Job Introduction
As the Employee Relations Engagement Officer, you will work with the Director of People and Change and Head of People Services to support collaborative and effective working relationships with the IOPC recognised trade union, Joint Negotiation Committee (JNC), Staff Council, and Staff Network Groups.
You will manage and coordinate a wide range of tasks that are complex and sensitive whilst demonstrating strategic thinking, strong intellectual capability and the ability to prioritise effectively. You will review large amounts of complex and detailed information, including data such as survey outcomes, take effective decisions and ensure that work is delivered to a high standard.
You will also provide professional support to the Director of People & Change to ensure that effective forward plans are in place, aligned with the People and Workforce strategies, for the People & Culture Committee, Workforce Planning and People Impact Assurance Group, JNC and all staff groups.
This vacancy is using Success Profiles, to find out more, please click here. We'll assess you against these Behaviours at Senior Executive Officer (SEO) level.
We will also assess you against Experience, Skills, Technical and IOPC Values.
The anticipated assessment and interview date is Friday 17 January 2025.
Main Responsibility
- Have a key and essential role to play in supporting the Director of People & Change to ensure that high levels on engagement are maintained with staff groups and the IOPC recognised trade union.
- Plan and organise the People directorate internal communications in collaboration with colleagues in the Internal Communications team.
- Plan and organise relevant meeting agendas and ensure that the Director of People & Change is fully briefed.
- Manage and coordinate a wide range of duties related to employee relations and employee engagement that are complex and sensitive.
- Liaise and collaborate with the IOPC recognised trade union to forward plan the JNC meetings and agenda items in line with the People directorate priorities.
- Management of the Director of People & Change diary, and scheduling of cyclical and other meetings.
- Plan and schedule People directorate SMT (senior management team) and Leadership team meetings.
- Provide high level administrative support as and when required for the Director of People & Change.
- Deliver any other duties or responsibilities that are commensurate with the role of an Employee Relations (Engagement) Officer.
The Ideal Candidate
Qualifications:
- CIPD level 5 or a willingness to complete this qualification.
Experience:
- Experience of working in a HR/People environment, and or an engagement role with a focus on the employee’s experiences.
- Experience of working with a range of internal stakeholders within a public sector organisation.
- Experience of identifying opportunities for continuous improvement, based on feedback, stakeholder engagement, trend analysis, etc.
- Experience of interacting and communicating with trade union colleagues.
- Experience of supporting staff groups to achieve their objectives.
- Experience of analysing and quantifying data and providing recommendations.
- Experience of working directly with and or providing support to a senior manager at Head of Service or Director level.
- Experience of organising and managing events.
- Experience of taking high quality notes of meetings and following up actions.
- Experience of drafting reports for review by senior management.
- Understanding of wider social, economic and political issues impacting public sector organisations.
- Experience of ensuring equality and diversity is an integral part of all people services.
Skills and abilities:
- Confident communicator, with highly developed interpersonal skills and the ability to build positive working relationships with all colleagues including senior managers, employees and trade union representatives.
- Excellent planning, time management and organisational skills with the ability to prioritise work whilst remaining flexible to changing demands.
- Ability to communicate clearly, both verbally and in writing, to persuade and influence others.
- Excellent written skills with attention to detail, accuracy and ability to adapt style to audience.
- Ability to influence others in challenging circumstances.
- Ability to take accurate notes that reflect meeting discussions.
- Ability to produce reports and present quantitative and qualitative information
- Ability to analyse information, identify trends and issues and recommend and implement solutions.
- Ability to demonstrate confidentiality, empathy and sensitivity.
The role requires clearance to BPSS
National security vetting: clearance levels - GOV.UK (www.gov.uk)
Reasonable Adjustments
- Extra time for presentations or interview questions
- Formatting changes such as colours for text or background on written assignments
- Questions presented in writing during interviews
If you require any reasonable adjustments to our recruitment process, please email campaigns@policeconduct.gov.uk
Package Description
- 27.5 days paid annual leave (increasing with service to 32.5 days)
- Options to carry over, buy or sell annual leave
- Civil Service pension
- Civil Service maternity leave package
- PAM employee assistance programme
- Access to Civil Service Sports Council (CSSC) membership
- Cycle to work scheme
- Opportunity to enjoy the latest home and electronics in a more affordable way provided by Vivup
- Car Leasing Scheme
- Staff networks focused on each of the protected characteristics – run for staff, by staff:
- Enable Network
- Welsh Network
- Pride and LGBTQI+ Network
- Sex and Family Network
- Race, Religion and Belief Network
- 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
Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.
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 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.
