Independent Office for Police Conduct Hiring for Talent Acquisition Advisor (Permanent) Job at Birmingham, England Full Time

Providing clarity; building trust. A job that matters

Job Title: Talent Acquisition Advisor (Permanent)

Grade: 10

Salary: £30,032 per annum

Location: Birmingham, Cardiff, Sale or Wakefield

Your role

The Talent Acquisition Advisor sits within the Organisational Development, Design and Talent (ODDT) team in the People Directorate. The Independent Office for Police Conduct (IOPC) are committed to having an efficient and effective workforce and the Talent teams are instrumental in ensuring we recognise potential and reward success throughout all career stages. The team will focus on attracting external talent, recruiting a diverse and inclusive workforce, and improving our recruitment and selection practices. Equality, diversity, and inclusion is at the heart of everything we do, from recruiting through to policy implementation. We are dedicated to removing barriers so that those from marginalised groups are able to have a successful career at the IOPC and we expect the post holder to have a similar passion.

Reporting to the Talent Acquisition Manager, the post holder will support the implementation of efficient recruitment strategies, a new Applicant Tracking System, mentoring colleagues in the organisation and recruiting for national campaigns. In the future, other work may include employer branding, Values Based assessments, talent pooling and candidate relationship management.

The post holder will have a focus on marketing, creating regular engaging content for IOPC social media channels and supporting the creation of a talent pipeline. The post holder will use a variety of digital sources and other recruitment tools to pro-actively source potential future candidates. Equality, diversity, and inclusion is at the heart of everything we do, from recruiting through to policy implementation. The post holder will be responsible for providing advice and support to a range of internal stakeholders and will play a key part in the coordination of senior and national recruitment campaigns.

We have a variety of options available to employees to help them develop their skills and career. If you don’t currently hold a Level 5 CIPD qualification, we can support you with gaining this qualification via the apprenticeship route if there is the opportunity for this role to be extended/made permanent.

What you will need

Experience

Essential

• Experience of 360 recruitment management, providing advice, guidance and coaching to managers in a consultative manner on recruitment-related issues, and managing candidates.
• Demonstrable experience of candidate attraction methods.
• Working knowledge of assessment tools.
• Ability to use customer service, communication and interpersonal skills to liaise effectively with others and collaborate with a wide range of stakeholders and promoting inclusive working
• Demonstrable experience of implementing change.
• Evidence of commitment to continuing professional development.
• Ability to manage a high workload within a rapidly changing environment, whilst maintaining high standards
• Experience of exercising care in the handling and processing of confidential personal data.
• Ability to work within a team environment and contributing to the achievement of team goals.

Desirable

• Membership of the Chartered Institute of Personnel and Development at Level 5 or above.
• Working knowledge of Success Profiles.

Technical

Essential

• Knowledge and experience of using a recruitment ATS system.

What we offer

• 27.5 days paid annual leave (increasing with service to 32.5 days)
• options to carry over, buy or sell annual leave
• Civil Service pension
• PAM employee assistance programme
• Access to Civil Service Sports Council (CSSC) membership
• staff networks focussed on each of the protected characteristics – run for staff, by staff
• flexible working options

About the IOPC

The Independent Officer for Police Conduct is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson, overseeing the police complaints system in England and Wales and setting the standards by which the police should handle complaints. As a completely independent organisation, we seek to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. We also investigate allegations that Police and Crime Commissioners or their deputies may have committed criminal offences. The IOPC is also the appeal body for some complaints investigated by police forces and other bodies.

Selection Process

This vacancy is using Success Profiles, to find out more, please click here. Success Profiles is a tailored way of assessing, dependent on the requirements of the job. For each role we advertise, we consider what you will need to demonstrate in order to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity so that we can truly reflect the communities that we serve.

As part of the application process, you will be asked to complete four sift stage questions. The level 2 Behaviour being assessed at application stage is:

• Changing and Improving

If successfully shortlisted you will be assessed against the following level 2 behaviours at interview:

• Seeing the Big Picture
• Developing Self and Others
• Managing a Quality Service
• Communicating and Influencing

As part of the application and interview process, you will be assessed on Behaviours, Experience, Technical, Strengths and IOPC Values.

In the event of a high number of applications at sift, we may assess on the lead question (Question 1) based on Experience. Applicants will have to score highly on this question for the remainder of their application to be assessed.

Making the IOPC a great place to work is one of key priorities. We are pleased to offer a unique hybrid working model based on business needs balanced with the needs of our colleagues. Our business need framework guides our decisions about when it is best to work onsite (in our offices or other appropriate locations) to complete tasks most effectively or when to work remotely, offering colleagues flexibility to work where they feel most productive and supporting work-life balance. The model also encourages staff to feel welcome at the IOPC by ensuring we have opportunities to work face-to-face as teams. We will adhere to government guidelines particularly where we are encouraged to work from home where possible.

When the government encourages us to work from home, your first day will be conducted remotely with equipment delivered to your home address prior to your first working day. Only when safe to do so and when the government allows office working to be more regular can you expect to be greeted in your local office on your first day to meet your line manager. There will also be occasions to meet your team in person throughout the year.

Due to the work of the Talent Acquisition, the team have a lot of flexibility to choose their location of work. Some of the team pre-dominantly work from home, whereas other members of the team attend the office more frequently as that works better for them. Where the business need is relevant, the team will attend the office. The team generally try to come together in person at least once per month (when safe to do so). This tends to be in Birmingham due to its central and easily accessible location although, the location is flexible. Reasonable travel expenses will be paid, if the team meet in an office which is not your home office location.

**This advert may close early without notice**

Note: If you have applied for this role since February 2022, previous applicants need not apply.

If you would like to be considered for the Fixed Term opportunity, you only need to apply for one of the roles. Please email [email protected] if you wish to be considered for both opportunities. Otherwise please only apply for your preferred opportunity.

The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions. The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.

Be yourself.

The diversity of our staff is one of our key strengths. We welcome applications regardless of age, gender identity, disability, race, sexual orientation, socio-economic status, sex, marital or civil partnership status, parental status, religion or belief.

We’re building a culture where difference is valued. Be a part of it.

This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process

Reasonable adjustment

If you need a change to be made so that you can make your application, you should:

Contact [email protected] as soon as possible before the closing date to discuss your needs.

Complete the “Additional requirements” section of your application form to tell us what changes or help you might need further on in the recruitment process.