Job title: HR Adviser Grade: SO 2 Role code: EBC0417 Status: Police Staff Home Office code: Organisational Support
Main purpose of the role:
Provide HR Services to both Kent and Essex Police, providing advice and guidance, participating in formal processes such as discipline and capability hearings, co-ordinate local activities in respect of absence management and support managers and staff through change processes as required, ensuring compliance with force policy, procedures, best practice and relevant legislation, in order to provide a high quality level 2 HR service to the forces.
Provide level 2 HR services to the force as required, providing advice, information and support to the relevant SMT, promoting the consistent application of HR policies, practices and procedures, producing management information reports, attending and taking an active role in SMT meetings and where appropriate, negotiating and influencing decisions, supporting business planning as appropriate, to ensure an effective human resource management service to the force.
Undertake a range of employment casework, providing advice and guidance to managers and staff, on employment law, terms and conditions of service, police regulations, day to day advice and support on diversity matters, such as reasonable adjustments, working practices and procedures and quality assuring the work of other HR practitioners, in order to achieve the implementation of best practice and effective support of service delivery.
Advise managers and staff in respect of disciplinary, capability and other formal procedures, attending hearings and formal process meetings, ensuring adherence to and the consistent application of force policies and procedures, and quality assessing work of other HR Practitioners, in order to ensure compliance with all relevant legislation and best practice in these areas.
Co-ordinate activity and maintain effective and efficient absence management systems, providing information, quality assuring local welfare and absence activity, advising managers and attending meetings and case conferences as required, liaising with Occupational Health, in order to support the progression and resolution of individual cases so as to minimise staff absences, maintain and improve local performance.
Promote and support change management processes within the force, consulting with staff associations and trade unions as required, attending meetings, interviewing staff, addressing individual development and contractual issues, managing re-deployment policies and procedures and consult with HR professionals as appropriate, in order to facilitate the effective and timely management of organisational change.
Co-ordinate and advise on recruitment and selection processes, design and develop local recruitment initiatives and assessment centre procedures as appropriate, advice and coach managers on selection techniques, procedures, standards, succession planning and tenure, in order to ensure that the staffing needs of Directorates and Divisions are satisfied.
Undertake job analysis and design of new and revised roles, facilitate skills audits, review standards, definitions and provide advice to managers, in order to support reward, staff development and succession planning policies and processes within Directorates and Departments.
Ensure organisational structural change and movement of officers and staff across the county via the HR SAP database, advising the Business Centre/Organisational Management to update the system as required, quality assure and audit changes made, investigating any highlighted issues/ discrepancies in respect of position movements and re- configurations, in order to maintain the accuracy and integrity of the system.
The HR Adviser must be qualified to CIPD Level 3 Foundation/Certificate in HR Practice or NVQ/SVQ level 3 or equivalent and have at least 2 years practical relevant experience working within a personnel / human resources environment. Ideally they will be working towards an intermediate qualification such as NVQ level 4 in Personnel Management or Graduate membership/Level 5 of CIPD.
They will have a good working knowledge of employment and case law and public sector terms and conditions of service. A sound understanding of Police Regulations is also required.
The HR Adviser will provide advisory support to Divisional/Local Policing Area Management, ensuring the provision of a professional, efficient and cost effective service. The job will advise and impact over a broad range of HR activities, particularly employee relations, workforce planning and recruitment and selection. They must be organised, able to work under pressure and manage a high personal caseload. In addition, the post holder must have the ability to manage multiple customer requirements and cases simultaneously. Good organisational skills and the ability to prioritise are essential.
Excellent communication and interpersonal skills are required, enabling the post holder to be confident in building relationships at all levels and engendering trust. They will need to be proficient in developing and implementing effective local HR processes and procedures and be able to evaluate their success.
Competent information technology skills, including a variety of Microsoft packages are required together with the ability to develop and maintain a range of specific personnel database systems.
The post holder may be required to travel to locations within both Essex and Kent.
Analyse Critically (Level 2)
I ensure that the best available evidence from a wide range of sources is taken into account when making decisions. I think about different perspectives and motivations when reviewing information and how this may influence key points. I ask incisive questions to test out facts and assumptions, questioning and challenging the information provided when necessary. I understand when to balance decisive action with due consideration. I recognise patterns, themes and connections between several and diverse sources of information and the best available evidence. I identify when I need to take action on the basis of limited information and think about how to mitigate the risks in doing so. I challenge others to ensure that decisions are made in alignment with our mission, values and the Code of Ethics.
