Central People Performance Improvement Team Manager
16846
Job Title: Central People Performance Improvement Team Manager
Salary: The starting salary is £76,843, which includes allowances totalling £2,841.
The salary is broken down as £74,002 basic salary, which will increase annually until you reach the top of the scale £85,474. Plus, a location allowance of £1,841 and a non-pensionable allowance of £1,000.
Location: Kilburn Police Station, NW6, with blended approach to agile working across MPS estate
More trust. Less crime. High standards – that’s our two-year mission plan. To turn it into reality, we’ve created the People Performance Improvement Team (PPIT). In this newly formed unit, you’ll be a manager, overseeing the delivery of HR services that will make a critical Impact. Join us – and give our team the support to give their best for London.
Reporting to the Director of People Performance, your main task will be overseeing and managing the delivery of HR services. It’s a chance to play a crucial role in ensuring the effective functioning of the HR People Performance Team (PPIT) and provide support to a workforce of approximately 50,000 individuals.
Day to day, you’ll lead a team of HR experts and administrators while maintaining strong relationships with internal stakeholders. In particular, you’ll work closely with HR Business Partners to provide an outstanding service that’s in line with the needs of the Metropolitan Police Services (MPS). The key is to draw on your expertise in HR practices and navigate the unique challenges of the MPS. You’ll therefore need significant experience as an HR Practitioner, gained in a policing environment.
With this background, you’ll be a credible HR professional, with an understanding of HR practices, policies, and compliance requirements of diversity, equality, health and safety and other HR-related legislation. If you’re not CIPD qualified (or equivalent) already, you’ll be working towards accreditation. Either way, you’ll have broad knowledge of HR issues and understand the links to wider areas of the organisation. But what will really make the difference is clear communication. You should be adept at building relationships and gaining the trust of colleagues while working with an array of partners. And finally, you should be quick to learn about basic policies so you can advise Local Resource Planning Managers and Performance Team colleagues. Analytical, consultative and always organised, you’ll be at the core of PPIT and a trusted manager.
Why join us? Besides the rewarding nature of the job itself, a competitive salary and a Civil Service pension, you'll benefit from excellent career and professional development.
Job Purpose
The Central PPIT Manager is responsible for overseeing and managing the delivery of HR services within a specific area.
They play a crucial role in ensuring the effective functioning of the HR People Performance Team (PPIT) and provide support to a workforce of approximately 50,000 individuals.
Reporting to the Director of People Performance, BB3, they directly manage a team of Band B Senior HR Business Advisors and a Band D Admin Lead, and lead a wider team including Band C HR Business Advisors and Band E Administrators.
They will work closely with the HR Business Partners to provide a comprehensive service, which is aligned with the needs of the business.
Their expertise in HR practices and their ability to navigate the unique challenges of the Metropolitan police service are essential for the success of this role.
Communications and Working Relationships
Line Manager/Direct Reports: Daily ad hoc, formal meetings, email and telephone - weekly contact. To monitor progress on the delivery of local service delivery objectives, personal development plans, career planning.
HR Business Partners: Formal meetings, ad-hoc contact via phone and email - weekly contact, using the BPs to gather business insight, identify areas for focussed action.
Centres of Expertise Hub Heads: Ad hoc, formal meetings, email and telephone - weekly contact, to ensure a joined-up approach in terms of “in-house” HR service delivery and strategy/policy development.
Head of HR Operations: Working collaboratively to ensure that the team remains resourced as per the target operating model. Ensuring that projects to improve service delivery are visible and resourced and risk managed.
Senior Business Stakeholders: To ensure services are meeting customer requirements and that the area offers an excellent customer service. Meeting on a monthly basis or as required
Outsourced Providers/Strategic Partners: Formal meetings, ad hoc contact to share information on service provision and to plan service delivery improvement activity.
Key Results Area
Responsible for leading and managing the People Performance Team for a specific area of the business. The role involves overseeing and managing a team of Local HR experts and central administrators, ensuring the delivery of high-quality HR services to the business.
Responsible for delivering people performance strategy and ensuring clear communication to the team members of the requirements and challenges.
They provide guidance, mentoring, and professional development opportunities to enhance the team's capabilities. By encouraging positive work environment and making the best use of resource allocation, they ensure the team's productivity and motivation.
