Job Introduction

Job Introduction:

As a People Business Partner, you will be welcomed into a dynamic and inclusive People & Change team working in partnership with senior managers and line managers to build strong and influential working relationships.

As People Business Partner you will adopt a proactive and responsive approach to the changing needs of the business. You will be integral to understanding the core business, bring insight, add value, and challenge the status quo, to ensure that management are supported to deliver their business objectives.

You will work alongside stakeholders to implement and embed the strategic People agenda for the business area of responsibility. To provide HR / employee relations expertise to the organisation and address all associated people matters in accordance with best practice, internal compliance, and legal requirements.

As People Business Partner you will maximise workforce effectiveness across your designated business area of responsibility, by coaching and mentoring managers to manage their people. To work in partnership with business leaders to ensure operational goals are achieved through effective people management and to maximise workforce performance through proactive support and advice to line managers. You will deliver the people strategy in area of responsibility and ensure that workforce planning is undertaken so that the business has the right people with the right skills in the right jobs.

We'll assess you against these Grade 7 Level behaviours during the selection process:

Communicating and Influencing
Changing and Improving
Making Effective Decisions

This vacancy is using Success Profiles, to find out more, please click here.

Throughout the recruitment process we will also assess your Experience, Strengths, Technical Skills and Values. Behaviours assessed at this stage will be shared with candidates who reach the assessment stage.

As part of the application process, you will be asked to complete three sift Questions based on the essential criteria.

Anticipated assessment and interview dates are estimated to take place in October 2025.

Main Responsibility

Contributing to developing and implementing the people strategy as a member of the People Directorate Senior Management Team.
Adopting a strategic approach to partnering directors, senior leadership teams and managers in designing future workforce requirements, assessing capability, succession planning, and supporting the implementation of diversity and inclusion initiatives.
Supporting change, including restructuring, organisational design, and transformation activities, by proactively planning, advising, implementing and evaluating initiatives, and consulting fully with recognised union and employee representatives.
Leading, managing, motivating, and coaching a team of People Business Partners and other colleagues as directed, identifying opportunities for their development and improvement.
Developing and updating people related policies, taking into account case law and best practice, acting as a source of expert guidance for the organisation and identifying opportunities for continuous improvement.

Please refer to the Job Description for full role responsibilities.

The Ideal Candidate

The Ideal Candidate:

Qualifications:

Educated to degree level, or equivalent experience, with a postgraduate qualification in Human Resources or a related discipline.
CIPD level 7 qualification.

Knowledge:

Comprehensive knowledge of employment legislation and its practical application in the workplace.
Extensive knowledge of people best practice.
Knowledge of workforce and succession planning.
Knowledge of change management methodologies and delivering change effectively.

Experience:

Significant experience of business partnering in a dynamic multi-functional environment.
Experience of applying employment law pragmatically in handling complex employee relations, resourcing, change management and performance management matters.
Proven track record of providing credible, expert people advice to leadership teams and managers in a complex environment.
Experience of negotiating and consulting with recognised trade unions and or staff representative bodies.
Track record of designing, delivering and implementing tailored people related solutions, policies and procedures.
Able to work across multiple sites, including travelling and occasional overnight stays.

Desirable:

Experience of working in the public, not for profit or charity sector.

Skills:

Strategic awareness and the ability to apply this to operational challenges to positively impact business results.
Ability to confidently manage and influence a diverse and challenging range of senior stakeholders.
Ability to identify and assess risks, mitigating these where possible and reaching balanced decisions.
Ability to lead, motivate, coach, and manage a team of people practitioners.
Excellent communicator, with strong coaching and influencing skills.
Ability to analyse data and apply analytics to improve business delivery.
Strong commercial awareness, with the ability to balance commercial success with organisational values.
Strong IT skills, with the ability to input, report and interpret data from HRIS and recruitment / applicant tracking systems.

We believe that diverse perspectives contribute to a more innovative and dynamic workplace. We actively encourage applications from individuals who are typically under-represented or disadvantaged in society. This includes women, people from ethnically diverse backgrounds, parents and carers, and disabled candidates, including neurodiverse candidates.

We are committed to providing equal opportunities for all applicants and creating an inclusive environment where diverse perspectives are valued and supported.

The role requires clearance to BPSS

National security vetting: clearance levels - GOV.UK (www.gov.uk)

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. Whilst this list is not exhaustive, please see potential reasonable adjustments below that we can provide:

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 recruitment@policeconduct.gov.uk

Package Description

What we Offer:

27.5 days paid annual leave (increasing with service to 32.5 days)
Options to carry over, buy or sell annual leave
Voluntary Health Cash Plan provided by BHSF
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 focussed on each of the protected characteristics - run for staff, by staff: Enable Network, Age Network, Welsh Network, Pride and LGBTQ+ 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

Additional Information:

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

Emotional Consideration:

In performing this role, you may have occasional exposure to distressing material which will likely be impactful, traumatic and challenging. Given the nature of the work, it is also possible that you will have contact with individuals who are experiencing extreme distress. The IOPC recognises this and offers all staff a range of wellbeing provisions, including TRiM (Trauma Risk Management), peer-to-peer support, a dedicated Wellbeing Advisor, and access to free confidential counselling. All staff are strongly encouraged to proactively access and engage with the support available. If you would like to speak about this element of the role with somebody already doing similar work at the IOPC please contact recruitment@policeconduct.gov.uk and this can be arranged.

Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.

About the Company

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 an LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi, trans 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 dedicating 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.

#IND

Apply