Leadership Strategy Delivery Manager
13446
Job Title: Leadership Strategy Delivery Manager
Salary: £50,897 to £62,015 plus a Location allowance of £1,721. You will receive £50,897 the band minimum. Progress to the band maximum of £62,015 will be via incremental progression.
Location: Kilburn
Working in the Met’s Leadership Centre of Excellence, the role holder will be responsible for defining, assessing and developing leadership across the organisation, enabling them to lead a diverse and transforming workforce to ultimately keep London safe for everyone.
This role will continue to develop our leadership strategy, disseminating and embedding leadership frameworks (e,g. leadership capability framework) across the organisation. The role will also be responsible for scoping, designing, delivering, quality assuring and evaluating a suite of development interventions, tailored for different leadership audiences across the Met.
In addition to defining and delivering engaging leadership development initiatives, the role will need to work with senior stakeholders and governance frameworks to gain buy-in and sponsorship to invest in leadership development.
Main Duties
- Oversee the implementation of leadership framework across the organisation, through integration with key policies and procedures (e.g., performance management, talent management and succession planning)
- Work with the recruitment team to ensure that selection and promotion of individuals into any leadership position includes appropriate measure of leadership capability and potential
- Analyse external leadership trends and Met strategic data to establish leadership development priorities across the Met, and work with operational leaders and HR to prioritise and scope interventions and learning outcomes based on MPS strategy
- Manage the planning, approvals and delivery of leadership interventions, including preparing business cases, taking proposals through governance forums, executing and evaluating programmes to time, cost and quality
- Work with learning and development team to define approach to leadership development that prioritises supporting the organisational plan for retention and diversity aspirations. Oversee the design of content and materials, bespoke for different audiences, and agree integrated delivery plan with the broader L&D offer
- Where required, go to market for suitable service providers to support the design and delivery of specific leadership interventions, and quality assure and manage any service provider
- Work with national leadership development providers (e.g., College of Policing and coaching and mentoring networks) to assure and maximise the benefit of any offers suitable for leaders at the Met
- As point of escalation, quality assure and evaluate all leadership development delivery, including providing oversight of any internal and external coaches and facilitators, ensuring the extended LfL delivery team are equipped to deliver a high-quality service
- Role model good practice in leadership development, by facilitating at a cross-section of development interventions and providing executive coaching for 1-2 leaders
- Line manage staff (if applicable to the business need at the time) effectively
Scope for Impact
- Manage spend of projects up to £3m in total
- Influence how the £3m investment is allocated
- Influence the Met’s ability to deliver Met Direction, by ensuring leaders have the capabilities needed to take the organisation forwards
- Represent the MPS in external leadership forums, sharing good practice and building the LfL brand nationally
- Manage direct report (s) as required in line with business needs
- Shift the culture of 45,000 MPS staff and officers, by setting standards and expectations for leadership
Communications and Working Relationships
- Third party provider of leadership services: weekly contact, via email, phone and meetings. To track progress against outcomes.
- HR Business Partners: monthly contact to ensure information is gathered on emerging leadership challenges and development needs, as well as feedback on and impact of existing leadership interventions.
- College of Policing: ensure close alignment between the leadership development offer from the College of Policing and those implemented at the MPS
- Talent Team regular contact to ensure the join up between leadership development and talent interventions, including performance management and succession planning.
- Resourcing Team: regular contact to ensure the join up between leadership strategy and leadership recruitment.
- Learning and Development Team: regular contact to ensure alignment with Met-wide programmes and supported delivery of leadership programmes as needed
- HR Diversity and Inclusion team and CPIE: regular contact to ensure the join up between leadership strategy and diversity and inclusion initiatives.
- Employee networks: regular contact to ensure the join up between leadership development and support available for women and Black Asian Multi Ethnic Heritage populations
- Cross public-sector leadership development teams: linking in with other organisations to understand good practice elsewhere
- EMCC: working directly with EMCC to understand our internal coaching offer and ensure it is fit for purpose
- Transformation directorate: to work closely with the directorate to understand the latest objectives in the Met direction in other to influence the leadership strategy
Please click on the below link to view an online candidate information pack that will you give you an insight into the Met, the competency framework we use which shapes our daily work behaviours, the application process and a host of other information, that will help inform and support your application:
https://sscl-innovation.com/MPScandidatepack/
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 13th December 2022.
We view diversity as fundamental to our success. To tackle today’s complex policing challenges, we need a workforce made up from all of London’s communities. Applications from across the community are therefore essential.
As a Disability Confident Committed Employer the Met have committed to ensuring that disabled people and those with long-term health conditions have the opportunities to fulfil their potential and realise their aspirations.
Qualifications:
- BPS Test User in Ability and Personality desirable
- Masters in psychology desirable
- Accredited coach desirable
Experience and knowledge:
- Using leadership capability frameworks, including integration with performance and talent management processes
- Analysing data and interviewing stakeholders to scope requirements for development interventions
- Using a variety of online and face to face leadership capability assessment approaches
- Designing leadership development portfolios
- Facilitating leadership development programme modules
- Drawing on a range of techniques to evaluate the impact of development interventions
- Understanding processes and dependencies across people processes – i.e. recruitment, performance management, talent and succession planning
- Identifying and managing risks, including escalation where necessary
- Driving change, including coming up with innovative approaches and challenging current practices to establish the best possible solutions
- Developing business cases and commercial requirements
Skills
- Exceptional time management and organisation skills and the ability to manage conflicting demands, resulting in timely, cost-effective delivery of desired outcomes.
- Proven oral and written communication skills that can adapt to different audiences, including the senior internal and external stakeholders.
- Influencing senior operational stakeholders and providing guidance and insight on leadership
- Collaborating with internal and external suppliers, to agree highest impact solutions
- Project management experience to deliver a number of high-profile leadership projects on time, to cost and required standards ensuring delivery of outputs and contributing benefits
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.
This opportunity is closed to applications.