GREATER MANCHESTER POLICE
An exciting opportunity has arisen within the newly formed People and Development Branch for an enthusiastic HR Professional to join our HR Operations Team as a HR Caseworker.
Our aim is to deliver a professional and dynamic service to all of our customers by ensuring we create a supportive and collaborative approach to all areas of people management.
We are looking for someone who is CIPD qualified (level 5) is highly motivated with a passion for service delivery and excellent interpersonal skills. In this role you will be responsible for managing your own case load, ensuring consistency and appropriate application of agreed policies and processes whilst also having the capability to provide pragmatic advice and support to managers.
You will be a strong team player, have HR experience in Employee Relations and have practical experience of dealing with range of HR issues such as attendance management, grievances and disciplines. You will have a strong customer focus, experience of report writing and using computerised HR systems.
If you are interested in this opportunity and you want to be part of a dynamic team who are committed to providing an excellent HR service to make a difference to our customers here at Greater Manchester Police, we want to hear from you.
This post is based at the GMP Force Headquarters in Newton Heath, although Agile Working is available, however you will be expected to travel to other locations across the Force (currently due to the COVID restrictions all staff are working from home),
MAIN DUTIES AND RESPONSIBILITIES
- Provides HR advice/support /guidance on HR areas, by serving as a subject matter expert.
- Assists in the delivery of local change programs.
- Manages a case load, providing support and guidance to local managers with regard to:
- Change management/restructuring exercises/ redeployment.
- Attendance management.
- Police performance regulations.
- Misconduct panels.
- Encourages Line Managers in the use of self-service tools available to them.
- Gather, analyse and evaluate HR data to identify potential risks/issues, producing reports and making recommendations as appropriate.
- As required, directs HR tasks to managers and SLTs, to ensure that HR issues are managed within relevant timescales and to the necessary quality.
- Supports and champions the new service delivery model by communicating and reinforcing the channels into HR.
- As required, deliver training inputs and workshops to disseminate best practice in relation to HR Practice.
- Develop bespoke toolkits and relevant training materials to assist line Managers in dealing with HR issues, in line with HR policy/procedures.
- Share best practice and learning across the team, looking for innovative solutions and streamlining processes.
- Works in conjunction with occupational health, seeking specialist advice as appropriate.
- Works with line managers to identify causes for staff absence and recommend solutions.
- Acts as a tactical advisor for HR related matters and works with an understanding of current policing agenda.
- Develop and maintain a strong working relationship with the HRSSC and other units within the HR community.
- Maintain professional qualification and CPD as and when required.
- To promote and comply with GMP's policies on health and safety both in the delivery of services and the treatment of others.
- Comply with and promote equality legislation and GMP's policies on diversity and equality. Take steps to eliminate unlawful discrimination, advance equality of opportunity and foster good relations.
- To fully participate in GMP’s development review process.
- To comply with the requirements of GMP's policies on Drug and Alcohol testing – requirements in respect of specific posts/ roles are described in the policies which are available on the Intranet/SharePoint.
- To carry out such other duties which are consistent with the nature, responsibilities and grading of the post.
- All staff and officers must adhere to and comply with Data Protection, Freedom of Information and Human Rights legislation and the Authorised Professional Practice (Information Management). It is the responsibility of all staff and officers to maintain data quality and security. Therefore when inputting, updating and using GMP information, you are to ensure that it is Accurate, Adequate, Relevant and Timely (AART), and that it is used / disclosed for business purposes only and kept secure. The most current guidance and advice in respect of compliance with the legislation and information / records management standards can be found on the Information Management Intranet site/Information Services SharePoint site.
- Supervisors and managers have the additional responsibility of ensuring that staff undertake the appropriate training and fully understand and apply the required Force policy, procedures and information / records management standards in the course of their duties. Supervisors and managers should ensure that staff / officers understand their responsibilities in maintaining data quality and security and have appropriate processes in place to monitor compliance.
This job description records the principal responsibilities of the job at the date shown. The job description will be updated from time to time in conjunction with the post holders to reflect changes.
Please note that we will consider making reasonable adjustments to the above, in line with the Equality Act.
The most up to date version of various GMP policies and pieces of legislation can be found on the Intranet/ SharePoint. Further support and guidance can be sought from the HR Advisory Service or the Information Compliance and Records Management Unit. The most up to date telephone numbers are available on the GMP Intranet.
The Leadership Expectations is a framework, which describes the attributes, behaviours, and outcomes that are demonstrated by successful leaders across GMP. They also describe what all our staff and officers need to deliver in order to achieve the Force’s vision of, 'Protecting society and keeping people safe'.
The Leadership Expectations will be embedded in leadership training, recruitment and selection, police officer promotion, development programmes and performance reviews.
Our Leadership Expectations are:
Listening to, involving and motivating others to take action and behave with courage and integrity
Enabling Change and Improvement
Taking responsibility to solve problems, implement change and make improvements to our services
Developing Yourself and Others
Developing yourself and others to succeed and increase their contribution to GMP
Responsibility for/to the Team
Setting a clear direction and promoting teamwork to achieve high standards of professionalism and performance in all situations however challenging
Working in Partnership
Working as one GMP team and with external partners to achieve results that benefit GMP and our communities
Demonstrating Respect and Compassion
Treating all our people, partners and communities with respect and compassion
Delivering excellent policing services to the people of Greater Manchester
Leaders have been identified at four levels:
The HR Caseworker has been identified as: A Peer Leader.
Please Note: As well as assessing candidates against criteria outlined in the Person Specification, the selection process will also include candidate assessment of the leadership expectations.
For more information on our leadership expectations please visit our website:
Human Resources Branch
- Candidates who do not demonstrate on the application form, criteria assessed at eligibility stage (E), may not be considered for short-listing.
- Candidates who do not demonstrate on the application form, criteria identified as essential and being assessed at application form (AF), may not be shortlisted.
- All essential criteria above will also be discussed in GMP’s - development review process.
- The desirable criteria marked with an asterisk will be desirable at selection stage but will become essential once in post and will be discussed in the development review process.
- A good attendance record will be assessed in accordance with current guidelines. For recruitment purposes this can only legally occur following a provisional offer, at which stage the offer can be rescinded. Consideration will be given to Disability related absence/maternity related absence in line with current guidelines.