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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Navy Command - Infrastructure Strategic Planning & Governance Lead - **Company:** Navy Command - **Location:** Helensburgh, United Kingdom - **Experience:** Expert - **Salary:** £58,639 - **Contract:** Permanent contract - **Skills:** Artificial Intelligence, Primavera, Performance Monitor - **Published:** November 11, 2026 - **Apply:** https://www.adzuna.co.uk/jobs/details/5961394978 ## About the Role * An HNC (Higher National Certificate), equivalent qualification, or relevant professional experience at an equivalent level * Good financial awareness, with an understanding of how priorities, investment and affordability influence decision-making. * Leads with purpose - You can create direction, bring people with you and build effective teams. * Thinks strategically - You can connect today's decisions to future requirements and understand how different priorities fit into a wider organisational picture. * Makes evidence-based decisions - You are comfortable dealing with complexity, challenging assumptions and turning different sources of information into clear recommendations. * Builds strong relationships - You can work effectively with people from different professional backgrounds and organisations, including at senior level. * Communicates complex issues simply - You can take complicated technical, financial or programme information and explain what it means for decision-makers. * Develops people and capability - You create an environment where people can grow professionally, take responsibility and perform at their best., Youll have access to a variety of qualifications pathways ranging from GCSE/A-Level equivalent all the way up to masters degree, depending on your role, your previous skills and your experience. Some qualifications even include on-the-job training, which means minimal disruption to your working day but maximum impact, Successful candidates must undergo a basic (or equivalent) criminal record check. ## Description Help shape the future of one of the UKs most important and complex infrastructure estates. We are looking for an experienced and forward-thinking leader to head our Infrastructure Strategic Planning & Governance team. This is an opportunity to influence how HM Naval Base Clyde develops over the short, medium, and long term. You will bring together infrastructure strategy, investment planning, estate information and governance to help senior leaders make well-informed decisions about where, when and how we invest. You do not need to come from a Defence background. What matters is your ability to think strategically, work across organisational boundaries, lead people, and turn complex information into clear plans and priorities. You will join the Infrastructure Departmentworking with senior leaders, infrastructure specialists, programme and project teams, operational users and external delivery partners. This is a role where your work will have a lasting impact, helping shape an estate that must continue to support nationally important operations well into the future. This isn't simply a role managing today's estate. You'll help determine what the Clyde estate needs to become. Your work will influence infrastructure priorities, future investment and the development of a nationally significant site. You'll operate at the point where strategy, infrastructure, investment and operational requirements come together, with access to senior decision-makers and the opportunity to make a visible, long-term contribution. What you will be doing: As the Infrastructure Strategic Planning & Governance Lead, you will lead the team responsible for translating organisational priorities into a coherent long-term plan for the Clyde estate. You will provide the strategic link between the organisation's future ambitions and the infrastructure needed to deliver them. The role currently leads the Infrastructure Strategic Planning & Governance team within the Deputy Head Infrastructure organisation and has responsibility for developing and managing major infrastructure plans, including the Establishment Management Plan, which sets the long-term direction for development of the estate. What you'll be doingShape the future of the Clyde estate * Lead the development of Clyde's infrastructure strategy and long-term estate plans. * Translate future operational and business requirements into clear infrastructure priorities. * Ensure short and medium-term investment decisions support the longer-term vision for the Naval Base. * Maintain a forward-looking view of emerging requirements, risks and opportunities so that plans can adapt as circumstances change. Influence investment and decision-making * Help senior leaders understand where infrastructure investment is most needed and why. * Bring together evidence on estate requirements, priorities, affordability and future demand to support investment decisions. * Contribute infrastructure priorities and targets to the Naval Base's wider business planning. * Provide clear, evidence-based information to senior management and programme boards. Turn strategy into deliverable plans * Own and develop the Establishment Management Plan, the long-term plan that describes how the Clyde estate needs to evolve. * Lead the development of the Estates Plan 2029, bringing together immediate and medium-term priorities while maintaining alignment with longer-term investment. * Oversee the Strategic Infrastructure Integrated Plan, bringing infrastructure requirements together into a coherent and dependable view of the future programme. * Make sure infrastructure plans remain aligned with wider Royal Navy and HM Naval Base Clyde priorities. Create strong governance * Establish clear and proportionate governance, so infrastructure decisions are made at the right level, recorded and followed through. * Oversee formal change control for strategic infrastructure plans. * Ensure plans and data remain accurate, current, and useful for decision-making. * Monitor performance against agreed plans and identify where intervention or improvement is required. Make the best use of a complex estate * Oversee strategic space planning and the allocation and siting of facilities across HM Naval Base Clyde. * Support effective control and management