Resourcing Lead - Scotland, United Kingdom - Metropolitan Police

Metropolitan Police

Verified Company

Scotland, United Kingdom

1 week ago

Posted by:

Tom O´Connor

beBee Recruiter

Description

Job Title:
Resourcing Lead

Salary:
The starting salary is £57,301 which includes allowances totalling £2,841.

The salary is broken down as £54,460 basic salary, which will increase annually until you reach the top of the scale £66,356. Plus, a location allowance of £1,841 and a non-pensionable allowance of £1,000.

Location:

Kennington, with occasional travel to both Kilburn and New Scotland Yard (Hybrid Working)**
JOB PURPOSE
This resourcing focused role is required to enable the Strategic HR function to deliver the Metropolitan Police Service (MPS) People Strategy, making a direct contribution to:

Improved levels of representation across the organisation (particularly in respect of female and BME staff)
Maintaining optimal capacity levels across the organisation: working collaboratively with colleagues across MPS (L&D, Vetting, ICF etc ) and other key partners, such as SSCL to ensure that resourcing plans meet corporate workforce planning requirements.
Supporting leaders across the MPS in driving improvements to the Met's performance, culture and behaviours.

You will perform duties and be the senior resourcing point of contact for escalation and problem solving.

Key activities include:

Undertaking environmental scanning in conjunction with colleagues in the wider Met-HQ to assess how the impact of changing demographics and economic conditions and increasing competitiveness within labour markets will impact on the pool of talent available to the MPS.
Welldeveloped understanding of supply pipelines and organisational requirements, producing forecasts, linking in with Corporate Workforce Planning and escalating risk as appropriate.
Delivering ongoing efficiency and continuous improvement in end to end resourcing processes, including assessment centres, through innovative design developments.
First point of escalation for resourcing issues, complaints and advise to SSCL re recruitment decisions on volume police officer, MSC, Volume Police staff and nonvolume staff lines.
Preparing detailed reports and business cases for consideration at MPS Executive level on proposals for new HR policy frameworks and other Strategic HR interventions.
Conduct post implementation evaluations to ensure that interventions are properly realised and deliver the requisite benefits.
In conjunction with the SME, supporting with the delivery of assessment events that are fair, taking account of gender, cultural differences and norms, meeting standards for diversity and fair access of opportunities for all.
Line management responsibilities, with a dual focus of both daytoday line management duties alongside a proactive approach to upskilling both direct and indirect reports.

Note:

In addition, you may from time to time be required to undertake additional duties necessary to meet the needs of the Met; such duties to be commensurate with the responsibilities and grading of the post.

Additional Information

Operational Effectiveness
Organisational Influence
Resource Management

Anticipated Recruitment Timeline (Subject to Change)
-
Application Deadline:
25th February
-
1st Round Interview:
14th to 15th March (On-Line Interview)
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Final Interview:
20th to 22nd March (
Face to Face Interview - Kennington, Kilburn or New Scotland Yard (TBC)

How to apply
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Using data to improve resourcing processes
:

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Identifying, highlighting and mitigating risk in resourcing processes
:

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Upskilling both direct & indirect reports.

Skills

Able to work flexibly in managing a range of project assignments and able to work independently or as part of team;
Highly developed project management skills with an ability to deliver at pace and to deadline;
The confidence to challenge current practices and develop new ideas, solutions and business cases ensuring HR activities can be delivered with maximum benefit and are aligned to the organisation' s wider strategy;
Balancing risk and innovation in trialling new ideas or translating insights into actions;
The ability to engage confidently with the business at the required level. Offers appropriate and considered challenge and designs around continuous improvement.

Knowledge

Working knowledge of how to select from a variety of assessment and selection approaches based on their relative merits and fit with organisational demands and current/desired culture;
Good knowledge across recruitment/selection practices and appropriately compiling resourcing insights and identifying areas for continuous improvement;
Good practical knowledge of the range of tools and techniques that are required in a Senior HR role, for example, policy development and/or implementation, benchmarking, data/trend analysis and introducing new ways of working;
An understanding of the key organisational commercial and value drivers and the link to people related plans and solutions;
Deep understand