Recruitment and Planning Partner

Job title: Recruitment & Planning Partner
Grade: PO 4
Role code: EBC0423
Status: Police Staff
Home Office code: Organisational Support

Main purpose of the role:

Manage the design, development and provision of recruitment, selection and resource planning services, initiatives and procedures, for both Kent and Essex Police. Design and alidate recruitment, assessment, succession management and resourcing strategies, delivering training, managing workflows and staff, reviewing performance and quality assuring products and working practices in order to enable the provision of a high quality, professional recruitment, selection and resourcing service.

Main responsibilities:

• Plan, co-ordinate, direct and manage a range of recruitment and selection processes for Kent and Essex Police, including assessment centres, selection procedures, recruitment campaigns, working closely with the relevant Business Centre, liaising with the advertising agency, co-ordinating support personnel, undertaking quality assurance and providing briefings and feedback to assessors, in order to ensure a high quality service that delivers the force's workforce requirements.
• Review, design, develop and oversee recruitment, selection and resourcing procedures and initiatives throughout Kent and Essex Police, evaluating, testing and validating processes, consulting with stakeholders,delivering presentations, disseminating information and developing best practice protocols and procedures,in order to ensure the implementation and maintenance of best practice is achieved throughout the force. This will include drafting non-routine correspondence and responding to enquiries and complaints as required.
• Direct and manage resource planning services, working with key stakeholders within both forces in order to ensure resourcing decisions are made in accordance with policy and best practice and resources are allocated correctly to facilitate the effective operation of the force.
• Provide expert advice and guidance in relation to the full range of police regulations, terms and conditions of service and employment issues relating to recruitment, selection and resourcing processes, enabling individuals to fully understand their rights and responsibilities in line with the force diversity strategy, policy, practice and working procedures.
• Develop and promote recruitment and selection training programmes for managers and assessors, identifying training needs, planning, designing and delivering training programmes producing supporting documentation and materials as appropriate and developing evaluation systems and working practices, inorder to secure high quality training that satisfies accreditation processes and provides participants with essential knowledge and skills to undertake force recruitment and selection processes. This will include providing an advisory service, issuing information and guidance to managers, members of staff and job applicants as required.
• Develop, maintain and report on management information and performance measurement processes in respect of all recruitment, selection, and resourcing throughout both forces, including police officers, police community support officers, special constables and police staff, reviewing systems and implementing revisions to the recording, collation, analysis and evaluation of data, in order to assist with the performance management of recruitment and selection for Kent and Essex Police.
• Direct and manage the work within the department for both forces, determining day to day priorities, co-ordinating and deploying staff resources, providing guidance and undertaking appropriate quality assurance and the monitoring of Service Level Agreements with the relevant Business Centre, in order to deliver effective and timely processing of recruitment and selection procedures so as to meet the human resource demands of the Force.
• Provide direction and leadership to the team, including individual performance appraisals, target setting, and personal development, promote effective communication and ensure that the development, health, welfare and performance issues for all staff are effectively addressed, in order to ensure that individuals fulfil their potential and contribute effectively to the force business aims.
• Undertake projects as directed by the Head of Resourcing, analyse reports and data, collate information,produce reports with recommendations and options, participate in working groups, develop working  relationships with external organisations and agencies and maintain a professional awareness of industry developments, in order to maximise the benefits of sharing best practice and utilising development opportunities for the Force.

January 2015

Necessary experience:

The Recruitment and Planning Partner will be educated to graduate level or equivalent and will be a fully qualified graduate of CIPD, ideally Chartered Member of CIPD, with around 5 years relevant experience of working within a Human Resources Department. They will need to be proficient in developing and implementing effective HR recruitment, selection and resourcing processes, assessments, policies and products and be able to evaluate their success. They will be able to demonstrate an in-depth knowledge of current good practice in recruitment, selection and resourcing, equality and diversity practice and developments, and statutory requirements in relation to the current business/operational context. They will have the ability to be proactive in this field and be able to undertake review work associated with talent and selection processes, both corporately and at a local level.

They will need to be politically astute and possess excellent interpersonal skills, both verbal and written;  these will need to be applied both robustly and sympathetically whilst handling a variety of situations involving complex and sensitive cultural/personal situations and issues. This will be combined with the ability to apply appropriate judgement in advising on proposals, courses of action and presentation of sensitive/critical issues and feedback, including issues which may impact on the reputation of the force.

The post holder must be able to demonstrate high levels of personal motivation, drive and discretion in order to meet challenging business targets. The post holder will have a sound understanding of the policing environment and hold the credibility and confidence of senior police management. A sound knowledge is also required of the local demographic make up, cultural diversity, diversity strategies and relevant legislation.

The post holder must be fully conversant with a range of Microsoft Office products, including Word, Excel, e-mail and the intranet, and have previous experience of working with computerised management nformation systems, ideally SAP based systems.

The post holder will be required to travel to locations within both Essex and Kent.

Behaviours:

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.

Values:

Impartiality (Accredited)

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.

Integrity (Accredited)

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.

Transparency (Accredited)

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.

Technical skills:

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 4)

Maintains and updates corporate workforce planning data. Undertakes establishment and structural changes on the HR database. Quality assures workforce planning data for the force, ensuring the integrity of all such data held. Possesses and enables postings across the force. Possesses a good understanding of Home Office data requirements and coding. Produces workforce planning statistics and other management information, providing commentaries and interpretation as required.

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.

Interviewing - General (Level 5)

Is a highly experienced interviewer (having accredited skills in recruitment, selection, appraisal, return to work, exit, and / or other managerial type interviews). Has an awareness of non-verbal communication. Provides feedback to colleagues to assist them with the development of their interview techniques. Identifies key issues for examination and maintains effective interview skills even in difficult circumstances and / or complex cases. Has a thorough knowledge of available interview techniques and their applications. Trains and develops others in these techniques.

Know. of Police Environment & 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.

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 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.

Research Techniques (Level 3)

Conducts basic research work, usually with a relatively narrow focus and is able to find out all the required relevant information or data for the task set. Can present findings in a logical and easily understood manner.

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 3)

Familiar with use of basic statistics, charts and tables and is able to draw reasonable conclusions from available data. Able to identify degrees of reliability in raw data and published statistics, and advise colleagues accordingly. Demonstrates ability to convert figures into tables, charts or graphs using appropriate style and balance to convey meaning to other users.

Training (Level 4)

Understands the various principles and methods of training and utilises them effectively. Creates, structures and delivers training from a basic outline or a previously identified skills gap. Able to tailor the training to address the needs of the group to be trained. Able to deliver a range of training courses/ packages on related subjects. Identifies and utilises available internal/external trainers, training resources and packages, as appropriate.