What local government devolution and combined authority jobs mean for public sector careers

Local government devolution is gradually changing public services across the UK. When it comes to regional autonomy over budgets, decision-making, and service design, we’re seeing an increasing shift. This transfer of power from central government to more local decision-making is far more than just policy. It affects everything – including how we recruit. 

For employers, hiring managers, and professionals looking for public sector jobs, understanding these changes is critical. This article looks at how UK devolution is influencing workforce needs and what it means for recruitment, from high-level strategy to today’s most in-demand skills.  

It’s not just about identifying the right talent; devolution is reshaping how organisations attract candidates and how professionals plan their careers. Employers are adapting their strategies to appeal to a more diverse and regionally-focused talent pool, while job seekers are aligning their skills and career paths with the evolving demands of devolved administrations. 

Take a look at our blog on understanding devolution and local government reorganisation.  

How combined authorities and local government devolution are changing public sector recruitment 

In basic terms, devolution is about bringing decisions closer to the communities they affect. This has led to the rise of combined authorities, often led by metro mayors in regions like Greater Manchester and the West Midlands, which now have greater control over key areas like transport, housing, and adult education. At Sellick Partnership, we’ve seen how this move towards greater regional control is altering local government jobs and creating a more varied public sector map. 

Key changes include: 

Diverging regional priorities: With control over their own funding streams, different regions are setting unique and more personal strategic goals. While one area might prioritise digital infrastructure and green energy, another may focus on public health integration and skills development. This means the demand for specific expertise can vary significantly from one combined authority to another. 

New funding and delivery models: Devolved funding supports longer-term, more innovative planning. For example, outcome-based budgeting links funding to clear social results. This is a shift from the usual yearly budget cycle, and it changes what finance and strategy teams focus on. 

Evolving organisational structures: To deliver on these new priorities, councils and public bodies are adapting. We’re seeing more collaboration between local authorities, the NHS, and third-sector organisations. Improved partnerships are breaking down old silos and creating new governance arrangements, influencing everything from commissioning roles to project management. 

The recruitment shift: adapting to devolution’s demands 

Devolution is altering the way we hire for local government jobs. At Sellick Partnership, we’re noticing employers are now looking for slightly different skills in candidates. They’re moving away from rigid, centrally defined roles to more agile positions that fit with their local focus and strategies. This is a key trend in public sector recruitment, driven by the practical needs of local government devolution. 

Role design and skills demand 

Public sector roles are becoming more strategic. Instead of simply carrying out a service, professionals are expected to manage partnerships, analyse their own local data to inform decisions, and engage directly with community stakeholders. 

The skills in highest demand now include: 

• Strategic commissioning: This means moving beyond traditional procurement practices to strategically design, shape, and manage services delivered by a network of partners. 
• Partnership and stakeholder management: The ability to build relationships and collaborate effectively across different public, private, and voluntary sector organisations is essential. 
• Data and insights: Using local data to understand specific community needs, measure service-levels and performance, and drive evidence-based decisions is no longer a niche skill but a core competency. 
• Commercial acumen: Understanding how to deliver value for money, manage complex contracts, and work with a more commercial mindset is vital, especially in finance and procurement. 
• Change and transformation: As organisations restructure, experience in leading transformation jobs in the public sector, managing change, and delivering complex programmes is highly sought after. 

Talent pipelines and mobility 

With a growing number of combined authority jobs, competition for talent with these skills is rising. Employers can no longer simply rely on a national talent pool. Instead, they must proactively work on more regionally aware strategies. This could involve mapping local labour markets, connecting with universities, and understanding the unique career aspirations of candidates in their area.  

At the same time, professionals may find more opportunities for career mobility within a region as they move between different authorities and partner organisations on major local initiatives.

Effects across key public sector functions 

While the impact of devolution is felt everywhere, it affects specialisms differently. For instance: 

