Main Responsibility

Purpose

The Director, People will focus on modernising the IOPC by continuing to build strategic people related capability within the team, whilst supporting the delivery of significant cultural change aimed at making the IOPC an employer of choice. Functional management includes:

• Learning and Talent Development
• Employee Relations
• Talent Acquisition and Onboarding
• Wellbeing
• Health and Safety
• Equality Diversity and Inclusion
• People Systems and Payroll
• Organisation Development

Key Accountabilities

Continuing implementation of the IOPC People Strategy which supports IOPC performance through:

• Developing and coordinating the tools to aid in the successful execution of HR and people management activities

• Managing a broad, strategic People function

• Leading and coordinating people change in IOPC, particularly restructuring

• Developing and implementing an IOPC employment proposition that underpins sustained levels of organisation performance through attracting and retaining the right talent.

• Developing and maintaining People policies, processes and procedures in line with external (e.g. Government, Legal) rules policies and guidelines

• Developing the IOPC culture to embed cultural competence and inclusion in line with the IOPC’s values 

• Leading on the development and implementation of the IOPC’s Equality Diversity and Inclusion strategy as it relates to staffing matters, recruitment and culture 

• Developing and maintaining people systems that maximise the use of self service and eLearning and automate as much routine process as possible.

• Maintaining the People Management governance and internal performance reporting regime, principally to the People and Culture Committee and Management Board

• Leading and influencing the Management Board to align people management to the People Strategy

• Partnering effectively with Home Office, HM Treasury and Cabinet Office as required.

• Leading IOPC workforce performance and driving workforce productivity, e.g. through efficient organisation and job design and leveraging the discretionary effort of IOPC people.

• Leading the development of people management approaches to ensure that IOPC can attract, recruit, retain, deploy, develop, motivate, reward and ultimately part company with our talent to meet the needs and aspirations of IOPC.

• Leading the development of the maturity of the HR Function, growing specialist capability relating to learning and talent, workforce planning and resourcing, reward, performance management, ER and employment policy, HR analytics and insights, supplier management and HR technology, to create demonstrable value

The Ideal Candidate

It is essential in your application that you provide evidence and proven examples against each of the selection criteria in so far as you are able to. These responses will be further developed and discussed with those candidates invited for interview.

Knowledge, Skills and Experience

• Chartered Member of the CIPD
• Highly experienced senior manager and leader with significant experience of successfully leading a range of people related functions, including Equalities
• Demonstrable success in delivering significant cultural change, with a focus on empowering staff at all levels
• Demonstrable experience of implementing significant structural change
• Evidence of building high performing strategic and delivery focussed teams and enabling managers to achieve organisational aims.
• Evidence of excellent relationship development skills and significant experience of engaging with senior level stakeholders.
• Effective team worker with proven ability to balance corporate priorities and operate collaboratively with a focus on horizontal working between functions.
• Experience of working at board level or in a similar governance structure and influencing across an organisation.
• A sound understanding of, and strong commitment to public service values, to diversity and to the principles of public life.
• An awareness of, and ability to work within the high-profile political and external environment within which the IOPC operates.

Personal Attributes

• Self-aware, with evidence of developing and learning through every opportunity.
• Inspires, develops and champions others to deliver.
• Able to operate strategically and operationally.
• Resilience to drive transformational change.
• Demonstrable commitment to cultural competence and the ability to articulate best practice

Political Restriction

Please note that this is a politically restricted role and will be subject to limitations set out in the IOPC code of conduct, a relevant extract from which is set out below. Stakeholder Engagement posts have been identified as politically restricted because:

• They act as “spokesperson” for the organisation, or have a significant degree of face-to-face contact with stakeholders, pressure groups, or other bodies or individuals who are seeking to influence the IOPC 
• It would appear to the public that the post holder had some influence over the outcome of the organisation’s decisions.

If a post is politically restricted, this means that you should discuss with your line manager before taking on any political activities. Permissions will not be unrIeasonably withheld but consideration will need to be given to the scope and remit of the role and how this may be perceived in the context of your IOPC position. You should discuss with your line manager if you are considering becoming politically active, for example:

• Campaigning for a political party.
• Holding a political office.
• Occupying party political posts.
• Holding a particularly sensitive or high profile unpaid roles in a political party.

Positive Action

At the IOPC, we are committed to building a workforce which reflects the diversity of the communities in which we serve. A more inclusive workforce enables us to be a more effective and efficient organisation, better understand and respond to the needs of our communities.

Positive action as detailed in the Equality Act 2010, allows us to use measures designed to help improve equality in the workplace, and create a level playing field for all, whilst still employing everyone based on merit. Our workforce profile data shows that people who identify as black, Asian and minority ethnic are under-represented at the IOPC. 

For this role – should we have a situation where multiple candidates have achieved the highest score and one identifies as black, Asian or minority ethnic, by using positive action, we can select that candidate for the role, therefore improving this area of under-representation at the IOPC. We will only use positive action in this way where the highest scoring candidates have all scored equally, at the final assessment stage, and above our required threshold.

Additional Information

Successful candidates will need to undergo Security Check (SC) clearance as a minimum requirement for this appointment, with the potential of Developed Vetting (DV) clearance, if required. Please note that SC Clearance requires 5 years’ continuous residency in the UK.

Due to the statutory role of the IOPC, applications are not sought from those who have previously worked for the police in a capacity, or for a duration, that might compromise their perceived independence in the eyes of the public.

Reasonable Adjustments

The IOPC is a diverse and inclusive workplace and we want to help you demonstrate your full potential whatever type of assessment is used. We are open to providing you with the tools you need to succeed, from extra time to formatting changes, to name a mere few. If you require any reasonable adjustments to our recruitment process, please email campaigns@policeconduct.gov.uk

Internal tag: INDC

Package Description

• 32.5 days paid annual leave 
• Options to carry over, buy or sell annual leave
• Civil Service pension
• Employee assistance programme
• Access to Civil Service Sports Council (CSSC) membership
• Staff networks focused on each of the protected characteristics – run for staff, by staff
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity behaviours

Additional Information:

The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions.

The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.

This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process.

Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

About the Company

As a completely independent organisation, the IOPC seeks to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will give you a supportive and inclusive work environment to flourish in.

Be yourself

The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.

• As a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
• We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors. 
• Being a Disability Confident employer, the IOPC is dedicated to removing the barriers for disabled people to thrive in the workplace.
• Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Operation Hotton, to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.