HR Business Partner - Police Staff - Human Resources - Counter Terrorism Policing HQ in London

The starting salary is £48,995, which includes allowances totalling £3,009. The salary is broken down as £45,986 basic salary, which will increase annually until you reach the top of the scale £54,863. Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.

The Counter Terrorism Policing Headquarters (CTPHQ) HR Business Partnering team provides support and resources to all CT business leads and to individual managers to ensure change and other strategic HR advice is successfully delivered. Our role is to enable business leads to act in accordance with HR policies and processes, to plan their resourcing and to support the delivery of change; ensuring that all people and employment law matters are considered and managed mitigating risk where possible.

The CTPHQ HR Business Partnering function is designed to enable the delivery and implementation of the CTP Network Target Operating Model. The Local CTP HR Business Partner will be required to support HR processes; overseen by the HR Business Partnering Lead; rapidly responding and flexing across a number of HR functions in response to organisational need and priorities. This will include working effectively across the CT Network.

Key Tasks

• To act as an internal HR Consultant to the business; supporting in the planning of delivery of change with business leads and overseeing the end to end HR elements of organisational change as well as advising on other elements of the People Strategy; directly engaging the customer to the correct HR SME or seeking and providing necessary guidance and advice directly.
• To identify and articulate HR related risks and implications at design/business case development stage of a change process ensuring compliance with legislation and best practice.
• To identify and communicate HR related risks to senior stakeholders and provide tactical and strategic influence across the CT Network in relation to HR challenges.
• To design and implement HR plans to achieve the required change/restructure.
• Facilitation of consultation and communication with Trade Unions and Staff Associations regarding HR implications on staff change processes.
• Preparing structured briefing notes as required for business leads, project or programme leads.
• Building effective relationships with business leads, change leads and HR SMEs across the national CT Network.
• Designing and implementing selection activity following a change process.
• Preparing communications for staff and officers affected by change including FAQs, letters and Intranet messages.
• Working closely with the MPS Career Transition Service to ensure that displaced staff are effectively managed and supported post displacement and with MPS WPD to ensure that displaced officers are redeployed in accordance with Workforce deployment processes.
• Engagement with stakeholders to collaboratively implement the people strategy.
• Keeping up to date with new and emerging case law which may impact on new or current change programmes.

This list is not exhaustive and is an overview of the duties required.

Vetting

This post requires access to the most sensitive intelligence material on a daily basis. Applicants must hold or be prepared to undergo National Security Vetting (NSV) Developed Vetting (DV) level before taking up the post. This post requires British nationality (some dual nationals may be ineligible) and a Developed Vetting (DV) clearance. As the post holder will have access to very sensitive information, there are limitations on travelling to a small number of countries and we will undertake additional security checks as part of the recruitment process. Applications from candidates with close connections to certain countries may take considerably longer to process, or in some cases result in a withdrawal of an offer of employment. Further details will be provided at the conditional offer stage.

Additional Information

Applicants should also be aware of the need to sign a confidentiality agreement on taking up the post.

Our Colleague Commitments

Counter Terrorism Policing (CTP) continues to prioritize an inclusive and supportive working environment and culture, where all of our people feel a strong sense of belonging and are empowered to reach their full potential. CTP keeps the nation and everyone in it safe from all manner of threats and as those threats evolve, so do we - that’s why Inclusion, Diversity and Equality (IDE) is the key to supporting our greatest asset, our people.

Our people protect our national security across the UK. In order to continue to deliver against our organisational priorities, we collectively seek to ensure that all colleagues feel respected, supported and valued to fully participate in the delivery of our mission – “working to keep people safe from Terrorism”. IDE is at the heart of our approach to make the composition of Counter Terrorism Policing more representative of the communities we serve. As Counter Terrorism is rooted in Local Policing, to tackle today’s complex policing challenges, applications from across all backgrounds, cultures and experiences are therefore essential and encouraged. The CTP Network is committed to ensuring that candidates identifying as disabled are able to realize their fullest career aspirations and, as such, will endeavour to accommodate any reasonable adjustments that you may require during the recruitment process. CTP also welcomes applications from candidates seeking flexible working arrangements, such as part-time working, job-share and where the role permits, hybrid working arrangements. All flexible working arrangements should be discussed and agreed with the hiring manager.

Essential For The Role

Essential and Desirable Criteria

Knowledge

• Good knowledge of employment law and its application; particularly in a change context.
• An excellent understanding of and the ability to articulate the HR impacts relating to change.
• A professional level knowledge of HR policies, practices and employment legislation.
• A good practical knowledge of Microsoft Office and its applications.
• A good understanding of workforce data products; how to interpret workforce data in order to see and respond to emerging trends.

Skills

• Leadership skills - supporting, shaping and driving HR change activity; (essential)
• Highly developed team-working skills - with a record of contributing to a successful team in an HR environment; (essential)
• The ability to consider the bigger picture at all times, observing the connections between different strands of HR delivery; (essential)
• Established time management and organisational skills contributing to the timely and cost effective delivery of projects; (essential)
• Ability to work in an agile way and excellent relationship building skills with the confidence to raise risks where appropriate.
• The ability to communicate information effectively both verbally and in writing to colleagues across the MPS and the national CT network at different levels.
• Good understanding of project management skills with an ability to deliver at pace and to deadlines.

Experience

• A proven record of working on change programmes involving significant and structural change.
• Experience of working in HR Teams providing HR services in a complex organisation (essential).
• Held a lead role in providing professional HR advice to senior managers.
• A record of being able to deliver specific outcomes and tangible results through HR interventions based on knowledge and insight of the business.
• Ability to set clear goals and targets, monitoring progress and holding people to account.