The Ideal Candidate

Essential

• Have at least 3 years of proven Learning & Development experience in a professional context
• CIPD Level 5 qualification in L&D consultant/business partner or equivalent/higher qualification/experience (or be working towards it)
• Have a good understanding of learning theories & practice and demonstrable experience of applying these concepts in a live environment.
• Confident communication and engagement skills at all levels and in varied contexts.
• Have experience of writing high quality and complex business papers and proposals which propose strategic business benefits.
• Have experience of managing and/or developing effective collaborations with internal and external stakeholders.
• Experience of leading, facilitating and motivating groups to achieve collaborative outcomes.
• Experience of leading high performing teams and supporting individual, professional and organisational development.
• Proven commitment to personal and professional growth through Continuous Professional Development.

Desirable

• Professional experience of Learning & Development in a public sector, or legislative context.
• CIPD Level 7 achievements in Human Resources Development
• Experience of matrix management

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 humanresources@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
• PAM 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.

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

In line with the IOPC Recruitment and Selection Policy, we recommend that internal colleagues make an early application within the first seven days, so that we can see if there is enough interest within the organisation to keep the role internal for the full advert live period. Remember, we will review the number of applications after the first seven days and the role may be advertised externally after this period. See the Recruitment and Selection Policy or Guidance for further information.

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.

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 Black, Asian and Ethnic Minorities are under-represented, in this particular team.

For this role – should we have a situation where multiple candidates have achieved the highest score and one is from a Black, Asian and Ethnic Minorities background, by using positive action, we can select that candidate for the role, therefore improving this area of under-representation in this team. 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.