Collaborative (Level 2)
I manage relationships and partnerships for the long term, sharing information and building trust to find the best solutions. I help create joined-up solutions across organisational and geographical boundaries, partner organisations and those the police serve. I understand the local partnership context, helping me to use a range of tailored steps to build support. I work with our partners to decide who is best placed to take the lead on initiatives. I try to anticipate our partners' needs and take action to address these. I do not make assumptions. I check that our partners are getting what they need from the police service. I build commitment from others (including the public) to work together to deliver agreed outcomes.
Deliver, Support and Inspire (Level 2)
I give clear direction and expectations, helping others to understand how their work operates in the wider context. I identify barriers that inhibit performance in my teams and take steps to resolve these, enabling others to perform. I lead the public and / or colleagues, where appropriate, during incidents or through the provision of advice and support. I ensure the efficient use of resources to create the most value and the right impact within my areas. I keep track of changes in the external environment, anticipating both the short and long term potential implications for the Police Service. I motivate and inspire others to achieve their best.
Emotionally Aware (Level 2)
I consider the perspectives of people from a wide range of backgrounds before taking action. I adapt my style and approach according to the needs of the people I am working with, using my own behaviour to achieve the best outcome. I promote a culture that values diversity and encourages challenge. I encourage reflective practice among others and take the time to support others to understand reactions and behaviours. I take responsibility for helping to ensuring the emotional well being of those in my teams. I take the responsibility to deal with any inappropriate behaviours.
Innovative and Open-minded (Level 2)
I explore a number of different sources of information and use a variety of tools when faced with a problem and look for good practice that is not always from policing. I am able to spot opportunities or threats which may influence how I go about my job in the future by using knowledge of trends, new thinking about policing and changing demographics in the population. I am flexible in my approach, changing my plans to make sure that I have the best impact. I encourage others to be creative and take appropriate risks. I share my explorations and understanding of the wider internal and external environment.
Take Ownership (Level 2)
I proactively create a culture of ownership within my areas of work and support others to display personal responsibility. I take responsibility for making improvements to policies, processes and procedures, actively encouraging others to contribute their ideas. I am accountable for the decisions my team make and the activities within our teams. I take personal responsibility for seeing events through to a satisfactory conclusion and for correcting any problems both promptly and openly. I actively encourage and support learning within my teams and colleagues.
I take into account individual needs and requirements in all of my actions. I understand that treating everyone fairly does not mean everyone is treated the same. I always give people an equal opportunity to express their views. I communicate with everyone, making sure the most relevant message is provided to all. I value everyone's views and opinions by actively listening to understand their perspective. I make fair and objective decisions using the best available evidence. I enable everyone to have equal access to services and information, where appropriate.
I always act in line with the values of the police service and the Code of Ethics for the benefit of the public. I demonstrate courage in doing the right thing, even in challenging situations. I enhance the reputation of my organisation and the wider police service through my actions and behaviours. I challenge colleagues whose behaviour, attitude and language falls below the public's and the service's expectations. I am open and responsive to challenge about my actions and words. I declare any conflicts of interest at the earliest opportunity. I am respectful of the authority and influence my position gives me. I use resources effectively and efficiently and not for personal benefit.
Public Service (Accredited)
I act in the interest of the public, first and foremost. I am motivated by serving the public, ensuring that I provide the best service possible at all times. I seek to understand the needs of others to act in their best interests. I adapt to address the needs and concerns of different communities. I tailor my communication to be appropriate and respectful to my audience. I take into consideration how others want to be treated when interacting with them. I treat people respectfully regardless of the circumstances. I share credit with everyone involved in delivering services.
I ensure that my decision-making rationale is clear and considered so that it is easily understood by others. I am clear and comprehensive when communicating with others. I am open and honest about my areas for development and I strive to improve. I give an accurate representation of my actions and records. I recognise the value of feedback and act on it. I give constructive and accurate feedback. I represent the opinions of others accurately and consistently. I am consistent and truthful in my communications. I maintain confidentiality appropriately.
Business Planning (Level 3)
Able to effectively contribute to the business planning process within a Division / Department. Demonstrates a broad understanding of the requirements of Force business planning and value for money. Identifies and recommends local objectives and targets for inclusion in the Division / Department plan. Takes responsibility for monitoring these and ensuring they are achieved.
HR - Employee Relations (Level 4)
Demonstrates a thorough knowledge of police and police staff conditions of service and able to offer detailed and considered advice and information to managers and members of staff. Possesses a broad understanding of current employment legislation relevant to the service and able to reply appropriately to queries and problems relating to employment issues. Able to communicate effectively with local union stewards and staff association representatives. Possession of Certificate in Personnel Practice is desirable.
