SOC Manager
We aim to recruit,
develop and
motivate great
people to achieve
great things.
Job Description
Title: Security Operations Control Manager
Grade: 9
Directorate IT & Digital
eports To (ie
R
Job Title of Line Deputy CISO
Manager)
Department Information Security
Responsible For
(Job Title of direct Cyber Security Analysts
reports)
Purpose of the Role (formerly Principal Accountabilities)
You 1oversee the day-to-day operations of the Man Met Security Operations Centre and associated
Line
tasks,
Line 2 managing a team of analysts and external partners responsible for monitoring, detecting,
Line 3
responding to, and mitigating cyber threats.
Line 4
Line
You 5lead the Cyber Incident Response processes and act the primary incident manager.
Line 6
You manage and are the primary point of contact for any external SOC capabilities or resources.
You contribute to the development of threat and vulnerability management programmes and act as a
primary contact for these functions.
You design, implement and report on security focussed KPIs and SLAs
You provide strategic and operational direction to the team in collaboration with the Deputy CISO,
ensuring adherence to best practices, and foster an environment focused on proactive defence, rapid
response, and continuous improvement.
Key Responsibilities & Activities (formerly Key Tasks)
-SOC Operations Management: Lead and manage the SOC, including both internal team members and
outsourced services, ensuring effective monitoring, incident response, and security alerts
management. Ensure collaboration between in-house and external teams is seamless and aligns with
organisational goals.
-Establishment of SOC Processes and Standards: Develop and implement standardised processes,
procedures, and guidelines for the SOC. Including incident response protocols, escalation pathways,
and defining clear operational workflows.
-Performance Metrics & KPI Development: Define and implement Key Performance Indicators (KPIs)
and performance metrics for SOC operations. Develop tracking and monitoring systems to gauge the
effectiveness of SOC activities, identifying areas for improvement and demonstrating value to senior
stakeholders.
-Reporting and Visibility: Establish and maintain comprehensive reporting services to provide visibility
into SOC activities, including threat intelligence insights, incident response metrics, and overall SOC
effectiveness. Work with stakeholders to ensure reporting meets the needs of both technical and
non-technical audiences.
-Outsourcing Strategy Collaboration: Collaborate on and manage strategies for outsourcing aspects of
SOC operations to ensure scalability, cost-effectiveness, and access to specialised skills. Engage
external partners for specialised functions while maintaining the integrity and security posture of the
organisation.
-Incident Management: Direct the identification, analysis, and response to cyber threats and incidents,
ensuring adherence to incident response protocols and timely communication with stakeholders. Act
as a point of management and escalation during major security events.
-Threat Management & Detection Capabilities: Oversee the effective use of threat intelligence feeds,
analytics tools, and automation to improve detection accuracy and efficiency. Guide the
implementation and maintenance of SIEM systems, tuning them for optimal performance.
-Vulnerability Management Capabilities: Oversee the effective utilisation of vulnerability assessment
tools and automation to identify, prioritise, and remediate security weaknesses. Lead the
implementation, optimisation, and maintenance of SIEM systems, ensuring they are configured to
support robust vulnerability management processes and improve overall security posture.
-Service Integration and Improvement: Collaborate with IT and business units to improve and enhance
the effectiveness of SOC operations, including updating procedures, optimising monitoring tools, and
integrating new technologies to address emerging threats.
-Strategic Collaboration: Work closely with security and enterprise architecture teams and the Deputy
CISO to define and implement strategic frameworks and standards for threat monitoring and defence.
Drive continuous improvement initiatives to enhance the organisation's security posture.
-Team Leadership and Integration: Manage a diverse team of SOC analysts alongside external partners,
ensuring smooth integration of outsourced services with internal operations. Establish performance
expectations, manage service delivery, and ensure a unified approach to security threats.
Person
Specification
Skills and abilities
Essential
- Excellent written and oral communication skills with the ability to exchange complex concepts in a
manner appropriate to different audiences.
- Excellent organisational, planning, and prioritisation skills.
- Ability to plan and prioritise multiple work streams and coordinate the work of a team.
- Ability to mentor and manage colleagues, and maintain collaborative working relations across
organisational boundaries.