• Local government: The core of local government jobs is moving from service admin to place-shaping. That means there’s an increasing need for leaders who can translate high-level policy into local delivery. There’s also a strong demand for programme leadership, Project Management Office (PMO), and performance management skills to ensure new initiatives can deliver on their promises. 
• Housing: Devolution empowers a more place-based approach to housing. Professionals are concentrating their efforts on integrated regeneration projects, strategic asset management, and tackling homelessness with local solutions. Expertise in environmental, social and governance (ESG), and developing housing strategies that align with regional economic goals is becoming increasingly important. 
• Legal: Devolution is reshaping the legal landscape, creating a growing demand for legal professionals who can navigate increasingly complex constitutional, regulatory, and governance frameworks. Local authorities within combined authorities require legal talent that can advise on powers, functions, and inter-authority agreements, particularly around areas such as transport, skills, planning and economic development.  
• HR and organisational development: HR teams are at the forefront of managing this change. Their focus is on strategic workforce planning, designing new organisational structures, and leading cultural transformation. Developing learning programs to upskill the existing workforce in areas like data literacy and commissioning is a priority. 
• Finance and procurement: There’s a tendency for professionals in the finance public sector to be dealing with more complex financial models. Medium-term financial planning in a devolved context requires forecasting skills and the ability to manage diverse funding streams. In procurement, the emphasis is moving away from transactional purchasing and towards strategic sourcing and contract management that delivers social value. This means strong commercial and negotiation skills are now indispensable for procurement public sector roles. 

What employers need to do now 

At Sellick Partnership, we’re already supporting public sector clients to adapt their recruitment strategies in the following ways: 

1. Refreshing role profiles: It’s time to update job descriptions. Ensure you’re focusing on outcomes, behaviours, and transferable skills like collaboration, data analysis, and stakeholder engagement. 
2. Building a regionally aware talent strategy: Make sure you understand your local talent ecosystem. Identify key skill pools and competitors in your region and tailor your employer value proposition to highlight the unique impact that candidates can make locally. 
3. Investing in transferable skills: It’s important to recognise that the perfect candidate may not exist. It’s better to prioritise hiring for potential and transferable competencies, as you can always invest in upskilling them in specific technical areas further down the line. 
4. Increasing recruitment agility: The competition for specialist skills is fierce. That’s why it’s crucial to streamline your hiring processes to be faster and more flexible. A lengthy, bureaucratic process is a sure-fire way to lose the best candidates. 
5. Strengthening your employer brand: Clearly communicate your organisation's local mission and impact. Candidates who are searching for council jobs in the UK are often motivated by public service; show them how they can make a real difference in their own community. 

What candidates should consider 

If you’re a professional looking to progress your public sector career, devolution is opening exciting new opportunities. Our tips include: 

1. Positioning Yourself for Local Impact: Highlight your experience in cross-agency collaboration and place-based projects. Demonstrate that you understand how your work has resulted in or contributed to broader community outcomes. 
2. Upskilling in In-Demand Areas: If you want to stand out to employers, be proactive about continuous development in areas such as data analysis, commissioning, partnership management, or programme delivery. These skills are transferable across nearly all public sector functions. 
3. Staying Flexible: Consider contract or interim roles to gain experience in new structures or high-profile transformation projects. This is an excellent way to build your network and skills in the world of devolution recruitment. 
4. Understanding the Regional Context: Before an interview, research the specific priorities, funding settlements, and governance of the combined authority or region. Tailor your answers to show you understand their unique challenges and opportunities. 

Interim, fixed-term, or permanent: choosing the right fit 

The nature of devolution-led change means that a blended workforce is often the most effective.  

• Interim: Ideal for providing urgent capability during major change programmes, setting up new functions, or backfilling critical leadership roles while a permanent search is underway. 
• Fixed-Term: Best suited for specific, funded projects with a defined timeline and measurable outcomes, such as implementing a new system or delivering a regeneration scheme. 
• Permanent: Essential for building long-term, sustainable local capability, embedding new ways of working, and developing the next generation of public sector leaders. 

How Sellick Partnership can help 

Recruiting in a devolved public sector can be challenging. But that’s where we can help. Sellick Partnership’s specialist public sector recruitment teams have real, on-the-ground experience in Local Government, Housing, HR, and Finance. 

Our regional insight and extensive candidate networks are aligned with local priorities, and that means we can connect you with professionals who have the right skills and place-based experience. We can support you with everything - from role scoping and salary benchmarking to designing a bespoke recruitment process that gives you a competitive edge. 

Making UK devolution an opportunity for growth 

In summary, devolution is creating a more dynamic, responsive, and impactful public sector. And although it can feel challenging, it’s important to remember the opportunities for designing exciting new services that are able to meet local needs better than ever before.  

Success relies on having the right people with the right skills in place. This requires both employers and candidates to be proactive. Organisations must embrace agile workforce planning and talent development, while professionals should focus on building and promoting the transferable skills that will define the future of public service. 

Whether you’re looking to build your team or take the next step in your career, understanding the impact of UK devolution is the first step towards your ongoing success. 

Ready to discuss your recruitment needs or explore new career opportunities? Contact Sellick Partnership today for specialist insights and tailored talent solutions. We’re here to help. 

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