Job Description

Capability and Skills Development Partner - Human Resources - Counter Terrorism Policing HQ

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Vacancy Reference Number
19774


Number of Vacancies
1
(B) OCU
CTPHQ Counter Terrorism Policing Headquarters
Location
West Brompton
Band
Band C
Part/Full Time
Full Time
Hours per Week
36 hours per week
Type of Contract
Permanent
Job Advert

Job Title:

Capability and Skills Development Partner - Human Resources - Counter Terrorism Policing HQ

Salary:

The starting salary is 47,060, which includes allowances totalling 2,928.


The salary is broken down as 44,132 basic salary, which will increase annually until you reach the top of the scale 52,652. Plus, a location allowance of 1,928 and a non-pensionable allowance of 1,000.

Location

West Brompton

Job Summary

Working within the Counter Terrorism Human Resources team, the Capability and Skills Development Partner will help shape and support all aspects of the capability and skills development agenda.


It's the task of Counter Terrorism Policing (CTP) to keep the country safe from ever-evolving threats. That's why our workforce must evolve too. In this role you could be responsible for defining, managing and developing the skills CTP needs for the future. It will give you the chance to gain experience of Counter Terrorism Policing and our strategic partners.


Working collaboratively with HR colleagues, the Organisational Development Unit and Business Leads you will support the People Strategy in the new capability and skills role which is a key enabler in identifying and developing skills required to support our business and that will inform training and development packages for the future.

Key Responsibilities

Embed the agenda

Gain a comprehensive understanding of the current approach to workforce capabilities and skills across our network at a holistic and capability level. Support the Capability and Skills Development Lead in formulating, introducing and embedding a new integrated approach to capability development. Build strong relationship and work closely with job family leads to develop and update their competence frameworks and help them curate a complimentary learning offer, aligning existing learning paths. Build the narrative and benefits of capability and skills development methodology and communicate using a variety of communication channels to build and maintain business engagement. Support the introduction of new technologies, mechanisms, products, and dashboards that support the continual improvement of the function. Drive adoption and embed new processes across the Network ensuring a smooth transition and full utilisation. Support job family communities in understanding the capability development framework and understand career paths and development solutions available to them. Produce guidance information, training materials and lead presentations that support colleagues, ensuring they can access and utilise a range of capability and skills development resources. Contribute to the development and update of processes and policies and ensure our employees are incentivised to obtain, develop and maintain skills and enable rewarding careers. Act as an initial point of contact for user queries.

Provide developmental collateral

Provide and collate a range of information to help staff plan their careers, development and progression in and across job families and disciplines. Develop and refresh 70-20-10 learning frameworks working with Job Family Leadership and Learning and Development colleagues. Work with the Organisational Development Unit (ODU), learning and development colleagues, Partner Organisations as well as learning providers, professional institutions and funding bodies to provide access to new material. Evaluate learning solutions and demonstrate ROI back to the business. Coach and advise leadership teams on how to optimise the effectiveness of L&D activities. Seek to create financial efficiencies in the delivery of learning and development, bringing potential efficiency savings through reduced cost or increase efficiency. Encourage and support CPD events to retain knowledge and skills in the organisation.

Enhance use of Capability and Skills Insights

Work with the wider HR Team, Heads of Profession and Job Family Leadership, using the skills framework as a basis. Assist with analysis of Capability and Skills data to enable teams to gain better insights and spot trends, risks and opportunities. Produce reports and act as an advocate and super-user for capability and Skills data and train colleagues in self-service reporting functionality. Ensure capability strategies are aligned to business strategy and identify the skills and capabilities we need to develop. Input into the wider Strategic Workforce plan by working with specific business areas to develop a realistic 1-5 year plan, detailing how they will achieve/move to the skills and capabilities required. Provide support in delivering the Capability and Skills element of the plan. Monitoring and tracking outcomes. Support the workforce planning and talent management agenda by deepening knowledge of our people within job family groups; readiness for move, career preferences etc. Support HR/Job Families with diagnostic activity ahead of training plan creation. Work collaboratively with others within your team, across the CTP HR capability, and be able to respond and undertake additional responsibilities at times of increased demand.

Vetting

This post requires access to the most sensitive intelligence material on a daily basis. Applicants must hold or be prepared to undergo National Security Vetting (NSV) Security Check (enhanced) (SC(e)) level before taking up the post; with a willingness to undergo Developed Vetting (DV) once in post, if required.


This post requires British nationality (some dual nationals may be ineligible) and an Enhanced Security Check (eSC)/Developed Vetting (DV)] clearance.