- Ability to translate risk and impact to stakeholders at multiple levels
Desirable
General and specialist knowledge
Essential
- Demonstrates a strong knowledge and understanding of:
o Management and optimisation of SOC technologies, including SIEM platforms
o Implementation and tuning of detection rules and playbooks to enhance threat detection and
response capabilities.
o Incident response best practices, including investigation, containment, and remediation processes.
o Comprehensive vulnerability management, including the use of assessment tools, prioritisation
frameworks, and remediation coordination.
- Familiarity with security control frameworks including NIST, CAF & CIS
- Familiarity with the MITRE ATT&CK framework & common cyber security TTPs
- Knowledge of SOC service management, including the development and monitoring of key
performance indicators (KPIs) to measure and enhance operational effectiveness, efficiency, and
maturity.
Desirable
- Familiarity with data protection regulations such as GDPR
Education and training
Essential
- Degree or equivalent qualification in related subject area or equivalent relevant experience
Desirable
Relevant experience
Essential
- Previous managerial experience leading a security team or function
- Experience of defining and implementing service performance metrics including KPIs and SLAs to
refine SOC processes, improve service quality, and communicate performance outcomes
- Experience of mentoring and coaching staff and developing assocated training plans
Desirable
- Experience of leading and developing vulnerabilty and threat management programmes.
- Experience of leading incident management functions and processes.
- Experience managing an outsourced service capability
Special requirements
Essential
- Able to work outside normal hours (evenings and weekends) as may be occasionally required.
Desirable
- Evidence of commitment to continual professional development
Date of Review: December 2024
Our
values
People are at the heart of everything we
do. The right people, drawn from diverse
backgrounds and experiences, are central
to the realisation of our ambitions.
We look to colleagues at every level to collaborate
and contribute sharing their ideas, making their voices
heard, and working together across teams.
We are student-centred, and people-led, championing
an inclusive and diverse community, and celebrating
our colleagues’ successes and achievements.
Feel supported and valued as a member of our
community.
We are inclusive
We champion equality, diversity and inclusion through
a transformative employee and student journey. We
enrich our communities, and respect and improve the
world around us.
We are student-centred
We place students at the heart of what we do,
recognising every student journey matters and that
every member of our University can positively impact
the student experience. We are Manchester Met proud
We are proud to be a part of our University, and we
are ready to tell the world about its successes. We are
confident and enthusiastic about the difference we
make in transforming lives and contributing to society.
We are people-led
We recognise everyone’s contribution and strive to
ensure that both our students and staff achieve their
full potential. We develop our staff to succeed, support
each other and recognise individual needs, knowing
we can achieve more when we work together.
We are future-focused
We anticipate emerging opportunities and challenges
and act on them; innovating to achieve real-world
results and embracing change in teaching and learning
as well as through our research.
Rewards
and
benefits
These are just some of the benefits,
rewards and opportunities available to you
as a member of our community.
Pay and reward Pension
Receive a competitive salary recognising your Build up a guaranteed pension for life and have
skills and experience and benefit from national the peace of mind of life cover of three times
pay awards and a pay increase each year until you your salary. By opting into our pension schemes,
reach the top of your pay scale. you will receive an average 24% employer
contribution.
Living Wage Employer
We are proud to be an accredited Living Wage
Employer. All staff employed directly and indirectly Recognition
by the University are paid the Living Wage
Foundation’s accredited rate, which increases Staff Awards
each year. Our annual staff awards recognise outstanding
contributions from individuals and teams. This
peer led programme showcases the talent and
Contribution Zone scheme
commitment of colleagues and is an opportunity
There is a contribution zone scheme open to
for us to come together and celebrate as one
all colleagues at the top of their pay grade to
community at our live awards ceremony.
recognise going above and beyond within their
role. The use of contribution zones of pay grades
is an important feature of the University’s reward
Long Service Award
strategy, which gives all staff an equal opportunity Colleagues who have completed twenty years
to receive an additional increment to recognise of continuous service with the University
will receive an award in recognition of their
exceptional achievement.
commitment and loyalty to the organisation.
Staff Bonus scheme
To recognise staff whose exceptional performance
and contribution is helping the University’s
strategy there is a staff bonus scheme.
More
rewards and
benefits
Health and wellbeing
Access to free and confidential counselling and wellbeing
support 24/7, 365 days a year through our employee
assistance programme. Receive occupational health
support through our external provider Optima.
