Job title: HR Project Manager Grade: PO 1/PO 2 Role code: EBC0413 Status: Police Staff Home Office code: Organisational Support
Main purpose of the role:
Provide expert HR Project Management and organisational development service for the introduction of HR programmes and wider force initiatives, through the utilisation of effective project management processes to research, develop and implement practical and timely solutions in order to contribute to the efficient operation and development of Essex and Kent Police Forces.
Lead and contribute to multiple projects across both Forces including HR, SSD, Force wide led initiatives to scope initiatives, propose modification to policy, appropriate improvements and solutions and make recommendations based on set parameters and business need, and manage specific projects through to handover to the appropriate portfolio holder in order to implement best practice and improve HR processes.
Provide analysis, evaluation and advice on HR Strategy across a broad range of review and project areas as directed by the Head of Diversity and HR Strategy, research, develop and analyse new concepts and ideas, identify impacts on existing policy and procedure, and where appropriate, options and recommendations for consideration, in order to assist with meeting strategic force requirements.
Maintain project case files, prepare reports for relevant project boards and steering groups, monitor and report on progress against project plans, attend meetings, develop and support processes of communication with staff, and consult with key stakeholders to ensure the smooth and effective introduction of new project procedures and initiatives.
Assist with the continued development of HR strategy and business plans, contribute to the design and development of performance data tools, coordinate and monitor directorate performance as directed to ensure that appropriate Support Services reports, publications and communications are completed and a co-ordinated approach linked to wider force objectives is maintained.
Maintain and contribute to the Business Continuity Plan and Risk Management processes, updating and modifying as appropriate, to ensure that HR risks are managed and that effective plans are in place to deliver critical services in the event of an emergency.
Coordinate HR data and performance management returns, provide effective responses to requests for information from both within and outside both forces and ensure the accurate capture and timely submission of HR data required statutorily for ACPO, HMIC, the Home Office etc., in order to ensure the effective, accurate and timely processing and delivery of HR information needs.
Support the design and development of internal employee engagement initiatives such as events, surveys, communications etc., identify key drivers for staff satisfaction and motivation, and plan and facilitate the delivery of Continuous Professional Development throughout the directorate in order to improve force performance through enhanced employee development and retention.
Support the development and delivery of accurate, customer focused, innovative self-service HR provision in liaison with key stakeholders, such as the Business Centres and corporate IT & communications functions, in order to reduce administrative burdens and bureaucracy and maximise the utilisation of available computerised HR systems.
Supervise and motivate a small team, providing direction and leadership, undertaking staff appraisals, addressing welfare, capability and disciplinary issues, advising on personal development, training and coaching, in order to maximise performance from individuals, satisfy personal aspirations and ensure that staff fulfil their potential and contribute effectively to force business.
The HR Project Manager should ideally possess Graduate membership/Level 5 of CIPD, be working towards its achievement or possess an equivalent business related qualification. This should be combined with at least 3 years experience working within the HR environment and/or being able to demonstrate previous experience of managing multiple strategic projects.
The post holder will be required to develop strategies and manage projects across all HR disciplines and therefore should possess detailed knowledge of organisational development, project management principles and changes in HR practice, including equal opportunities/diversity issues, and their impact on HR and Public Sector organisations. They will have a good working knowledge HR policy and processes and a sound understanding of Police Regulations.
The post holder must be able to work under pressure and have the ability to manage multiple projects simultaneously. Good organisational skills and the ability to prioritise are essential. Excellent communication skills, verbal and written are required together with advisory and consultancy skills in building effective relationships and working with senior managers across both forces.
Competent information technology skills, including a variety of Microsoft packages are required and it would be desirable to have previous working knowledge of project management based software.
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 5)
Manages the production of the Division / Department Business Plan, ensuring it supports the strategic aims of the Annual Force Policing Plan. Monitors and reviews local plans and ensures objectives and targets are achieved. Instigates remedial action where necessary. Advises Chief Officers of successes to ensure these are effectively communicated both within and outside the Force.
Customer Services (Level 5)
Identifies improvements in service delivery through analysis of customer feed back and performance monitoring. Initiates change in response to customer requirements and evaluates changes designed to improve service to customers.
