Job description
Job Title: Portfolio Analyst
Band: 3
Salary: £37,845 -£42,007
Location: Liverpool, Norwich, Birmingham, Newport
Contract Type: Permanent
Hours: Full Time
Closing Date: 30/04/2026
Interview Date(s): W/C 01/06/2026 (subject to change)
Call to action
Master the Portfolio. Drive the Results. We are looking for a proactive Portfolio Analyst to bring clarity to complexity. If you’re ready to manage risks, optimise resources, and ensure our highest-priority projects stay on track, we want to hear from you. This is a fantastic opportunity to join us and develop your career in the Project Delivery profession.
Job Summary
As a Portfolio Analyst, you will play a pivotal role in ensuring our suite of projects and programmes delivers real value for the nation. This isn’t just about tracking spreadsheets; it’s about providing the high-quality insights that senior leaders need to make critical investment decisions.
Working at the heart of our Portfolio Management Office (PMO), you will act as a central hub of information. You will monitor performance, identify emerging risks, and ensure that governance standards are met across the board. You will collaborate with Project Managers and stakeholders to maintain a single version of the truth, ensuring that resources are used effectively and that our strategic objectives stay on track.
Key Accountabilities:
Insight & Reporting: Gathering and analysing complex data to produce clear, actionable reports for senior boards.
Governance: Working collaboratively to ensure projects are being managed to the highest standards.
Risk, Issue and Dependency Management: Identifying trends and dependencies across the portfolio that could impact delivery.
Stakeholder Engagement: Building strong relationships to challenge and support project teams in their reporting.
Essential Criteria (to be assessed at application stage):
Ability to see the bigger picture, and understand key drivers of business strategy
Strong analytical skills, able to use data to identify trends and offer conclusions
Strong team ethic, able to collaborate and engage with impact
Understanding of the project delivery lifecycle, as well as the difference between Agile and Waterfall delivery
Strong communication skills, ability to simplify the complex across a wide range of stakeholders
Simplification of processes, embracing AI and other tools to increase productivity and quality
Success Profiles (to be assessed at interview):
Behaviours:
Seeing the Bigger Picture
Changing and Improving
Working Together
Communicating and Influencing
Technical:
Governance
(A link to the Civil Service Success Profiles Framework is provided below)
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 recruitment@gca.gov.uk
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 recruitment@gca.gov.uk.
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.
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 https://civilservicecommission.independent.gov.uk/recruitment/recruitment-principles/
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 recruitment@crowncommercial.gov.uk in the first instance.
If you remain unsatisfied with the response you receive you can then contact the Civil Service Commission at info@csc.gov.uk
Internal candidates should apply using their Workday account. Please use the careers hub for your application.