Privacy Manager (Accountability)
- Bank of England
- Leeds, West Yorkshire
- Jun 29, 2026
Job Description
Location: Leeds
Risk Directorate
The Bank of England is a diverse organisation. Each of its 4,000 plus people are committed to public Risk management in its broadest sense is at the core of the Bank's mission and is central to everything we do. As well as the diverse policy risks managed by the Bank's three policymaking committees, the Bank is also exposed to a wide array of financial and non-financial risks.
The Risk Directorate was created following the 2018 internal Risk Governance Review and houses the second line of defence risk and compliance functions charged with providing effective oversight of the Bank's financial and non-financial risks and ensuring compliance with its policies. The Directorate brought together various second line functions - Bankwide Risk, Financial Risk & Resilience, and the Bank's central Compliance Division, including Privacy. The Risk Directorate also includes Business Continuity Management.
Internal Audit forms the third line of Defence for the bank and is part of the Risk Directorate for administration purposes but operates independently.
Department Overview
The Compliance Division sits within the Risk Directorate. Risk management in its broadest sense is at the core of the Bank's mission and is central to everything we do. The Bank's reputation for integrity and impartiality are key to maintaining our ability to discharge our mission.
The Compliance Division is a second line independent oversight function, responsible for reinforcing a culture of compliance across the Bank.
The Division
The Compliance Division:
- maintains a bank of clear, accessible and sensible policies, overseeing the quality and consistency and enforcing adherence to appropriate governance;
- acts to increase staff understanding of the Bank's key policies and controls, designing a training programme to address key compliance risks / breaches / lack of understanding;
- fosters an environment of integrity and ethics and acts as a guardian of the Bank's reputation;
- ensures that key policy-linked controls are effective and efficient; and,
- ensures that breaches are appropriately and consistently managed.
The Privacy team is part of the Compliance Division and is led by the Bank's Head of Privacy and Data Protection Officer. The Privacy team owns the Bank's privacy framework and shares accountability with business areas to enable the Bank to use personal data efficiently whilst maintaining compliance.
Job Description
Reporting to the Bank's Data Protection Officer and working closely with other Privacy Managers and internal stakeholders across the Bank, this is a key role enabling the compliant use of personal data in support of business objectives. This role has a focus on accountability and how the Bank demonstrates compliance with data protection law, including implementation of the Bank's internal data protection policy.
Core responsibilities include:
- Applying expert knowledge to provide high-quality and timely advice on compliance with all aspects of the Data Protection Act 2018, the UK General Data Protection Regulation, and related legislation, often in relation to complex matters requiring significant analysis in the context of central bank activities;
- Leading on the completion of Data Protection Impact Assessments and other privacy risk assessments to assess and clearly explain the consequence of proposed changes to business processes, make recommendations and agree appropriate mitigating actions with the Risk Owners;
- Where required, providing advice on the management and resolution of incidents involving personal data and if necessary, escalating breaches to the Data Protection Officer for review;
- Preparing and drafting reports on privacy risks and compliance for senior management including Bank-wide committees.
Additional responsibilities include:
- Leading on the review and development of the data protection policy, including the identification of key supporting controls;
- Supporting the Bank's Data Protection Officer to ensure that the Bank can demonstrate compliance with UK data protection law and leading on regular compliance self-assessments using recognised frameworks;
- Identifying and collecting relevant metrics to provide demonstrable assurance to Bank oversight committees that data protection controls are operating effectively and are appropriately designed;
- Reviewing and developing efficient frameworks to ensure appropriate documentation is available to demonstrate compliance e.g. ROPA
Number of direct reports: 0
Role Requirements:
Minimum Criteria
- Demonstrable depth and breadth of privacy expertise gained through experience in roles as a privacy practitioner in large or complex organisations;
- Completion of relevant professional qualifications e.g. CIPP/E, CIPM, CIPT;
- Experience of carrying out Data Protection Impact Assessments.
Essential Criteria
- Ability to work to tight deadlines and respond to competing priorities in a fast paced environment, staying calm under pressure;
- Proven ability to analyse complex problems and propose pragmatic solutions;
- Be able to work autonomously;
- Confidently take responsibility for and ownership of risk based judgements and critical thinking in relation to privacy risk;
- Be able to understand broader perspectives and context of privacy risks whilst retaining an eye for detail;
- Excellent verbal and written communication skills, able to explain technical matters to stakeholders in a way that is straightforward, concise and meaningful to the audience.