of the estate by ensuring leaders have reliable information on its use, requirements, and future development. * Balance competing demands and help establish priorities across a large and operationally important estate. Lead and build relationships * Lead and develop a multidisciplinary team. * Build strong relationships with colleagues across infrastructure, operations, finance, programmes and projects. * Work with senior stakeholders and external delivery organisations to develop shared priorities and resolve complex issues. * Lead organisational reviews within the Infrastructure Directorate, including workforce planning and engagement with recognised Trade Unions. * Oversee the provision of business support across senior infrastructure functions. Maintain oversight and assurance * Provide senior leaders with clear and timely management information on infrastructure. * Oversee financial reporting and support the development of robust, evidence-based budget submissions. * Monitor compliance against strategic infrastructure plans and relevant organisational requirements. * Oversee reporting associated with the organisation's nuclear-related staffing and organisational assurance requirements., The below criteria are desirable only. These will not be assessed throughout the recruitment process, but will be used in the event of tied scores between candidates * Member of the Association of Project Managers * Commercial Awareness * Business Management * Primavera * SharpCloud * Experience or knowledge of project management, commercial management, business management, programme planning or strategic visualisation tools Behaviours We'll assess you against these behaviours during the selection process: * Leadership * Making Effective Decisions * Developing Self and Others, External recruits who join the MOD who are new to the Civil Service will be subject to a six-month probation period. Please Note: Expenses incurred for travel to interviews will not be reimbursed. Please be advised that the Department is conducting a review of all pay related allowances which could impact on those allowances that the post currently being advertised attracts. Any move to MOD from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk/ . The Ministry of Defence is committed to providing a safe and healthy working environment for its staff which includes educating them on the benefits of not smoking, protecting them from the harmful effects of second-hand smoke and supporting those who want to give up smoking. Under the Smoke-Free Working Environment policy, Smoking and the use of all tobacco products (including combustible and chewing tobacco products) will not be permitted anywhere in the Defence working environment however some exemptions are in place, please refer to local guidance. The policy is Whole Force and includes all Defence personnel, contractors, visitors and other non-MOD personnel. All applicants seeking, considering, or accepting employment with the Ministry of Defence should be aware of this policy and that it is already in place at a number of Defence Establishments., Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use. Selection process details This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours and Experience. As part of Defence Reform, Navy Command continues to review and evolve its Target Operating Model to support more agile ways of working. In this context, the role and responsibilities of this role may develop over time to reflect changing business priorities and opportunities. At Sift,you will be assessed against the following; * Candidates will be required to provide CV details to include job history and qualification details. * Candidates will be required to provide a personal statement. This should be a maximum of 500words that sets out your motivation for applying and shows how your skills and experience meet the essential requirements for the role. Please note feedback will not be provided on your application. At Interview, you will be assessed against the following behaviours: * Leadership * Making Effective Decisions * Developing Self and Others Further information: The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical. This role does not meet that category, and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points-based system. Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn. The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment. The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out., Should the selection process require a CV, you will be prompted to complete the required criteria during the application process. CVs sent directly to the recruiting line manager will be deleted immediately to maintain anonymity. Civil Servants (all grades) Applicants should monitor their Civil Service Jobs application centre regularly for updates. Some of MoDs Terms and Conditions of Service (TACOS) changed from 3 February 2014. Those TACOS changes applied to Broader Banded and Skill Zone staff who were new recruits to MoD or who were appointed to a post on substantive promotion, progression or advancement. On the same basis, the TACOS for Departmental Retained Grades changed with effect from 01 September 2014. Applicants should be aware that any move across the Civil Service on or after 5 October 2018 may have implications on an employees ability to carry on claiming childcare vouchers., All employees joining MOD who are new to the Civil Service will be subject to a 6-month probation period effective from the employment start date. COMPLAINTS Please be aware that the selection and interviewing of applicants is the responsibility of the Recruiting Line Manager (RLM) and not the Defence Business Services (DBS) Resourcing team. DBS does not play any part in the selection and interview process itself. Therefore, if you wish to discuss your feedback, or you are dissatisfied with your markings, you should in the first instance raise this with the Recruiting Line Manager of the vacancy. If you are dissatisfied with the service you have received from DBS, or believe that DBS has failed to follow the recruitment process in line with the Civil Service Commission principles of selection for appointment on merit on the basis of Fair and Open competition, you can raise a formal complaint. by writing to DBS at the following address