Strategic Workforce Manager (Interim)

Assignment: 6-9 months

Salary/ Grade: MP6

Location: Hull

Humberside Police is going through an exciting period of growth and transformation – and the HR Service is integral to these changes. The HR Service is looking to recruit an experienced HR manager, with an in depth understanding of strategic workforce planning and the ability to translate this into reality. You must be a proven leader that is able to operate as an internal consultant, facilitator and coach to HR staff and your customers during a busy transitional phase. Able to balance creativity and engagement within a results focussed performance culture – you will be striving to make a difference every day.

The Strategic Workforce Manager will be responsible for developing operational workforce plans and analytical capability (to include recruitment, succession planning and skills audits) and then translate this into a Strategic Workforce Framework.  In particular, this role will focus on leading recruitment and on-boarding initiatives across the force to ensure our workforce is truly representative of the communities we serve, particularly in relation to our police officer recruitment. Working closely with HR teams and senior leaders, you will support the force to achieve its growth aspirations, and inform their needs in the short, medium and longer term.

We want our HR Service to be the best it can be – so bring yourself and your unique talents to the table. Don’t be afraid to be different!

Key priorities for this role are:

1. 1.   Develop operational workforce planning and recruitment capability

• Achieve effective workforce planning process improvements, streamline systems and data integrity
  • Play a key role in the development, implementation and maintenance of tactical and strategic workforce management forecasting solutions to the force, e.g. demand modelling work, MTRS, HMIC recommendations and skills audit
  • Effectively coach teams linked to workforce planning on the processes and skills needed to be a high-performing team
  • Lead on shifting HR-focused management information reporting towards Workforce Analytics
    • Utilise the analytical mapping work to target recruitment activity undertaken by both the operational workforce and also HR resources
    • Forge strong relationships with key internal partners on the roll-out of revised data outputs, performance reporting and workforce outcomes
    • Facilitate the development, implementation and maintenance of tactical solutions to be used for managing local workforce decisions/ changes.

1. 2.   Develop strategic/ collaborative 5-year Workforce Framework

• Drive HR’s engagement with the Strategic Policing Plan through the development of a strategic workforce framework
• Assist on the roll-out of the framework to key stakeholders including Chief Officers, senior leaders, HR Ops Partners and partner organisations, identifying opportunities for collaboration where appropriate
• Ensure that the strategic workforce framework takes account of all workforce activities including, recruitment, positive action, succession planning, skills development, talent management
• Assist on all communications in connection with the strategic workforce framework and its processes, including to senior leaders.

1. 3.   Representative policing across Humberside

• Review the Equality & Diversity HR Strategy and develop an improvement plan for Humberside Police
• Partner with Humberside managers, staff and stakeholders to ensure we develop and embed a positive action recruitment strategy and activity plan, and an on-boarding experience that informs, retains and inspires applicants/ new recruits and staff from across a diverse range of backgrounds
• Collaborate with stakeholders to adapt and improve processes – grasping the opportunity to create new ways of working and the freedom to work across organisational boundaries
• Engage with Humberside police officers and staff, particularly those in frontline roles, to ensure they maximise public contact opportunities to promote the force as an employer
• Maximise wider community engagement opportunities through existing networks with minority communities via specific force and OPCC contacts, such as the external diversity panel
• Lead the review and update of force recruitment literature and support network groups, ensuring our communications and marketing are able to reach applicants from a range of backgrounds
• Facilitate the development of positive action work packages and force education/ communications to ensure Humberside Police is representative of the communities we serve.

1. 4.   High Performing HR Service

• Play a key role in the development and introduction of the Annual Force Management Statement framework for HMICFRS
• Assist on the roll-out of a HR Service Performance framework to HR teams and key stakeholders including Chief Officers and senior leaders
• Help coach HR staff on the changes, and advocate for best practice/ new ideas approach
• Review monthly spends and budget, identifying opportunities for utilising resources differently to deliver increased value to the force.

Skills

• Service and performance focussed leadership style
• Operate as an internal consultant – able to balance high levels of inquiry with advocacy as needed
• CIPD qualified
• Strong relationship management, with the ability to influence and manage stakeholders
• Experience of managing projects and achieving measurable outputs
• Strong analytical knowledge
• Ability to build high trust relationships with peers and colleagues quickly
• Balance a hands-on approach, against a need to create new ways of working/ vision for workforce planning.