Are you looking for an exciting challenge to lead the Workforce Planning and HR Admin teams at West Midlands Police?
West Midlands Police serves a population of almost 2.8million people. Our mission is simple - Working in partnership, making communities safer. We want to be recognised as a police service that is big enough to cope with everything that is asked of us, whilst showing we are small enough to care about the things that really matter to our communities.
As the Workforce Planning and HR Admin Manager you will have a dual responsibility to lead the design of the strategy and workforce planning agenda, making sure that we are making the best use of our resources and skills whilst also delivering excellent customer service to our internal customers in respect of all changes to in service HR records. We are seeking a talented and innovative leader, with experience in delivering process change with a proven track record in either workforce planning or leading a large volume transactional service in a large, complex organisation.
Our workforce planning team play a crucial role in optimising the use of our resources, ensuring that we have the right number of officers and staff, in the right places to make the communities of the West Midlands safer. The team is responsible for providing expert advice, guidance and support across all areas of the force in relation to HR data analysis, workforce optimisation, police officer postings and workforce governance.
Our HR Admin team are critical to keeping force systems updated with all people and post/structure related changes. The team have to action all changes and requests as quickly as possible in order to ensure that force systems accurately reflect the force position to enable the workforce planning team to make appropriate posting decisions. The team play a critical role in ensuring that everyone working for West Midlands Police has an accurate HR record, appear in the correct team/post and are subsequently paid correctly.
The role will involve:
* Managing the Workforce Planning and HR Admin teams.
* Managing effective resourcing delivery and strategy, engaging with senior leaders to encourage and develop a proactive approach and outlook to workforce planning
* Managing the HR Admin team and processes ensuring that delivery of in-service changes to records and pay variations are processed accurately and on time.
* Drive improved customer service and efficiency across the HR Admin function by planning, implementing and evaluating process changes, with a focus on continuous improvement
* Monitoring and evaluating the effectiveness of workforce planning initiatives and workforce governance to inform the commissioning of new interventions via workforce metrics and data
* Delivering excellent customer service across the business, ensuring that all processes are efficient and deliver against organisational SLAs with a focus on continuous improvement
The post holder will be expected to work on their own initiative with strategic oversight from the Workforce Planning and Recruitment Strategic Lead.
Essential Requirements
* Minimum 3 years experience of managing either a workforce planning or high-volume transactional service within a large complex organisation
* In depth knowledge of resourcing practices, workforce planning theory and application and their contribution to business success
* Experience of implementing process improvement in a large complex organisation
* Excellent communication skills both verbal and written with the ability to manage and partner with key stakeholders at all levels of an organisation.
* Excellent report writing, presentation and business case skills
* High level of awareness of diversity issues appropriate to this role
* Working knowledge and experience of using reporting tools e.g. Business Objects, Discoverer, OTBI, Crystal reports, Qlik
* Working knowledge of statistical approaches to analysing, forecasting and modelling data
Desirable Requirements
* Previous experience of HR systems
* Previous experience of working within Policing or a Blue Light/ public sector organisation.
* Experience in the design of resourcing initiatives at a strategic and operational level
* Managing a team in the successful delivery of a People Strategy
* Senior management in a values led organisation
Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.
Vetting: Successful applicants will be required to pass Management Vetting and Counter Terrorism clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.
Medical: Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.
Hours: This is a full-time role working 36.5 hours per week within core hours.
Contact: For further information contact Lorraine Yeomans at careers@westmidlands.police.uk
By choosing to join West Midlands Police you will receive an enhanced benefits package including:
- Fair remuneration with progression opportunities, and access to a very competitive pension scheme
- Enhanced annual leave in additional to public holiday entitlements
- Discounts across travel, parking, daily costs of living and leisure activities
- A comprehensive wellbeing package including 24/7 support, free eye tests and flu jabs
West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a 'Disability Confident Interview Scheme' - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview.
It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.
"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"
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