HR Business Partner

​​This post is open to applicants who can meet the College’s nationality, UK residency and vetting requirements.​

This advert is one permanent role and one fixed term role.

About us

Our mission is: Leadership, Standards, Performance. This guides our work with individuals, forces, and policing partners towards our vision. We exist to support police officers, police staff and volunteers to deliver the best service to the public. Only through high quality leadership, consistent standards and continual performance improvement can everyone in policing reach their full potential. Our mission guides our work with individual, forces and partners towards our vision.

Although we are a relatively small organisation, our work has a big reach. We are uniquely placed to work both with national policing organisations and local forces to support frontline officers, staff and volunteers in their day-to-day roles.

We offer a supportive and inclusive environment for people to thrive through our extensive flexible-working policy, employee wellbeing support, family friendly policies, and status as a disability confident leader.

For further information visit our ‘Work for us’ page.

Additional Information

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles.

Due to our status as Public Servants, we are not eligible to participate in the Civil Service transfer process. Therefore, while successful candidates can transfer into the organisation on their existing terms and conditions, any move back to the Civil Service may mean that continuity of service is not automatically recognised by the receiving department, and new starter or modernised terms and conditions may apply, subject to the receiving department's policies and arrangements. However, employees who move directly to a Civil Service department without a break in service may retain continuity of service for redundancy and pension purposes.

Any previous service with local government or other external Modification Order bodies will not be carried forward or count when calculating redundancy entitlement.

The College embraces diversity and promotes equal opportunities. As such, we comply with the Disability Confident Scheme (DCS) and apply the minimum selection criteria at sift stage of the recruitment process. Where necessary, we may increase the minimum selection criteria to support the effective management of the recruitment process, while ensuring our approach remains fair, transparent and consistent with our Disability Confident commitments.

​​Join us at a pivotal moment in the College of Policing's journey. As an HR Business Partner, you will work closely with senior leaders to shape and deliver people strategies that support organisational transformation, workforce capability and cultural change as we move towards the exciting opportunities presented by the National Policing System (NPS). We are seeking an experienced HR Business Partner to play a key role in delivering people-focused change. Partnering with senior stakeholders, you will provide strategic HR leadership, helping to develop organisational capability, foster high performance and ensure our people are equipped to meet the challenges and opportunities ahead. This is a unique opportunity to influence strategic decision-making, drive organisational performance and help build the future workforce that will support policing across England and Wales​

Please join us for Q&A session on 4pm on Tuesday 10th of November via teams to find out more about the College of Policing's HR team and the role.

https://events.teams.microsoft.com/event/75e02241-53b3-4275-9d8e-c6ff3b3a208e@680d633d-1744-457e-8440-60d694f69e7b

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Technical skills.

Please note that in order to work for the College of Policing you must have the Right to Work in the UK with indefinite leave to remain. Any other type of visa cannot be accepted. In addition, you will also be required to provide an address history in the UK for the preceding 3 years. Applications that do not meet these requirements will be rejected at sift stage and will not be progressed to interview.

Vacancy reference: 7362, 7363

Anticipated interview dates: W/C 30th November

Interview Location: Remote via Teams

This role is available until March 2028 as a secondment opportunity to:

• colleagues employed directly by the College or the Civil Service. Please note you will be required to obtain the written support of your line manager prior to submitting your application.
• serving police staff at the equivalent rank of Sgt/Insp who have their chief officer's approval. Chief Officer’s approval must be of NPCC rank, i.e., CC, ACC or DCC. Approval for a secondment must accompany an application.

Police Staff may qualify for a non-pensionable Central Service Allowance (CSA).

Please ensure you return the attached secondment approval form via email to recruitment@college.police.uk quoting the internal reference number 7363. Please note, without this your application will not progress beyond sift, even if your application is successful.

For further information on applying for a secondment please visit the “Secondments into the College” page.

Internal College applicants who are at risk of redundancy or in need of redeployment and pass the recruitment process, will be given priority over other applicants.

Before completing your application you will be invited to complete the Civil Service Judgement Test. If you pass the test you will then be invited to complete the rest of your application

Sifting

An initial sift based on the lead technical skill ‘Understanding of the business you partner, how to communicate critical issues with stakeholders, an ability to drive organisation change and transformation initiatives with evidence of impact on the business through analysis of metrics and insights.' may be held if a large number of applications are received. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment/interview.

The initial sift will be assessed against a minimum benchmark score of 4. Where necessary, we may increase the minimum selection criteria to support the effective management of the recruitment process. In such circumstances, only candidates achieving the increased benchmark score at the initial sift stage will progress to a full sift assessment.

Our vetting

If you are successful at interview, you will be required to undertake pre-employment security checks. You will be sent a security questionnaire which must be accessed within 24 hours.

Please note, these checks can take up to 10 weeks. You will only be offered a start date after the checks have been completed. If the outcome of these checks is not satisfactory, your recommendation for employment will be withdrawn.

Contact details and further information

If you would like to discuss the role in more detail please contact Sue Abbott, Pay and Reward Manager/Senior HRBP, sue.abbott@college.police.uk 07920235023.

The College is committed to supporting the Greening Government Commitment and reducing our environmental impact. Through our Environmental Management Plan, we promote sustainable ways of working and provide electric vehicle charging points to support greener travel choices. We also encourage employees to become Environment Champions and support our One Step Greener approach, helping to create a better future for everyone.

Feedback will only be provided if you attend an interview or assessment.