Technical Product Manager (DevOps)
- Bank of England
- Leeds, West Yorkshire
- Aug 26, 2026
Job Description
Technical Product Manager (DevOps), Technology Directorate
Location: Leeds or London
Permanent
Full Time
Job Description
RTGS is the Bank of England's Real Time Gross Settlement service, critical national infrastructure that underpins the UK financial system, settling hundreds of billions of pounds each day.
We are looking for a Technical Product Manager to help shape and evolve the platform services that enable software delivery across RTGS Technology.
Working within the Runtime Platform & Developer Experience domain, you will own the roadmap, epics, backlog and demand management processes for the engineering platforms and services that enable software delivery across RTGS Technology.
You will work closely with engineers, architects, Software Engineering Team Leads and stakeholders to understand platform needs, shape demand and ensure platform capabilities evolve in line with technology strategy, engineering priorities, lifecycle obligations and operational requirements.
This role sits at the intersection of platform engineering, software delivery and product management. You will own a balanced roadmap that ensures platform services remain secure, resilient, supportable and fit for the future. Working with engineers and stakeholders, you will prioritise demand, reduce operational toil through automation, manage technology lifecycle obligations and improve the effectiveness of software delivery across RTGS Technology.
Acting as a steward of engineering capacity, you will help maintain a sustainable delivery model that balances operational responsibilities, platform evolution and continuous improvement.
This is an opportunity to shape the future of engineering platforms within RTGS Technology and help enable the delivery of one of the UK's most critical technology services.
A Day in the Role
One day you could be working with engineering teams to understand challenges within the software delivery lifecycle and identify opportunities to improve platform capabilities and engineering effectiveness.
You may be working with Software Engineering Team Leads, architects and stakeholders to review roadmap priorities, balance competing demands and make informed trade-offs across platform improvements, lifecycle management, resilience, automation and operational support.
At the same time, you could be working with platform engineers to prioritise upgrades, patching activities, technology refresh, obsolescence remediation and operational improvements, ensuring the team maintains the right balance between supporting today's services and investing in tomorrow's platform.
No two days will be the same, but the focus remains consistent: maintaining a sustainable roadmap, evolving platform capabilities and enabling engineering teams to deliver software safely, efficiently and at scale.
Role Requirements
You will be responsible for translating engineering needs, operational requirements and technology priorities into a coherent and sustainable roadmap for Runtime Platform & Developer Experience services.
- Own the creation, maintenance and ongoing evolution of the roadmap, epics and backlog for Runtime Platform & Developer Experience services.
- Work closely with engineering teams and platform consumers to understand needs, identify opportunities for improvement and shape platform priorities through workshops, discovery activities and collaborative planning.
- Ensure engineering capacity is allocated appropriately across platform evolution, lifecycle management, operational support, resilience, automation and continuous improvement activities.
- Use feedback, operational insights and service data to identify bottlenecks, inform prioritisation decisions and drive continuous improvement.
- Maintain a balanced roadmap that supports platform reliability, lifecycle management, resilience, automation, developer experience and continuous improvement.
- Drive lifecycle management activities including patching, upgrades and obsolescence remediation whilst identifying opportunities to reduce operational effort through automation and standardisation.
- Work closely with Software Engineering Team Leads, architects and platform engineers to shape future platform direction.
- Challenge demand that could lead to unsustainable delivery or compromise long-term platform health.
- Communicate priorities, risks, dependencies and outcomes to stakeholders.
Minimum Criteria
We're looking for someone who has the following key skills and experience:
- Experience managing roadmaps, backlogs, epics or prioritisation processes within a technology organisation.
- Experience working with engineering, technology or platform teams.
- Experience facilitating workshops, discovery activities or stakeholder engagement sessions.
- Experience improving operational processes, engineering effectiveness or service outcomes.
- Strong stakeholder management and communication skills.
- Understanding of Agile delivery and product management practices.
Essential Criteria
We are interested in hearing from candidates who have the following capabilities:
- Proven experience as a Product Manager, Technical Product Manager, Platform Product Manager or similar role within a technology environment.
- Experience owning roadmaps, epics and backlogs for technical products, platforms or services.
- Experience working within a software -or platform engineering environment.
- Strong understanding of software delivery, CI/CD, developer tooling, platform engineering concepts and modern engineering practices.
- Experience working closely with engineering teams, architects and technical stakeholders.
- Experience facilitating workshops and collaborative discovery activities.
- Experience defining and prioritising platform capabilities based on user needs, operational requirements and strategic objectives.
- Experience using feedback, operational insights and adoption data to shape roadmap decisions.
- Experience balancing platform evolution, lifecycle obligations, resilience, operational requirements and engineering productivity.
- Experience managing or prioritising work relating to platform lifecycle management, technology obsolescence, patching, upgrades or operational resilience.
- Strong planning, facilitation and stakeholder management skills.
- Ability to understand technical concepts and translate them into prioritised outcomes.
- Strong communication skills and ability to influence technical and non-technical stakeholders.
Desirable Criteria
It would also be beneficial, but not necessary, to have some of the following:
- Experience improving software delivery processes or engineering productivity.
- Experience using techniques such as value stream mapping, process mapping, journey mapping or similar approaches to identify improvement opportunities.
- Experience driving automation and operational efficiency initiatives.
- Experience with cloud and on-premise platform environments.
- Experience in financial services, payments or regulated environments.
- Knowledge of operational resilience, observability and technology lifecycle management practices.
Don't hesitate to apply if you don't meet all the essential criteria. We value diverse perspectives and believe that different backgrounds can contribute to our team's success.
How This Role Fits into the Wider Bank
RTGS Technology is undergoing a significant transformation, moving to a product engineering model with teams aligned to business and platform domains.
The Technical Product Manager reports to the Technology Product Lead and forms part of the Product Management function within RTGS Technology.
This role exists to ensure RTGS engineering teams have secure, reliable and sustainable platform services that enable them to develop, deploy and operate software efficiently whilst maintaining long-term platform health and operational resilience.
The Technical Product Manager owns the roadmap, epics and backlog for Runtime Platform & Developer Experience services, ensuring demand is prioritised and engineering capacity is directed towards the highest-value outcomes.
Success in this role will be measured through improvements in engineering effectiveness, operational resilience, successful lifecycle management, reduction in manual effort through automation and the maintenance of a sustainable delivery model that enables continuous improvement without compromising operational stability.
- Leeds: £49,360 - £55,530
- London: £54,800 - £61,650.
- 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
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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. |
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Leadership development programs? |
Yes |
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Mentoring programs? |
Yes |
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Coaching programs? |
Yes |
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Employee-led diversity networks? |
Yes |
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Internal women’s networking groups? |
Yes |
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Open to discussing flexible work arrangements at interview stage? |
Yes |
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No. of weeks paid maternity leave at full salary: |
26 weeks |
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Minimum weeks tenure required to be eligible for paid maternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
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No. of weeks paid paternity leave at full salary: |
2 weeks |
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Minimum tenure required to be eligible for paid paternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
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Gender pay gap reporting information 2019 (UK): |
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Mean pay gap: |
20.20% |
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Median pay gap: |
23% |
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Mean bonus (performance award) gap: |
21% |
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Median bonus (performance award) gap: |
22% |
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Signatory of the UK Women in Finance Charter? |
Yes |
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Targets to raise the number of women in leadership? |
Yes |
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Targets to raise the number of BAME individuals in leadership? |
Yes |
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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.