HR - Org Development (Level 4)
Possesses a comprehensive appreciation of the Force's organisational structure. Provides contextual information and commentary in respect of establishment data related to the relevant Area or Directorate. Works in conjunction with the Workforce Planning section to ensure the accuracy of establishment structures Home Office coding requirements. Provides informed management information to assist with decision making processes.Quality assures organisational data to ensure an accurate reflection of the local structure. Has an appreciation of job analysis and evaluation requirements, providing advice and guidance to managers and staff in respect of the application of associated procedures and working practices. Possession of Certificate in Personnel Practice is desirable
HR - Recruitment and Selection (Level 4)
Possesses basic selection interviewing skills and able to assist in the organisation of assessment centres, including assisting with the design of basic tests and other assessment tools. Provides advice on media selection and associated costs. Able to draft more complex/senior/specialist job advertisments. Able to brief and de-brief job applicants and provide feedback to internal candidates. May be qualified to administer psychometric testing. Possession of Certificate in Personnel Practice is desirable.
HR - Resourcing (Level 5)
Manages the provision of high quality, relevant and timely workforce planning data for the force, reviewing, revising and delivering timely information to enable management decisions. Manages, negotiates and influences postings and associated policies and procedures. Develops corporate resourcing policies, standards and procedures which impact upon force wide processes. Able to establish overall planning requirements within resourcing strategies and programmes. Possesses a comprehensive understanding of Home Office data requirements and coding.
HR - Reward Management (Level 4)
Possesses a detailed knowledge of all aspects of force pay, benefits and allowances for police officers and staff within their Directorate/Area. Provides advice and guidance to managers and staff on a regular basis on matters within established policies and how they are locally applied. Sound knowledge of financial and non-financial reward management issues, providing advice and guidance to managers to assist with any relevant application processes. Working knowledge of legislative constraints and financial implications of actions. Possession of Certificate in Personnel Practice is desirable.
HR - Staff Development (Level 4)
Provides advice to managers on PDR, career development programmes and training courses currently available to members of the force.Dependent upon role, able to provide more specific career development feedback and guidance to individuals. Able to produce skills audits to assist with career pathways, succession planning and selection options to enable informed decision making by managers/local management teams. This may involve utilisation of the computerised HR database. Possession of Certificate in Personnel Practice is desirable.
Health & Safety (Level 4)
Has received Supervisor training and takes responsibility for the safety of directly subordinate staff and visitors. Understands the procedures in place for the safe storage of hazardous substances, fire precautions and evacuation. Resolves hazards or problems identified within roles or work environments. Undertakes skills passport assessments for new and existing staff. Re-assesses passport as and when new equipment/technology is introduced.Completes annual reviews of skills passports, training needs analysis.
Information Management & Technology (Level 4)
Can conduct basic computer searches and can correctly interpret data generated. Can create and amend records, according to role requirement. Knows established rules and protocols. Understands impact of data quality, and is self-monitoring on data quality issues.
Interviewing - General (Level 4)
Has received some training in reliable interviewing techniques and is able to apply these techniques fairly, consistently and to good effect. Identifies the key issues for examination and tests these using open and probing questions. Identifies weaknesses and inconsistencies in the account and seeks clarification. Keeps good written records of the interview for future
Know. of Police Environment & Policy (Level 4)
Displays a general appreciation of changes affecting the police service. Understands the inter-relationships between the roles of the various Operational and Support activities, and how organisation structures and police systems work. Possesses a detailed understanding of working procedures, practices and policies relevant to the current role and the roles of subordinates and ensures that these are followed at all times. Is clear about Force goals and effectively contributes to local business plan objectives.
Mgmt of Police Information (MOPI) (Level 4)
Full compliance with Level 3. Has successfully completed all standard relevant Information Management and Security training package(s). Accurate use of Government Security Classification (GSC). Ensures physical and digital records are stored with appropriate security relevant to the sensitivity of the documents and has working understanding of appropriate National Retention Schedules. Is able to quality assure own records management processes as well as those of any staff for whom they have supervisory responsibility. Is aware of where to seek further support in relation to Records management within force when necessary. If nominated as an Information Asset Assistant is familiar with the NPCC Information Asset Owners Handbook.
Office Technology (Level 4)
Demonstrates advanced skills in the use of one or more office software products Able to use these packages to enhance the quality or presentation of work required within the role. Manages data files and file structures. Provides on the job training and guidance to other staff in the use of specific or specialist software, if required. Familiar with established IT rules and protocols and shows a good understanding of data protection requirements.
Risk Management (Level 4)
Able to anticipate risks likely to affect the team's ability to execute their function, in terms of likelihood and impact, and assesses how the challenges facing the wider organisation might affect their team and their objectives. Has an understanding of pathways to alert local managers to flawed or ineffective operational control strategies and provide continuity/recovery options. Has an appreciation that seizing opportunities also generates risks.