Senior Manager, Information Operations
- Bank of England
- Leeds, West Yorkshire
- Sep 01, 2026
Job Description
The Bank of England ("the Bank") is the UK's central bank. Our mission is to deliver monetary and financial stability for the British people. The Bank of England is a diverse organisation. Each of our 5000 people are committed to public service and dedicated to promoting the good of the people of the United Kingdom by maintaining monetary and financial stability.
Central Operations delivers critical functions that support the Bank's effectiveness and resilience across security, procurement, sustainability and optimisation services. The Information Management division is a newly established function within Central Operations, providing integrated policy and governance, operational services and information platform leadership so information is secure, compliant, accessible and reusable.
ROLE SUMMARY
This role leads the Information Operations team within Information Management and serves as the Bank's senior lead for operational information management services under the Head of Information Management. It is responsible for information access and disclosure services, records management operations, retention, review and deletion services, and the operational controls, processes and management information that support effective lifecycle delivery.
The role leads the delivery and continuous improvement of core operational information management services, including Freedom of Information and Subject Access Request handling, records management operations, Red List administration, retention, review and deletion activity, and oversight of Tier 0 (self service) information controls. It provides leadership through team leaders across a multi-disciplinary operational team, ensuring services operate effectively, consistently and in line with statutory, regulatory and policy requirements, with clear operational controls, management information, escalation routes and management oversight. The role works closely with Information Policy, Information Platforms, Technology and business stakeholders to translate policy into operational processes, strengthen control effectiveness and support resilient, auditable service delivery across the information lifecycle.
Key Responsibilities
Operational Service Delivery and Control
- Lead the Bank's operational information management services, ensuring delivery is effective, consistent and aligned with policy requirements, legal and regulatory obligations, service expectations and operational priorities.
- Oversee information access and disclosure services, including Freedom of Information, Subject Access Request and related operational processes, ensuring timely, accurate and well-governed delivery.
- Lead records management operations, including retention, review and deletion activity, ensuring processes are auditable, proportionate and consistently applied.
Service Management, Risk and Continuous Improvement
- Establish and maintain effective service management arrangements, including prioritisation, service standards, controls, escalation routes, issue resolution and performance monitoring.
- Manage operational risks, issues and exceptions, ensuring material concerns are identified, escalated and addressed appropriately and that service delivery remains resilient and well controlled.
- Use operational data, management information and insight to improve performance, inform assurance activity and support continuous improvement across the wider Information Management function.
Operational Delivery Model and Enterprise Alignment
- Work closely with Information Policy, Information Platforms, Technology, Legal, Privacy, Records Management and business stakeholders to embed policy and control requirements in operational processes and enterprise information platforms.
- Improve operational processes, workflows and service design to reduce manual effort, increase consistency and strengthen end-to-end lifecycle management across information services.
- Support the development of sustainable operating models for information services, ensuring roles, responsibilities and hand-offs are clear and effective across teams.
Leadership and People Management
- Lead the Information Operations function through team leaders, setting direction and priorities across a multi-disciplinary operational team, ensuring effective management oversight, clear accountability and consistent delivery across services.
- Develop team leaders and build a strong culture of service, control, accountability and continuous improvement across the wider team.
Minimum Criteria
- Experience leading operational information management, records management, disclosure, or relevant comparable services in a complex or regulated organisation.
- Experience establishing or running operational services with defined processes, controls, service standards, prioritisation and performance oversight.
- Experience managing statutory, regulatory or policy-led operational requirements, for example in records management, data protection, Freedom of Information, Subject Access Requests or similar controlled services.
- Experience leading teams through managers or team leaders, with accountability for delivery, control and service improvement.
Essential Criteria
- Strong judgement and decision-making skills, with the ability to manage operational risk, resolve issues and escalate appropriately in a controlled environment.
- Strong communication and stakeholder management skills, with the ability to explain complex issues, trade-offs and priorities clearly to different audiences.
- Ability to lead through others, build capability in managers or team leaders and foster a culture of accountability, service and continuous improvement.
- Ability to work across organisational boundaries and translate policy, control or legal requirements into practical and proportionate operational delivery.
Desirable Criteria
- Knowledge of records management, data protection, Freedom of Information and Subject Access Request requirements within a broader information management framework.
- Familiarity with enterprise information environments such as Microsoft 365, SharePoint, Purview or related technologies from an operational, records or disclosure perspective.
- Experience improving or redesigning operational processes to strengthen control, consistency or service efficiency.
- Experience working in a large, complex institutional environment and navigating multiple stakeholder groups, governance requirements and operational dependencies.
This is a people management role. You will be responsible for day to day management of the team and for defining roles and responsibilities. You will develop your team through sharing information effectively, coaching and communicating a clear vision to ensure that your staff are productive, engaged and motivated to deliver the area's aims. This will include setting clear goals and smart stretching objectives that are aligned to those of the team, division and directorate. You will also be responsible for managing all staff-related matters that may arise including performance, absence and sickness.
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We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We've also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they're needed.
For most roles where work can be carried out at home, we aim for colleagues to spend half of their time in the office, with a minimum of 40% per month. Subject to that minimum requirement, individuals and managers should work together to find what works best for them, their team and stakeholders.
Finally, we're proud to be a member of the Disability Confident Scheme. If you wish to apply under this scheme, you should check the box in the 'Candidate Personal Information' under the 'Disability Confident Scheme' section of the application.
Salary and Benefits Information
In addition, we also offer a comprehensive benefits package as detailed below:
- Currently a non-contributory, career average pension giving you a guaranteed retirement benefit of 1/80 of your annual salary for every year worked. There is the option to increase your pension (to 1/65 or 1/50) or decrease (to 1/95 or 1/105) 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.
This role closes at 23:59 on 15 September 2026.
Please apply online, ensuring that you complete your work history and answer ALL the application questions fully and in detail as your application will not be considered if all mandatory questions are not fully completed.
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.