Talent & OD Consultant

Main Responsibility

• Understand the strategic direction of the organisation and provide support,

expert advice, and guidance for implementing Talent and OD interventions

which align with our priorities and improve organisational effectiveness.

• Responsible for the design, coordination and delivery of talent and OD

activities for roles and programmes across the business, looking for

opportunity to expand and maximise what is available, evaluating them and

identifying areas for improvement

Develop and lead programmes of Talent and OD initiatives for the

organisation.

• Responsible for the promotion and compliance of corporate Organisational

Development and Talent practice.

• Lead specific internship/apprenticeship programmes to provide excellent

quality development opportunities for IOPC colleagues.

• Lead coaching and mentoring programmes.
• Support the design of leadership development programmes.
• Responsible for the identification, design, and implementation of a range of

tools and techniques to encourage all colleagues to take responsibility for

their own development.

• Responsible for identification of talent and OD opportunities and making

recommendations for changes, process reviews and updating information to

improve engagement, communication and quality of the directorate and

organisations outputs.

• Contribute to the financial and strategic planning in relation to apprenticeships

and the apprenticeship levy, providing expert advice which enables the L&D

Business Partner (Talent & OD) to make effective and efficient decisions.

• Design and deliver training and/or presentations or facilitate talent/OD events

including having responsibility for the procurement of services by external

providers and liaison with internal and external stakeholders.

• Responsible for ensuring all aspects of talent management and cultural

change are focused on diversity and inclusiveness.

• Support the creation of a learning environment in line with the digital learning

policy for all talent and OD initiatives.

• Develop and maintain appropriate induction processes.
• Understand the possible career pathways within the business and be able to

advise staff and managers about progression opportunities, demonstrating

your knowledge of talent development.

• Identify and assess the ability and potential of our staff, creating development

assessment frameworks which determine our high potential colleagues and

provide feedback on performance and coach them for success.

• Support managers to utilise assessment frameworks which identify talent and

potential within the business and be able to provide high quality advice on

supporting them to progress and to achieve their best.

• Engage with internal networks to implement talent and OD products

successfully.

• Support managers to identify gaps, opportunities and barriers in structure,

people, process or culture that are impacting on the delivery of organisational

or team goals.

• Develop strong relationships with key stakeholders across the business taking

ownership for the appropriate solutions that are devised, communicated, and

delivered.

• Forge strong links with People Business Partners to gather information and

insight about arising themes and issues to identify appropriate solutions and

deliver them promptly.

• Responsible for the delivery of our performance review process, designing

tools and guidance for specific areas of the business.

• Lead the delivery of psychometric testing through third party providers,

negotiating contracts and identifying appropriate solutions in relation to

individual, team and organisational development, and deliver feedback in[1]house to individuals or groups.

• Coach colleagues from across the organisation to improve performance which

enable the organisation to better meet our objectives, including holding one[1]to-one and group meetings with staff to provide high quality guided learning

and opportunities share experiences and solve problems.

• Produce and maintain management information and metrics, assisting with

talent analytics to enable demonstration of ROI and the value of our talent and

OD interventions.

• Act as a key contact for our third-party suppliers, proactively coordinating

required activity and maintaining relationships.

• Mentor and coach Talent & OD Advisors and apprentices supporting them to

flourish in their roles.

• Monitor and act to ensure compliance against organisational policy or

government led regulations e.g. apprenticeship procedures, GDPR and

conduct robust Equality Impact Assessments and Data Protection Impact

Assessments.

• Alongside the L&D team, conduct skills gap analysis determining individual

and group needs.

• Responsible for developing and maintaining specialist expertise within a

specific talent or OD area, maintaining your knowledge of best practice, and

staying ahead of key trends to ensure the provision of high standard talent

management.

• Prepare and present board level reports as required.
• Maintain close cooperation with the Civil Service HR & OD, implementing any

changes that meet our needs.

The Ideal Candidate

Essential Experience

• Experience in coaching or mentoring colleagues successfully.

• Experience of analysing information and using it to make recommendations

which improve organisational performance.

• Experience of collaborating with a wide range of stakeholders to understand

business issues, and organisational needs.

• Experience of managing a high workload within a rapidly changing

environment.

• Organised, self-motivated and capable of working autonomously.

• Confident communication with the ability to influence and engage staff.

• Experience of writing reports, guidance, and policies.

• Evidence of commitment to continuing professional development for self and

others.

• Experience of designing and delivering talent inventions or projects.

• Experience of designing and implementing OD inventions or projects.

Desirable:

• Professional experience of organisational development in a public sector, or legislative context.

Qualifications

• CIPD Level 5 qualification in OD or equivalent/higher qualification/experience.

Knowledge

• Knowledge of organisational development and talent management practices

and theories.

• Knowledge of leadership and management development theories and

practical application in the workplace.

• Knowledge of the learning methodologies.

• Understanding of apprenticeships and/or other career development

programmes such as internships.

Skills and Abilities

• Excellent communication skills, including oral, written and presentation.

• Excellent organisational and prioritisation skills.

• Good analytical skills

• The ability to influence.

• The ability to work in an environment with competing priorities and demands.

• The ability to motivate self and others.

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

• 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

- Age 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.