Desirable Criteria
- Ability to build and maintain internal relationships and networks based on credibility, respect and trust. Strong business focus with the ability to work closely with and influence senior management and key decision makers, with the confidence to challenge, negotiate and persuade where appropriate.
- Currently a non-contributory, career average pension giving you a guaranteed retirement benefit of 1/80th of your annual salary for every year worked. There is the option to increase your pension (to 1/65th) or decrease (to 1/105th) in exchange for salary through our flexible benefits programme each year. The Bank has the discretion to vary standard accrual rates and dial up and dial down rates at any time and to withdraw dial up and dial down options at any time.
- A discretionary performance award based on a current award pool.
- An 8% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits.
- 26 days' annual leave with option to buy up to 12 additional days through flexible benefits.
- Private medical insurance and income protection.
The Bank of England welcomes applications from all candidates, but as a UK Visas and Immigration (UKVI) approved sponsor, we have a responsibility to comply with the Immigration Rules and guidance. As such, our ability to employ individuals who require sponsorship for immigration purposes is limited. The Bank cannot guarantee that you and / or the role you are applying for will be eligible for sponsorship and that any application made to UKVI will be successful. Eligibility will therefore be considered on a case by case basis.
The Bank of England is the central bank of the United Kingdom. Sometimes known as the “Old Lady” of Threadneedle Street, the Bank was founded in 1694 with a founding charter that stated its purpose was to “promote the public good and benefit of our people”.
The Bank of England’s purpose today reflects that vision first articulated by our founders. Our mission: to promote the good of the people of the United Kingdom by maintaining monetary and financial stability.
Workplace Initiatives
|
Program for parents returning to work after Parental Leave? |
We have a returner's session they can attend and our Parent's Network also run a separate returners session. |
|
Leadership development programs? |
Yes |
|
Mentoring programs? |
Yes |
|
Coaching programs? |
Yes |
|
Employee-led diversity networks? |
Yes |
|
Internal women’s networking groups? |
Yes |
|
Open to discussing flexible work arrangements at interview stage? |
Yes |
|
No. of weeks paid maternity leave at full salary: |
26 weeks |
|
Minimum weeks tenure required to be eligible for paid maternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
|
No. of weeks paid paternity leave at full salary: |
2 weeks |
|
Minimum tenure required to be eligible for paid paternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
|
Gender pay gap reporting information 2019 (UK): |
|
|
Mean pay gap: |
20.20% |
|
Median pay gap: |
23% |
|
Mean bonus (performance award) gap: |
21% |
|
Median bonus (performance award) gap: |
22% |
|
Signatory of the UK Women in Finance Charter? |
Yes |
|
Targets to raise the number of women in leadership? |
Yes |
|
Targets to raise the number of BAME individuals in leadership? |
Yes |
|
Listed in the Bloomberg Diversity & Inclusion Index? |
No |
Returner Programme
We recognise that there is a large untapped talent pool of experienced professionals on a career break, including many high-calibre women who have taken time out of their careers for a variety of different reasons. As part of our inclusion agenda, the Bank is partnering with Women Returners, a specialist return-to-work organisation, to run the Bank of England Career Returners Programme to attract and support returning professionals, with coaching and training support provided by Women Returners and the possibility of a permanent role at the end of the programme.
Applicants will have to go through a short assessment process in order to gain a role. Applicants must have had a career break of two or more years to be eligible for the programme. All returners who gain a position will receive coaching support from Women Returners to help them transition back in to the workplace. The returners will be taking on real live budgeted vacancies – they are not specifically created roles. Flexible working options will be available, though we would ask that all returners attend the full induction.
Testimonials
" I had never thought about working in the public sector. I genuinely can’t remember why I decided to go to the Career Returners launch event at the Bank but it was literally life changing. I realised there was a place where I could work in financial services and still be able to care for my children. This was hugely different from when I was in investment banking. I was also very impressed by the level and quality of people in the Bank. I doubt I wouldn’t be working today if it was not for the programme – it is as simple as that."
"I’m not sure I would have come back to work in the City if I hadn’t have found something like this. Having young children and a long commute, I knew I wouldn’t find the flexibility I needed in the investment banking industry that I used to work in. Finding this scheme gave me the prospect of working part-time and flexibly without giving up on interesting and challenging work."