As the post holder will have access to very sensitive information, there are limitations on travelling to a small number of countries and we will undertake additional security checks as part of the recruitment process. Applications from candidates with close connections to certain countries may take considerably longer to process, or in some cases result in a withdrawal of an offer of employment. Further details will be provided at the conditional offer stage.

Confidentiality Agreement

Applicants should also be aware of the need to sign a confidentiality agreement on taking up the post.

Our Employee Commitments

Counter Terrorism Policing aims to create an inclusive and welcoming atmosphere and culture and an environment where all our people feel a strong sense of belonging and are able to reach their full potential. Where any group or individual can be and feel respected, supported and valued to fully participate and contribute to our mission of "Working to keep people safe from Terrorism".


Inclusion, diversity and equality is at the front and centre of our approach to make the composition of Counter Terrorism Policing more representative of the communities we serve. As Counter Terrorism is rooted in Local Policing, to tackle today's complex policing challenges, applications from across all communities are therefore essential and encouraged. Counter Terrorism Policing as a network is committed to ensuring that disabled people and those with long-term health conditions have the opportunities to fulfil their potential and realise their aspirations'.


Counter Terrorism Policing is committed to creating an inclusive working environment. We welcome and encourage applications from candidates who are seeking flexible working arrangements, including part time working or job share. In addition, this role has been reviewed following learning from work during the Covid pandemic and may be done in an agile manner. In the first instance, please contact the vacancy holder to discuss how such arrangements could be accommodated (where applicable).

How to apply

To begin your career at the Met, please click the "apply now" button below. The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and/or Personal Statement.

Completed applications must be submitted by 23:55 on 18th September 2025.

Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence 1 to 2 weeks after the closing date.


Following application review, successful candidates will be invited to interview. Interview dates will commence mid-end September.

www.metpolicecareers.co.uk

Essential For The Role
Essential For The Role, e.g. qualifications, licenses, languages, training

Skills, Knowledge & Experience

Educated to Degree level or equivalent experience. Certificate in Training Practice or equivalent training qualification is desirable. Broad HR or L&D experience to be able to develop integrated plans to bring together difference aspects of the L&D landscape. Confident in leading discussions on the creation of career and development frameworks. Interest and enthusiasm for developing people to meet strategic objectives. Able to provide advice to leaders and provoke thinking on how they can create a talent pipeline and develop their people and teams. Proven achievements of design, coordination, delivery and evaluation of a full range of learning activities. Proficient in IT-Systems (This should include MS Office, SharePoint and familiarity with HRIS) Experience delivering projects involving multiple stakeholders in a complex organisational or political environment. Effective organisational skills, prioritising tasks appropriately, managing and delivering work in an orderly and structured way to meet timelines.

Leadership and Collaboration

Able to builds strong relationships, influence diverse stakeholders and establish credibility at all levels. A high level of strategic awareness, analysing situations carefully, understand perspectives, drivers and motivations and make rational, strategic decisions. Can work independently and collaboratively in a fast-paced environment. Develops effective working relationships with internal customers, external suppliers, learning and funding bodies. Sets a good example in terms of values, ethics and commitment to high quality communication Demonstrates self-motivation, enthusiasm and innovation when meeting the challenges of difficult or complex tasks and unforeseen events. Encourage and support others to do the same. Courteous, helpful, able to be flexible to meet business needs and with a strong customer service ethos.




Required Languages
English
Reports To
Organisational Workforce Capability Development Manager
Additional Information
CVF Staff Final v2 NEW PLEASE USE.pdf - 807KB Opens in a new window
The following competencies will be tested against during sift:
We take ownership at level 2

We collaborate at level 2

Disability Confident Statement

The Met is committed to being an equitable (fair and impartial) and inclusive employer for disabled people, striving to have 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 people with disabilities and long-term conditions, ethnic minority groups and women.



As a Disability Confident Leader, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term conditions have the opportunities to fulfil their potential and realise their aspirations.



The Met is committed to making reasonable adjustments to the recruitment process to ensure disabled applicants can perform at their best. If you need any reasonable adjustments or changes to the application and recruitment process, we ask that you include this information within your application form. All matters will be treated in strict confidence.




Please note, if you are applying for a police officer role or to become a police community support officer (PCSO) or designated detention officer (DDO), there is a minimum requirement that you must pass a job-related fitness test (JRFT) at point of entry. This does not apply to police staff roles. Find out more about police fitness standards.



Read our full disability confidence statement.