Holiday entitlement
Enjoy 25 days annual leave (increasing to 30 after 5 years’
service) at Grades 1-7 and 35 days for Grades 8 and above
(pro rata for part-time staff) plus bank holidays and 3-4
discretionary Christmas closure days.
Work-life balance
Benefit from flexible working opportunities including
hybrid working, working family and caring arrangements,
with enhanced maternity, paternity, adoption and
parental leave, and supportive sickness absence pay.
Career development
Whether you are looking at a more traditional career
pathway or are open to the possibilities offered by a
squiggly career, we want you to shape your career with
us. This could be through Advance HE fellowship, our Discounts and perks
Academic Career Pathways, our Professional Services
We have an employee membership program
Career Programme or our Career Mentoring Scheme.
with access to a range of discounts including gym
Our career model enables you to focus on your character, membership, physical therapy, travel and a wide range
credibility, capability and career realities to advance your of retail offers.
career.
For our academic colleagues, we offer career progression
through the Academic Career Pathways and support for Travel
progressing from Lecturer to Senior Lecturer, Reader and Our campus is easily accessible by public transport, and
Professor through our promotions processes. we offer staff discounted loans and passes for travel on
buses, Metrolink and trains across the region. We also
have an Electric Vehicle Salary Sacrifice Scheme and our
discounted Cycle 2 Work scheme, plus use of campus
cycle shelters, bike stands and shower facilities.
Professional
Services
A home for ambition,
opportunity and impact
Our purpose: Professional Services (PS) is responsible for the delivery
of a wide range of student and academic facing services
To enable our students and colleagues to and the delivery of all business operations, including
achieve their best. the ongoing development of the University’s estate and
infrastructure. We are confident in our ability and single-
minded in our focus on achieving the University’s goals,
Our vision: providing leadership and expertise to enable students
To set the bar for Professional Services and colleagues to thrive and succeed.
within the Higher Education sector, We work as an integrated team, with colleagues aligned
working as one University to drive the with their professional specialism, and largely co-located
strategic agenda and deliver our ambition in collaborative working environments. Expert Business
and goals. Partners work alongside the leadership of each faculty,
providing strategic advice and information to deliver
the Faculty’s and the University’s priorities. Professional
Services teams are based in faculties where this location
maximises their efficiency and effectiveness.
It is an approach that offers several advantages. Our
Directorates have a clear sense of their priorities
and aims. Our people have more opportunities for
professional progression. And, above all, it enables us
to be agile, effective, and efficient, an outlook that has
delivered many successes – from the transformation of
the Manchester campus to the delivery of exciting new
initiatives such as the School of Digital Arts.
We are open and transparent about our performance.
We use the wealth of management information
generated by our systems, together with feedback from
our community, to drive continuous improvement.
While we compare ourselves with other universities
to benchmark our performance and identify areas for underpin our operations and drive our development,
improvement, we aim to stand out, setting a high bar for from IT support and data storage to cyber security and
Professional Services in the Higher Education Sector. technology enhanced learning.
We look to colleagues at every level to collaborate and Legal and Governance provides a high-quality
contribute – sharing their ideas, making their voices professional service in the areas of legal advice and
heard, and working together across teams. Our directors risk management support, information governance,
meet frequently, while our extended leadership team University governance and secretariat services, and
comes together through away days, regular events and insurance.
adhoc meetings, supporting our collective approach to
planning, strategy and service delivery. People and Organisational Development supports our
people to use their collective talents to deliver high quality
We are confident that our vision to set the bar for work. We develop policies, processes and mechanisms
Professional Services in the Higher Education Sector is to enable people to progress in their careers, be fairly and
realistic and achievable, and we welcome like-minded well-rewarded and enjoy a healthy working environment
colleagues who will help us to excel as a Professional where they can thrive.
Services organisation and as a university.
Research and Knowledge Exchange drives and delivers
the University’s research strategy to enable high quality,
Our Directorates collaborative and sustainable research. We provide
Academic Services provides leadership, management support across the full research and knowledge exchange
and support across a broad portfolio of activities that lifecycle from application to delivery and impactful
contribute to an excellent student experience and success outputs, enriching the environment for researchers and
in research. PhD students.
The Apprenticeships Unit oversees the implementation Strategic Planning lays the foundations for our future
of the University’s Degree Apprenticeships Strategy and – managing our institutional and faculty planning,
coordinates the development and delivery of our Degree monitoring our performance and supporting our strategic
Apprenticeship programmes. developments.
