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Partnership Director - Central Pool
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Partnership Director - Central Pool
Salary: £83,576 - £95,386 (Grade 12)
Hours: 37 per week
Contract: Permanent, Full Time
Work Style: Field Based (multi-regional role supporting LGPS Central Partner Funds)
Overview
City of Wolverhampton Council, in partnership with the West Midlands Pension Fund, is seeking an exceptional leader to become our new Partnership Director. This is a rare opportunity to lead the Central Pool Partnership Office (CPPO) and act as a key ambassador for the partnership between the Partner Fund Local Government Pension Scheme (LGPS) funds and LGPS Central Limited.
About the Role
Reporting to the Partner Fund Authorities, you will:
- Lead and develop the Central Pool Partnership Office, ensuring high-quality service delivery and value for money.
- Oversee the Inter Authority Agreement that underpins the partnership between the LGPS Central Partner Funds.
- Build and maintain effective relationships with senior stakeholders across local government, pensions and investment sectors.
- Chair governance forums where required, facilitating constructive discussion and effective decision-making.
- Lead stakeholder engagement, communications and partnership development activities.
- Represent the partnership at regional and national meetings, consultations and conferences.
- Drive continuous improvement and ensure robust governance, risk management and control arrangements are in place.
About You
We are looking for a strategic and influential leader with significant senior management experience gained within a complex public or private sector environment.
You will be able to demonstrate:
- Experience of chairing high-level meetings and partnerships to achieve successful outcomes.
- Strong stakeholder management skills and the ability to build consensus across diverse groups.
- Experience operating in politically sensitive environments.
- Excellent leadership, communication, negotiation and influencing skills.
- Experience leading organisational change, managing risk and driving continuous improvement.
- The ability to analyse complex information and provide clear strategic advice.
- Degree-level education or equivalent relevant professional experience.
- Knowledge of the Local Government Pension Scheme, investment pooling arrangements or local government finance would be advantageous.
Why Join Us?
This is a unique opportunity to influence a nationally significant investment partnership, working with senior leaders from a nationally diverse group of partner pension funds and helping to shape the future of LGPS investment pooling.
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If you are an accomplished relationship builder, strategic thinker and governance professional who can inspire confidence, build partnerships and drive positive outcomes, we would love to hear from you.
Interview Information
- Closing Date: Sunday 23rd August 2026
- Stage 1 Interviews: 2nd and 4th September 2026
Panel interview and presentation - Stage 2 Interviews: 18th September 2026
Panel interview
For an informal discussion about the role, please contact: CPPORecruitment@wmpf.wolverhampton.gov.uk
For full details of the role, please refer to the Job Description and Recruitment Pack.
Please note: This post is subject to a Satisfactory Standard Disclosure and Barring Service (DBS) check.
Please note: The annual pay increases for 2026/27 for JNC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.
For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more please click here.
Our Working Arrangements
All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.
Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.
Diversity
We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.
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Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.
We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.
As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.
As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.
We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here
Recruitment of Ex-Offenders
We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here
Employment Information & Support
If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here
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