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Job description Position: Deputy Head of Marketing Band: 5 Salary: £59,877 - £66,869 Location: Liverpool/Norwich/Newport/Birmingham Contract Type: 12 Month Fixed Term - Maternity Cover Hours: Full Time/Compressed/Part Time (minimum 70% FTE) Closing Date: 21/06/2026 Interview Date(s): W/C 6th,7th and 9th July (subject to change) Insight into GCA - Webinar Watch our Webinar on the above link and gain valuable insight into GCA and our recruitment processes. Call to action Can you lead a team in a dynamic, fast-changing environment? Are you a creative and innovative marketing professional ready to build our brand and clearly articulate our 'value for the nation' story with impact? We are seeking an experienced marketing leader who can hit the ground running for this 12-month fixed-term maternity cover opportunity. Job Summary Reporting to the Head of Marketing, you will lead a team of 6 (with 3 direct reports) to create compelling and engaging multi-channel marketing activity within the complex government environment. You will ensure effective team collaboration by working closely with the wider marcomms leadership team. Your expertise in leadership, digital marketing, and insight and evaluation will ensure we achieved impactful outcomes, aligned with GCA strategic priorities and Government Communication Service standards. Key Accountabilities: Strategy Lead marketing plan delivery, ensuring alignment with the marketing and communications strategy and GCA business priorities. Lead on insight and evaluation reporting to ensure effective performance, aligned with the Government Communication Service evaluation framework. Work collaboratively with senior colleagues across GCA to ensure all marketing meets objectives, managing and mitigating any risks. Provide strategic marketing and branding counsel to ensure the GCA brand and reputation is protected and enhanced. Operations Lead and guide team members, manage performance to ensure a high-performing team, and support staff development through regular feedback. Collaborate with wider marcomms leadership team to ensure an effective content strategy, aligned to brand strategy, marketing channel strategies and the GCA business plan. Oversee agency management ensuring high quality performance, adherence to contract terms and on time, on budget delivery. Ensure all creative outputs reflect the GCA brand through a robust peer review process, managing and mitigating issues that may arise. Keep up to date with and implement, as appropriate, new digital marketing tools, techniques and channels to support marketing objectives and strategy. Work with the Head of Marketing to manage the marketing budget with a focus on low cost and no cost activity, applying robust spend controls that ensure best value. Ensure marketing operations systems, tools and processes are effective and continually optimised. Professional Standards Apply the principles, policies and practices of Government Communications Service to a high professional standard. Essential Criteria (to be assessed at application stage): Line manager experience / capability: demonstrable experience of leading a team, overseeing resourcing and mentoring individuals to support growth and professional development. A proven track record of delivering high-impact marketing activity: managing multiple priorities to meet business needs and achieve objectives. Strong strategic thinking and planning skills: ability to translate marketing strategy into operational results evidenced by robust evaluation and performance reporting. Digital marketing: proven experience of developing and leading effective digital marketing channels and content strategies. Excellent written and verbal communication skills: the ability to articulate complex propositions simply and adapt style to the audience. Success Profiles (to be assessed at interview): Behaviours: Leadership (to be assessed via presentation at interview) Seeing the big picture Making effective decisions Communicating and influencing (A link to the Civil Service Success Profiles Framework is provided below) Success Profiles Framework Valuing our people: Competitive salary Generous pension scheme A discretionary non-contractual performance related bonus Working remotely in addition to working in advertised office location Flexi time scheme (available for B1-B6) Minimum 25 days annual leave to a maximum service related 30 days excluding bank holidays Want to make a difference? Find out more about the rewarding work that we do in our candidate pack . The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service D&I Strategy. We want to make our recruitment process accessible to everyone, so if there is any way that we can support you, please contact Working flexibly, delivering outcomes GCA operates a smarter working model that balances flexibility with collaboration. Successful candidates are expected to spend at least 26 days per quarter (approximately 2 days per week, pro-rata) at their contracted office, another GCA site, or off-site for meetings. For the remainder of the time, you may work from home or another suitable location that meets business needs. Artificial Intelligence 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 for more information on appropriate and inappropriate use . Selection Process A reserve list may be held for up to 12 months, which the Civil Service may use to fill future suitably similar vacancies across government for candidates who are considered appointable following interview. Should you be placed on a reserve list and want to be removed please contact . Please note that as part of this recruitment process, if you are unsuccessful at the interview stage but are close to the benchmark score you may be considered for and offered a role at a lower pay band within the same job family. #GCAIND Working for the Civil Service The Civil Service Code sets out the standards of behaviour expected of civil servants. Complaints Procedure Our recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of fair and open competition as outlined in the Civil Service Commission’s Recruitment Principles details of which can be found at If you feel your application has not been treated in accordance with the Recruitment Principles, and you wish to make a complaint, you should contact in the first instance. If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at Internal candidates should apply using their Workday account. Please use the careers hub for your application.