Introduction

The Secretary of State for Culture, Media and Sport is seeking to appoint four Non-Executive Directors (NEDs) to the Independent Football Regulator (IFR) board to support the establishment of the IFR and the operationalisation of its regime.

We are hiring for 4 Non-Executive Board Members.

Appointment description

The NEDs will assist the Chair to oversee the setup of the IFR and embedding its regulatory regime. They will be responsible for developing and promoting the IFR, and at all times acting in its best interests. They will contribute to the strategic direction of the IFR and support the Chair in ensuring the IFR effectively fulfils its statutory objectives as well as maintaining and developing strong relationships with government, Parliament, football bodies and other major stakeholders.

They will contribute to the effective governance of the IFR, holding the CEO and executive team to account for the IFR’s performance, and apply scrutiny and challenge at Board level, respecting the boundary between non-executive and executive responsibilities.

With their relevant knowledge and expertise they will provide independent oversight and guidance, and where required, contribute to the Board’s debates and decision making.

About the Independent Football Regulator

English football is an essential part of the social fabric of Britain. It is a global success story and one of our greatest cultural exports. It attracts more viewers and generates higher revenues than any of its international rivals. So it is a product we want to protect, both in its economic value and the interests of the fans who support their teams week in and week out.

Please see the full job advert to know more of the details on the role.


Person specification

Essential criteria

We are seeking to appoint NEDs who have the experience to support the IFR's establishment and ability to operate in a high profile complex environment.

All candidates must therefore be able to demonstrate the following:

  • Knowledge: A clear understanding of the work, challenges and context within which the IFR operates and a commitment to its statutory objectives.
  • Experience: A strong track record of governance and/or strategic leadership within the private, public or voluntary sectors.
  • Relationship: An ability to build strong stakeholder relationships, including with government representatives, senior officials and external stakeholders.
  • Communication: Strong communication and interpersonal skills with the ability to listen, accept challenges and constructively challenge others in discussions with clarity and respect.
  • Judgement: Effective decision-making skills with the ability to critically analyse a wide range of information, including confidential or sensitive material, to make clear and objective evidence-based recommendations
  • Collaboration: Ability to work closely with the senior executive and other key internal stakeholders, providing support, constructive challenge and assurance as appropriate.
  • A demonstrable commitment to: diversity, equality and inclusion; factoring nationwide perspectives into decision making; and the economic and social value of football.

Additional criteria

We would particularly welcome applications from individuals with experience and skills in one or more of the following areas:

  • Senior experience in the football industry
  • Law enforcement/ national security/ illicit finance/ cyber security
  • Financial regulation
  • Investment banking, asset management, capital markets or similar
  • Setting up an organisation to operate at a national or significant scale

Application and selection process

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions To apply, all candidates are required to provide:

  • equality information

  • information relating to any outside interests or reputational issues

  • a Curriculum Vitae (CV)

  • a supporting statement

  • a short professional biography (150 words)

We will ask you to check and confirm your personal details to ensure your application is accurate.

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

Please see the full job advert to know more of the details on the application and selection process.

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Location

17, Marble Street, Manchester, M2 3AW, United Kingdom

Job ID

3921

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This section brings together everything you need to succeed - from guidance on writing an authentic application to and understanding how to use AI responsibly.

You’ll also find information about our Greater Manchester commitments, including our inclusive employment schemes and standards, as well as tools to help you explore your potential pay, benefits and entitlements. We’re here to ensure you have the support you need at every stage.

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Your Pay, Your Benefits, Your Future

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Applying Authentically With AI: Our Greater Manchester Approach

Across Greater Manchester’s local authorities, we want to hear your genuine experiences, skills and motivations, expressed in your own words.

To keep our recruitment process fair and inclusive, please complete your application personally and follow the instructions carefully. AI can be used to support you - for example, to help structure your answers or as a reasonable adjustment - but your application should still reflect your authentic voice. If you do use AI as a support tool, a brief explanation helps us ensure an equitable selection process.

Applications that depend too heavily on AI‑generated content may not progress to shortlisting.

This guidance outlines acceptable and unacceptable uses of AI, along with suggestions for using it in a way that supports you while keeping your application true to you.

  1. What Is AI and How Do We Use It Across Greater Manchester?

    AI refers to technology that can create or refine content, such as text, ideas, summaries, or planning. It can help improve productivity, problem-solving, and creativity.

    We’re open to using innovative digital tools where they can help us work smarter and deliver better services for our residents. However, every use of AI is carefully considered to make sure it is ethical, responsible, and aligned with public-sector values.

    When it comes to recruitment, we take a human-centred approach.

    This means:

    • A trained hiring manager reads every application

    • Shortlisting is based on objective criteria required for the job

    • Interviews are conducted in person or via teams by the hiring manager for the role

    • All hiring decisions are made by hiring managers, not algorithms

    AI does not make decisions in our recruitment process and our managers are being upskilled to spot AI in applications, particularly when this might have been used in a way that doesn’t feel genuine. If something in an application raises a question or concern, we will test this out with assessments or at the interview stage to confirm authenticity.

    Our aim isn’t to catch anyone out but to make sure we’re getting to know the real you, giving every candidate a fair chance and finding the right person for the role.

  2. Using AI in Your Application

    When it comes to job applications, what matters most to us is you. We want to see your personality, your experience, and what excites you about joining our team. 

    We recognise that AI can be a helpful tool to support accessibility during the application process. If you choose to use AI for support, please read the instructions carefully and make sure your application is written in your own words, reflecting your genuine skills, knowledge, experience and enthusiasm.

    We’re looking forward to hearing your story.

  3. How to use AI Effectively and Responsibly

    Your application is your chance to show us:

    • Who you are

    • What you can bring

    • The values you hold

    • Why you want to make a difference

    AI can help you organise your thoughts or improve clarity but it cannot express your unique voice, experiences, or motivations.

    AI is most helpful when used to:

    • Help you structure the information you are providing to evidence the criteria

    • Give examples of how to use STAR (Situation, Task, Action, Result)

    • Proof-read to highlight grammar or spelling errors

    • Provide inspiration if you're finding it difficult to find the right words to explain something

    But remember: your honesty, lived experience, and motivations are irreplaceable.

  4. Do’s and Don’ts for Using AI in the Recruitment Process

    Do:

    • Use AI as a supportive tool, not a replacement

    • Ask AI to help tidy up your writing or clarify structure

    • Use it to brainstorm examples, then rewrite them in your own voice

    • Reflect on AI suggestions and adapt them to match your experience

    • Use AI to help with research, but express your understanding yourself

    Don’t:

    • Copy and paste AI-generated content directly into your application

    • Let AI exaggerate or invent experience you do not have

    • Rely on generic statements that don’t reflect the specific role requirements

    • Remove your individuality, we want to hear your voice