Ensure that the team members have clear goals and objectives, feedback, and development plans in place. Develop a culture of knowledge sharing and continuous learning among team.
Identify team training needs and coordinate the delivery of training programs to enhance skills and knowledge.
Balancing the deployment of resources in response to operational demands, to ensure continuity of service and confidence in service delivery.
Working closely with the HR Business Partners and the locally deployed HR experts [their direct reports] to understand the business requirements and agree on focus areas for the HR People Performance Team.
Seek feedback from the business on the quality of the Service, engaging with customers, addressing issues that may arise, providing a direct feedback loop to HR for service improvements. Their focus is on maintaining high standards and ensuring the appropriate application of governance, compliance, escalation and resolution for HR processes. E.g. performance management, workforce planning, attendance management.
Conduct regular service audits to ensure that the HR services are meeting business requirements and identify areas for improvement. This will include analysing HR data and metrics to identify trends and provide insights to drive action.
Contribute to HR policy/process development, review and implementation, adding value due to their oversight of the impact of HR practices locally.
Stay updated on HR trends and best practices, and use this to proactively recommending improvements to enhance the service.
Using consultancy skills, lead projects for continuous improvement initiatives and to participate in HR projects and initiatives as required.
Scope for Impact
The post holder’s work directly influences the efficiency and effectiveness of HR service delivery within the designated geographical area.
They contribute to the overall success of the police service by ensuring the availability of a skilled and motivated workforce. Their decisions and strategies impact the recruitment, development, and retention of talented individuals.
The post holder will regularly faces complex HR challenges and is expected to provide innovative and effective solutions.
They must analyse problems, consider various perspectives, and make sound decisions to mitigate risks and ensure positive outcomes.
Their ability to anticipate and address HR-related issues is crucial for maintaining the smooth operation of the police service.
Dimensions
The post-holder has up to 10 direct reports, as well as leading a wider team. The post-holder will not have a direct budget but will indirectly influence budget spend through ensuring service continuity and making bids for resources and bids for training.
How to apply
Click the apply now button below and start your career at the Met. Applications will be via a detailed CV, Personal Statement, and online application form. Your personal statement should outline why you are interested in the role and how your skills and experience demonstrate your suitability for the role. (NB. Please do not attach 2 copies of your CV).
Completed applications must be submitted by 23:55 on 23rd April 2024.
Essential for the Role:
- Significant experience as a HR practitioner - able to demonstrate an understanding of HR practices, policies, and compliance requirements of diversity, equality, health and safety and other HR related legislation.
- CIPD qualified or studying towards the qualification/have extensive HR knowledge/experience.
- Knowledge of the unique challenges and dynamics of working in a police service environment. Their ability to provide guidance and make informed decisions in complex HR situations is vital.
- Experience of motivating and guiding teams and individuals. Critical, is their success in encouraging a positive work environment, promoting professional growth, and optimising resource allocation.
- Must have a record of leading HR change and driving continuous improvement.
- Experience of setting short and long term performance metrics and service level agreements with internal customers and external suppliers.
- Consultancy skills and techniques that include: analysing, diagnosing, influencing and facilitation skills to identify opportunities for change to improve efficiency, effectiveness and performance.
- Ability to plan and developing relationships with key stakeholders, and manage the links and dependencies between complex and interrelated issues.
- Exceptional time management and organisational skills, with the ability to manage competing demands, resulting in timely, cost effective delivery of desired outcomes.
- Strong analytical and problem-solving skills with the ability to make sound judgement and decisions.
- Proven communication and interpersonal skills with the ability to build effective relationships with stakeholders at all levels. Adaptable and capable of preparing quickly, detailed yet concise briefing notes, for review at Director/Board level.
- Ability to work under pressure, demonstrating resilience in the face of a wide variety of challenges and the need to respond at pace to unforeseen demands.
Disability Confident Statement
The Met is committed to being an inclusive employer with a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from ethnic minority groups and females.
As a Disability Confident employer, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term health conditions have the opportunities to fulfil their potential and realise their aspirations. If you consider yourself to have access, workplace or reasonable adjustment requirements that need to be accommodated, we ask that you include this information within your application form. All matters will be treated in strict confidence and will not affect any recruitment decisions.
Read our full disability confidence statement.