Working for The Bank of England
As a place of work, the Bank feels different from other organisations. The atmosphere is relaxed but professional, research-driven and connected to real events in the economy. While organisations in the private sector are focused primarily on profits, our objectives are the quality of our thinking and analysis.
Whichever area you join, it’s likely you’ll work on high-impact projects. The issues we deal with on a daily basis are often in the news, and affect everyone in the country. For many of our people, contributing to the public good is one of the most rewarding aspects of working here.
Our historic building is located in the heart of the City and combines rich tradition with up-to-date facilities. Just as important, a strong culture of support exists in the organisation.
The Bank is a member of the Disability Confident scheme. This means that applicants who declare a disability and who meet the minimum requirements of the job description are fast-tracked to the first stage of assessment.
The Bank also encourages Diversity of Thought, which inspires colleagues in every area to share different ways of thinking, working and achieving success. The aim of this is to promote creativity and encourage diverse approaches by inviting people with different backgrounds, skills or talents to present their thoughts and ideas.
In order to promote and support diversity in all its forms, we also have a number of Employee Networks:
LGBT+ AND ALLIES NETWORK
The LGBT+ and Allies Network is fully inclusive and open to every member of staff. This includes people who may not identify as LGBT+ themselves, but who actively support their LGBT+ colleagues, and promote a working environment where everyone – regardless of sexual orientation or gender identity – feels safe and confident to be themselves.
We are a Stonewall Diversity Champion and participate in the Workplace Equality Index most years. In 2018, we moved up 101 places in the index – a huge improvement in one year. Working with Stonewall, we are committed to improving LGBT+ diversity and inclusion even further.
DISABILITY NETWORK
The key objective of the Disability Network is to identify and remove barriers so that people with disabilities can achieve their full potential at the Bank. As well as supporting individuals with specific employment issues, the network organises events for all employees to raise awareness of the full range of disabilities and the challenges facing those who live with them.
MENTAL HEALTH NETWORK
This network is focused on improving people’s understanding of mental health issues. As well as highlighting the support available to colleagues, it organises and sponsors events to combat the stigma around mental health. In doing so, it aims to ensure that anyone affected by mental health issues – either directly or indirectly – feels more inclined to open up and seek help earlier.
WOMEN IN THE BANK NETWORK
The Women in the Bank Network aims to ensure that all women can flourish in the workplace. It’s open to everyone, regardless of gender, focusing on identifying and tackling issues that can hold women back in their professional development and job satisfaction.
Although we still have a way to go, our efforts to address the imbalance between male and female employees have already achieved considerable success. Of around 1300 staff here, 43% are women with 33% at Governor level.
BEEM NETWORK
BEEM was established to inform, inspire, advocate and promote Black, Asian and Minority Ethnic (BAME) related matters in the Bank. As well as ensuring BAME staff experience the same performance reviews, rates of pay and development opportunities as non-BAME colleagues, BEEM is committed to addressing the imbalance of BAME representation at a senior management level.
MUSLIM NETWORK
The Muslim Network connects and supports Muslim colleagues throughout the Bank, ensuring no one ever has to compromise their religious obligations or spiritual needs in order to excel in their professional role. As part of this, the network also organises events and activities to mark important Islamic celebrations and bring people together throughout the year.
JEWISH NETWORK
The Jewish Network is here to support all Jewish colleagues across the Bank, and help them celebrate and raise awareness of their shared faith. The network is proud of its inclusivity and welcomes members from all denominations and beliefs, including Orthodox, Conservative, Progressive, Cultural and Atheist Jews, as well as those who are not affiliated.
CHRISTIAN UNION
The Christian Union is open to Christians of any (or no) denominational background, as well as colleagues who don’t consider themselves Christians but are interested in finding out more about the Christian faith. Its members regularly come together to study the Bible, pray, talk and socialise, with a focus on their faith and how it influences their work and everyday lives.
CARERS NETWORK
Whether it involves looking after someone with chronic illness, disability or mental health issues, an elderly relative or young children as part of a family, being a carer can be tremendously rewarding. But it’s also extremely demanding. The Carers Network provides the information, advice and support colleagues need to balance that responsibility with a successful career.