HR - Employee Relations (Level 5)
Regularly demonstrates a specialist and detailed knowledge over the full range of police and police staff conditions of service. Interprets and advises on employment law issues in respect of more complex case work and also in response to emerging case law and legislation. Able to meet and negotiate with trade union and staff association representatives to resolve local issues and cases. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development.
HR - Org Development (Level 5)
Possesses a detailed knowledge of the Force's organisational structure and an appreciation of the implications and effects of changing structures/roles. Provides advice and guidance in respect of job evaluation and competency framework procedures and policies. Accredited in job analysis and able to produce timely, accurate and high quality role requirements and job description questionnaires in respect of the evaluation of staff roles. Able to identify and assist with the creation and revision of competency framework technical skills. Usually qualified to Graduate level of the Chartered Institute of Personnel & Development (CIPD) and committed to continuing professional development.
Health and 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.
Internal Consultancy (Level 5)
Provides expert consultancy support, advice and guidance to senior managers in Departments and Areas. Understands and agrees client requirements. Agrees the level of service required after exploring all relevant options and consequences to ensure best value. Utilises appropriate techniques to gather and analyse specific, high quality data. Possesses the ability to influence others and gain commitment to action. Able to provide a seamless consultancy service.
Knowledge of Police Environment and Policy (Level 5)
Has a thorough understanding of the police service, nationally and locally, and is proactive in developing proposals which affect the way Kent Police and/or Essex Police operates. Possesses a detailed understanding of the inter-relationships between activities, roles, functions, and how organisation structures and police systems work. Understands and impacts on working procedures, practices and policies within areas of responsibility and ensures that these are followed at all times. Contributes to Force goals and is laccountable for delivering local business plan objectives.
Management of Police Information (MOPI) (Level 5)
Has sufficient understanding of the NPCC records management policies be able to offer appropriate guidance and support to staff. Is able to identify the appropriate MOPI group for any record with a policing purpose and ensure that all policing records within the team are retained, reviewed or destroyed in line with the MOPI codes of practice. Quality assures staff to ensure a full understanding and compliance with the APP for Information Management (incorporating MOPI guidance), highlighting failings and taking appropriate action as required. Ensures training and / or refresher training is provided and completed. Ensures that systems are correctly linked together to ensure effective management and recording of information across systems. Appropriately reviews digital information held on system(s) and physical records in storage to ensure that they are retained only where there is a policing purpose. Complies with relevant policies and procedures in respect of prioritisation, sanitisation, dissemination, shari g, relevancy, accuracy, adequacy and timeliness.
Office Technology (Level 5)
Expert in the use of one or more office software products. Is proficient in the use of these packages to significantly enhance the quality and/or presentation of work required within the role. This is likely to relate to the use of spreadsheet, database or desktop publishing packages and may include the manipulation of reports, moving data between applications, using scanning or optical storage peripherals, etc. to make the best use of information Recognises and makes the best possible use of office systems and/or understands how office systems can be used to improve the way work is undertaken.
Project Management (Level 5)
Able to initiate project plans and procure resources for projects which span Division or Departmental boundaries. Able to use estimating techniques and develop risk management approaches. Demonstrates an in depth and practical understanding of how to maximise the effectiveness of project teams. Able to prioritise activities within the project. Effectively controls costs and project budgets. Able to liaise with business sponsors and fully understands the business issues and impact on benefits management.
Research Techniques (Level 4)
Has a thorough understanding of research methods and is able to fully utilise these for a range of research projects. Able to analyse reports and data produced by other individuals/ organisations and extract relevant details to support the project in hand. Produces a range of options for consideration. Aware of the financial, organisational and service delivery implications of options.
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.
Statistical Analysis (Level 4)
Fully conversant with the mathematical bases for many types of statistical calculation and analysis. Able to identify trends from available data and the requirements for further data gathering to improve the evidence base. Likely to possess abilities in mathematics and statistics equivalent to A-Level standard and / or have equivalent experience. Familiar with common use of complex spreadsheets and analysis tools.