£57,743 - £64,013
22/05/2026, 12:00
Group Manager Talent Pool
Salary - £57,743 (development) - £64,013 (competent B) + 20% Flexible duty allowance per annum (Note: The role forms part of the NFRS operational flexi-duty system, providing 24-hour cover days on a rolling rota).
Northamptonshire Fire and Rescue Service is seeking applications from motivated and positive leaders to help build on our achievements through continuous improvement.
Are you that forward thinking leader who upholds our Service values and seeks to lead a positive culture? Can you bring innovation, self, and people performance as well as excellent community service to the Group Manager role?
We are seeking to recruit to our Group Manager talent pool which will remain live for 12 months. Applicants must be prepared to serve in any Group Manager post across the Service. On attaining a substantive Group Manager role, applicants must provide an agreed response base whilst providing operational cover on the Group Manager duty system. A car will be provided.
Due to the base location of some posts in buildings shared with Police colleagues, any offer of contract will be subject to satisfactory Police vetting (NPPV2/MV) and enhanced DBS.
Applications are invited from competent, substantive Station Managers or existing Group Managers. All external applicants will be required to complete an application form; references will also be requested from current service.
The deadline for submission of your application will be midday, 22nd May 2026.
Late applications will not be accepted.
Shortlisted applicants will be required to undertake a series of assessments, which will include:
Assessment Centre comprising:
The successful applicants will be placed into the Group Manager Talent Pool for a period of 12 months and will move into temporary/substantive Group Manager position if they become available.
This post has been advertised internally and externally.
Recruitment, Selection and Safeguarding
Northamptonshire Fire and Rescue Service is committed to safeguarding and promoting the welfare of children, young people and adults at risk. All employees and volunteers must share this commitment.
Fire & Rescue Authority roles are listed in Schedule 1 of the Rehabilitation of Offenders Act 1974 (Exceptions) Order and we require all applicants to disclose, at the point of application, any criminal convictions (both spent and unspent) including driving offences, cautions and/or reprimands. Please list the dates and details of any sentences if applicable. The information you provide will be treated as strictly confidential and will be considered only in relation to the appointment for which you are applying (please refer to the guidance notes http://www.gov.uk/guidance/rehabilitation[1]periods for more information).
As part of our safer recruitment process, we will undertake pre-employment checks to verify the suitability of applicants. These checks will include actively seeking and checking references and a minimum Standard level Disclosure and Barring Service (DBS) check. Enhanced level DBS checks will be carried out for roles with direct and unsupervised access to children, young people and adults at risk.
Applicants are also required to inform us of any pending or incomplete investigations of a safeguarding nature that are ongoing, or that arise during the period of application and pre-employment.
Our Fire and Rescue Authority are committed to the rehabilitation of offenders, as such, any risk assessments used for positive disclosures will incorporate both a reasonable and proportionate response.
Vetting
Certain posts will be subject to vetting approval and the appropriate clearance must be maintained for the duration of your contract. Individuals employed by Northamptonshire Fire and Rescue Service that require unsupervised access to police assets (information, systems and premises), must comply with the vetting process. This includes partner agencies who work closely with, or share premises with, the police service. Vetting reassures public that appropriate checks are conducted to assess and manages risk by identifying individuals who work within the service or have access to police assets or identify areas of vulnerability that could damage public confidence in the force. Those checks may include recorded crime reports or allegations, known associations and financial vulnerability. Where appropriate to do so a vetting interview may be considered where information raises questions or doubts about a particular issue.
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 referral to disciplinary action.
This vacancy is closed to applications.
