Job Introduction
The IOPC is undertaking a programme of transformation, enabled by new IT systems and in support of an ambitious five-year strategy. As a People Business Partner you will be confident supporting change and will ensure that the IOPC maintains and enhances employee satisfaction throughout this period and in the longer term.
The role focuses on making the IOPC a great place to work by ensuring that all colleagues in the IOPC have access to effective modern people policies and timely advice and support. The People Business Partner service is focused on pre-empting issues and early problem solving by finding flexible person-centred solutions to problems and issues.
People Business Partners support managers to focus on effective business change. This includes using data insights, implementing corporate changes and working closely with managers on complex people management issues.
People Business Partners are the key point of contact between the People directorate and local functional or regional management teams enabling the wider business to input into draft policies, access services and influence the development of corporate strategy.
This vacancy is using Success Profiles, to find out more, please click here.
We'll assess you against these Level 3 behaviours during the application process:
- Communicating and Influencing
- Making Effective Decisions
- Changing and Improving
In addition, we will also assess your experience.
If you are shortlisted for interview, we will provide further details at that point around what will be assessed at interview.
Main Responsibility
Please refer to the Job Description for additional detail and responsibilities.
Corporate and Managerial
- Lead, manage, motivate and coach a small team and identify opportunities for improvement
- Contribute to the development and implementation of the IOPC People Strategy as a member of the People Directorate Management Team
- Maintain excellent relationships across the People directorate and collaborate on projects and initiatives, leading where necessary.
- Show strategic awareness and maintain an up to date knowledge of IOPC operational challenges
- Identify and challenge risk and escalate as needed
Strategic Business Partner
- Understand the immediate issues and concerns in relevant customer departments and contribute to improvement plans
- Contribute to discussions about the core work of the customer department, working closely with senior managers to contribute to problem solving, providing challenge and appropriate support and guidance.
- Assist in the annual planning and budgeting process
Policy
- Take responsibility for the development of a policy area, acting as a source of expert guidance for others in the team
- Ensure that case law and good practice guidance relating to the specialist area is disseminated to colleagues
- Assisting with the embedding of necessary people management and wellbeing processes and principles within customer departments
- Attend JNC and Staff Council as needed to discuss policy amendments
Outreach / Staff Engagement
- Ensure that HelpPoints happen regularly at every location for which responsible; personally contribute to the HelpPoint rota and ensure that learning is captured and followed up for the benefit of the whole team
- Work with colleagues and employee representatives to ensure that individual employee issues and concerns are solved speedily
Employee Relations
- Ensure that employee relations cases are run in an effective, pragmatic and timely manner
- Deploy mediation and problem-solving skills to resolve disputes within teams
- Provide expert advice, guidance and coaching to the Assistant Business partners and line managers about the application of the law and best practice in relation of ER matters
- Personally manage complex cases and those involving senior staff
- Act as Investigating Officer for complex casework as necessary
- Support ER Appeals
- Manage small scale change processes
- Contribute to the management of large scale change processes, including insourcing outsourcing and TUPE
Recruitment
- Plan workforce requirements with customer departments
- Provide advice and guidance on job design and evaluation
- Ensure that recruitment casework is managed effectively and time to hire targets are achieved.
The Ideal Candidate
Essential Requirements
Technical
CIPD level 7, or actively working towards.
Experience
- Significant experience in a senior HR role in a dynamic organisation
- Experience of complex employee relations, resourcing, change management and performance management
- Proven track record of proving credible, expert advice and services to managers in a complex environment.
- Proven track record of delivering significant and measurable business benefits
- Designing, delivering and implementing tailored solutions, business processes, policies and procedures in accordance to organisational and People strategic direction
Skills and Abilities
- Up to date and demonstrable comprehensive knowledge of HR practice, concepts and themes including employment law and employee relations issues
- Experience of managing a small HR team
- Up to date knowledge of employment legislation and best practice
- Promote and embed equality and diversity as an integral aspect of working
- Strong commercial awareness, with an understanding of the need to balance commercial success with organisational values
- Understanding of health and wellbeing practices that support a positive attendance culture
- Excellent interpersonal, consultancy, communication, negotiating and influencing understanding and skills
- Able to gain respect and confidence of professionals and management colleagues, sustain credibility and maintain strong working relationships
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 - 'IND'
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:
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
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 humanresources@policeconduct.gov.uk and this can be arranged.
Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.
- 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
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.