Business Engagement and Partnerships delivers
impactful activities and relationships with third parties
which benefit our students and apply our research,
to contribute strategically to our core education and
research priorities.
Estates, Facilities and Capital Development supports
our students and staff by building and maintaining a
sustainable, safe, and welcoming campus.
External Relations connects us with the wider world –
attracting new students, managing our brand, developing
global partnerships and supporting our alumni
community.
Finance and Procurement ensures the financial
sustainability of the University through the provision
of effective financial management, stewardship,
procurement and transactional services.
IT and Digital ensures we harness technology to
Our equity, diversity
and inclusion
statement
Manchester Metropolitan University Athena Swan Charter
is proud of its diverse community of Bronze Award
employees, students and visitors. We are proud to have received an institutional Athena
SWAN Bronze award showing our commitment to
gender equality. The charter aims to advance gender
equality in HE and specifically seeks to advance the
A University with a voice careers in Science, Technology, Engineering and Maths.
We are committed to creating an intentionally inclusive
culture of belonging that promotes equity and In May 2015 the charter was expanded to recognise work
celebrates diversity. We believe that having a diverse undertaken in Arts, Humanities, Social Sciences, Business
and inclusive workforce makes us a stronger university and Law (AHSSBL), and in professional and support roles,
with better outcomes for our students, research and and for trans staff and students.
business partners.
The charter now recognises work undertaken to address
gender equality more broadly, and not just barriers
Staff equity networks to progression that affect women and makes explicit
We are advancing equity, diversity and inclusion (EDI) acknowledgement of intersectionality in its remit.
for all of our communities, striving to create a positive
culture of inclusion for all. Race Equality Charter
The University values its five staff equity networks - Bronze award
Disability, Gender, Rainbow (LGBTQ+), Race and Working We have been awarded a Bronze Race Equality Charter
Parents and Carers. The staff equity networks provide Award by Advance HE. The award recognises our work to
a voice for University staff to engage with and consult identify and commit to actions we will take to improve
on equality and diversity-related matters, policies and the representation, progression and success of Black,
procedures. Asian and minority ethnic staff and students.
How to
apply
We appreciate the effort and
commitment involved in making a job
application and want to make sure
you have a positive experience when
applying for a role with us.
Your application Disability Confident Leader
We shortlist our candidates against the criteria on the We are a Disability Confident Leader, and you will have
person specification section of the job description. We opportunity as part of your application to let us know if
recommend that you address how you meet the person you would like your application to be considered under
specification as part of your application. Try to do this the Disability Confident scheme.
by making sure that your application draws on your
experience to provide relevant examples – this doesn’t Where we have indicated the role is as part of this
always need to be from employment experience. scheme, you will be guaranteed an interview where you
meet the essential requirements of a role.
If you believe that you could add value to our
organisation but don’t meet all of the essential criteria Read our Guidance and FAQs for Candidates who have a
for the role, we would still love to hear from you. You can disability or long-term health condition before making an
contact the recruiter to discuss the value you could bring application as we can provide adjustments to ensure that
to our organisation. candidates with a disability or those with a long-term
health condition can participate on equal terms with
We will keep you updated on the progress of your non-disabled candidates.
application with us throughout the process.
Accessibility
Your assessment If you have any specific accessibility requests or would
Our process is tailored to the role that we’re recruiting, and like to discuss reasonable adjustments, please do not
we measure our success by the impact we make, so hesitate to get in touch: manmetjobs@[Link]
expect to bring your real-life skills into the recruitment 0161 247 6820
process. From competency-based interviews, to
teaching sessions and interactive assessments, this Armed Forces Scheme
varies on the type of role you apply for, meaning that
We are committed to giving support to members of the
you will get the chance to show us exactly what you’re
Armed Forces and veterans through our work on the
brilliant at doing.
Armed Forces Covenant and through our receipt of the
At interview, you will be asked to bring proof of your Employer Recognition Scheme Gold Award.
right to work in the UK, along with evidence of any
The aim of our Armed Forces Guaranteed Interview
relevant qualifications.
Scheme is to ensure that any members of the Armed
Forces and veterans are not disadvantaged through
the application process. Those who would like to have
their application considered under the scheme will have
opportunity to indicate this as part of their application.
GOLD AWARD 2022
Manchester Metropolitan University
All Saints
Manchester
M15 6BH
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