technologies, as well as local energy projects, to support the government’s aim of decarbonising our electricity system by 2030 whilst also ensuring we can meet future demand as we further decarbonise the economy.

Great British Energy’s vision is to become an enduring institution that delivers the benefits of a cleaner, more secure energy system to the British public.

Great British Energy’s mission will be to drive clean energy deployment to create jobs, boost energy independence, and ensure UK taxpayers, billpayers and communities reap the benefits of clean, secure, home-grown energy.

This mission will be delivered through the following functions:

1. Project investment and ownership

2. Project development

3. Local and community energy

4. Supply chain

More details can be found in the GBE Statement of Strategic Priorities and GBE’s Strategic Plan.

Our ambition is to become a lasting national institution that the British public will be proud of. We are building GBE not just as a company, but as a cornerstone of the UK’s energy landscape: a trusted, transparent, and innovative public champion that stands shoulder to shoulder with the leading state-owned energy companies of Europe.

For too long, Britain has relied on imported energy, while other state-owned companies have benefitted from owning our crucial energy assets. GBE marks a decisive break — a permanent national capability to plan, invest, and build the infrastructure that powers our future.

Public ownership with purpose means we use public capital to unlock private investment, not replace it. GBE’s investments will catalyse further investment, building industries that last. Returns from assets the public owns are reinvested — back into more capacity, more jobs and more opportunity.

Great British Energy works collaboratively with industry, local authorities and communities, and other public sector organisations such as the National Wealth Fund, to spread skilled jobs and investment across the country.

In recognition of Scotland’s leading role in the UK’s clean energy revolution, Great British Energy is headquartered in Aberdeen (with additional sites in Edinburgh and Glasgow once the company is up and running).

Person specification

Essential criteria

General:

• Knowledge: a clear understanding of the work, priorities and challenges of Great British Energy and the context within which it operates.

• Experience: proven leadership experience and a strong track record of delivery on significant policy issues within a large, complex organisation ideally in the energy, infrastructure or public service sectors.

• 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 Great British Energy’s objectives.

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

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

• Relationship Building: ability to build strong stakeholder relationships, including with Ministers, Senior Government officials and external stakeholders, and to serve as an ambassador to Great British Energy.

ARAC Role:

• Experience of working in finance and/or risk management, and able to ensure effective governance and risk management frameworks are in place. A professional accountancy qualification preferred, but not essential.

• Board-level experience, either chairing an Audit and Risk Assurance Committee or as a Chief Financial Officer.

Workforce Interests, Trade Unions and a Just Transition:

• Ability to drive strategic direction of a large, complex organisation, ensuring alignment with wider industrial and government strategy.

• Demonstrable experience of trade union engagement and workforce consultation, ensuring workforce perspectives are integrated into decision-making.

• Strategic awareness of the importance of industrial strategy, and the role renewable energy can play in driving ‘good jobs’ as part of the transition to Net Zero.

Application and selection process

About this appointment

Some public appointments are made by the Prime Minister, or the Crown on the recommendation of the Prime Minister. Others are made by Secretaries of State or other ministers and are of interest to the Prime Minister.

Public appointments made by or of interest to the Prime Minister

How to apply

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

To apply, you must provide:

• equality information
• information relating to any outside interests or potential reputational issues
• You may also be asked to provide:
• a Curriculum Vitae (CV)
• a supporting statement
• a short biography

Completed applications should be submitted to FWB - Non Executive Directors - FWB

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

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

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)

TBC.

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.

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 gbenergynxd@fwbltd.com.

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 FWB team in the first instance if you would like to make a complaint regarding your application at gbenergynxd@fwbltd.com.

Data protection

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

The Department for Energy Security and Zero's Privacy Policy can be found here.

Attachments

• DESNZ Privacy Notice - 2026

Contact details

gbenergynxd@fwbltd.com