Head of Legal - Children's and Adults Team
London Borough of Islington
Islington, LondonAdvertising SalarySalary Details:£81,207 - £86,121 (PO11)
About The Role
Following a recent reorganisation, exciting opportunities have arisen within the Legal services for a dedicated, enthusiastic Heads of Legal in the areas of Childrens and Adults, Employment and Corporate Services, Planning, Property and Contracts. If you thrive in a fast-paced environment and have a passion for public service, this could be your next career step.
Main duties of the job
We’re looking for a dynamic and strategic legal professional to join our high-performing in-house team as Head of Legal Services.
Lead the delivery of all services within the area of responsibility of the post and manage, influence and direct employees and budgets allocated for that purpose, in accordance with the Council’s policies and procedures and performance management framework to achieve service and corporate objectives.
- Manage and monitor all aspects of the respective Head of Legal area’s performance including against agreed targets, ensuring the achievement of appropriate standards.
Report to the Deputy Director as required on levels of performance and action plans for improvement.
- Ensure provision of appropriate, intelligent, relevant and timely advice, guidance and information to senior officers and elected members, in accordance with designated service responsibilities.
- Contribute to the review of the Council’s Constitution to assist with keeping it up to date to reflect changes in the law and best practice and ensure the provision of high-quality advice on constitutional matters.
- To support the Monitoring Officer and Deputy in all governance matters to ensure the efficient and effective administration of Council meetings and the Council’s decision-making processes and ensure that elected members are appropriately supported in fulfilling their responsibilities.
- Work collaboratively with client departments ensuring that client liaison meetings are carried out regularly and any service delivery issues are dealt with in a timely manner.
Evaluate information from client departments, forward plans, and legislative changes to design service delivery appropriately.
- Contribute to budget and target setting, ensure effective financial performance in the areas of responsibility within the remit of the role and support the effective financial management of the Council.
- Actively consider and implement new and innovative ways of delivering services that provide high quality and good value for money, support and contribute to delivery of the Council’s wider corporate plan.
- Provide positive leadership to the Legal Services Management Team, leading by example, acting with the highest levels of integrity and instilling a clear sense of purpose, priority and direction whilst motivating, empowering and training employees to optimise their skills and performance.
Deputise for the Monitoring Officer as Deputy Monitoring officer including dealing with member code of conduct and standards issues. To act as an advocate on behalf of the Council where appropriate, in relevant Courts, tribunals and inquiries and instruct Counsel to represent the Council as necessary.
- To scrutinise, comment on and prepare legal implications for reports to the Council and its committees and sub committees.
- To attend relevant committees, sub committees and other meetings to provide legal advice as required as the Director of Law and Governance’ representative.
- To work in a corporate, collaborative and co-operative way both within Resources and with Senior Council Managers and Members.
- To carry out duties elsewhere in Law and Governance commensurate with the grading of the post as may be directed.
For an informal discussion about this post please contact Alison Stuart, [email protected]
Note to Recruitment Agencies:
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.
Working for the team, service and our organisation
Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.
We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.
To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.
Our offer to you
We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:
- Up to 31 days leave per year, increasing to 36 days after five years of local government service
- A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
- Learning and development opportunities to maximise your potential
- Competitive pay and a commitment to paying all staff the London Living Wage at minimum
- Excellent local government pension scheme
- Cycle to Work scheme and discounted gym memberships
- Local discounts from restaurants, shops, health and beauty therapists, and more!
Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.
Workforce Equality, Equity, Diversity and Inclusion Statement
We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
Pre‑Employment Checks
Any offer of employment will be subject to the successful completion of required pre‑employment checks. These may include:
- Proof of address
- Evidence of any name changes (if applicable)
- Right to work in the UK
- Overseas criminal record check (if applicable)
- Satisfactory references
- Occupational Health clearance
- Evidence of professional qualifications or registrations
- DBS check at the appropriate level (if applicable)
Safeguarding
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.
Disability Confident Scheme
Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.
