Job Description

Higher HR Analyst - Band C - Human Resources - Counter Terrorism Policing HQ

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Vacancy Reference Number
19735


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:

Higher HR Analyst - 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

It's the task of Counter Terrorism Policing (CTP) to keep the country safe from ever-evolving threats. As a Higher Workforce Analyst in CTP you will be responsible for interpreting workforce data, highlighting trends, risks and opportunities, and producing recommendations to help ensure we take action that will allow us to attract, develop and retain the workforce necessary to respond to the threat of terrorism across the UK. This role requires a high level of analytical experience, deep understanding of workforce planning concepts.


You will lead on this business area to present at operational and senior level boards to ensure that your insights are delivered in a timely and accessible manner to ensure that CTP is effective and efficient in the delivery of its workforce objectives.

Key Responsibilities

Data Collation and Workforce Analysis

Gain a comprehensive understanding of the current approach to the compilation and analysis of workforce data and workforce planning activity, manage and maintain a coordinated approach across CTPHQ and the Counter Terrorism Network. Source the data to support insights, gathering data from a range of sources and teams across the Counter Terrorism Network. Defining the templates and format in which data should be collated and overseeing the collation of quantitative and qualitative workforce data. Ensure processes are efficient and consistently followed, by the team and those involved in submitting workforce data across the CT Network to maintain accurate, up to date and relevant workforce data to ensure accurate data reports can be published. Design, develop and manage reports, dashboards and forecasts to build a strong picture of the workforce and recruitment pipeline and the efficiency and effectiveness of people processes. Develop and maintain close working relationships with Finance colleagues keeping them informed of changes that could significantly impact on projected workforce cost. Establish the requirement for data and the rational for analysis. Apply analytical thinking and techniques to assess and combine large amounts of workforce data. Identify trends, patterns and insights to support identification of opportunities, requirements and challenges in the short, medium and long term, at both a national and local level. Provide strong analysis and use forecasts, data models and strong narratives to drive informed decision making by the workforce planning function and to stakeholders (up to board level) across the organisation. Deliver informative analytical products to a range of senior decision makers and practitioners within the police service, strategic partners, government, and necessary external bodies. Using excellent presentation skills, deliver formal and informal briefings to a varied audience in relation to subject matter. Support the continual improvement of the function, recommending new technologies, and developing improved mechanisms, products, and dashboards. Supporting the implementation of change across the Network and ensuring a smooth transition.

Support Workforce Planning

Understand the organisational strategy and plans and consider potential future internal and external developments that could influence workforce requirements. Maintain productive relationships with HR colleagues and those involved in workforce planning to develop an understanding of the local business context and objectives. Use data insights to build a strong strategic narrative supporting decisions around the workforce. Propose options and recommend action, appropriate to the organisation or business area, that will allow us to improve performance and attract, develop and retain the workforce necessary to respond to the threat of terrorism across the UK. Support strategic workforce planning to facilitate the identification of the optimum ways of closing supply/demand gaps through appropriate modelling of the different workforce strategies and development of short and long-term forecasts. Support the long-term workforce planning to forecast the operational and budgetary need against conflicting demands for up to 5 years advising on key metrics used to deliver a plan to effectively resource CTP for 1 to 5 years out. Track KPIs for Strategic Workforce Plans through analysis of assumptions versus actuals and make recommendations based on the output. Responsible for effectively supporting the annual workforce planning cycle and workforce deployment process, working with Business Planning and Finance to support modelling and ensure workforce data is accurately updated. Provide analytical products, workforce insights and recommendations to HR Leaders and colleagues in Workforce Planning to assist them in supporting their business area or workstream to make informed decisions on their workforce and related plans.

Leadership & Direction

Line-manage Workforce Analyst(s) and Workforce Planner(s) within the function, providing leadership, direction, and specialist advice. Develop their capability by providing regular one-to-ones, quality feedback and identifying developmental or learning needs. Ensure processes are efficient and followed by whole team to maintain accurate, up to date and relevant workforce data. Encourage a service led culture that fosters a culture of continuous improvement, driving efficiencies and build capability. Responsible for sharing updates around common queries and accountable for the regular review and update of corporate Workforce guidance to provide guidance and self-service opportunities. Engage with officers and staff across the organisation to assist in resolving queries. 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.

Data Governance

Build and maintain knowledge of Metropolitan Police HR processes, policies and landscape and an understanding of end-to-end workforce planning, the deployment processes within this. Champion effective governance, compliance and ways of working to support the flow of data and information and that enable effective decision-making. Collaborate with colleagues to ensure the data catalogue/repository, data relationship maps and data artifacts that exist across the various workforce systems are accurately maintained and up to date. Ensure the data used in the forecasting process and tooling is robust, clean and accurate setting clear quality standards, policies, and procedures. Identify and resolve any discrepancies, issues or risks that will impact the output of the team. Ensure that products and documentation within the team's remit comply with MPS policies and any legal obligations such as FOIA, GDPR and the Data Protection Act. Proactively research and monitor industry and climate trends to support the corporate strategy. Ensure the data and market insights used to inform strategic successional plan risks and issues and are robust, accurate and reflective. Support the research into the validation of operational levers and metrics to allow scenario modelling up to 5 years into the future.

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 11th 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 1-2 weeks after the vacancy has closed.


Following application review, successful candidates will be invited to interview. Interview dates will commence 1-3 weeks after the hiring managers review.

www.metpolicecareers.co.uk

Essential For The Role

Essential Criteria

Education/Experience

Graduate and/or professional qualification in a statistical, analytical, human resources, business management or related discipline, with experience in delivering quantitative and/or qualitative analysis.

Or

An ability to demonstrate the equivalent level of knowledge, skills and competencies gained through extensive and high-level experience in complex environments. At least 3 years' experience of workforce planning, HR data analysis, and/or business performance modelling in a large organisation or complex environment. Proven and well-evidenced, relevant experience in an analytical environment. Evidence of success in building strong relationships that are both collaborative and strategic with an ability to influence at all levels and enable business decisions

Skills, Knowledge & Experience

Leadership and Collaboration

Effective management skills, role models ethics and values, and visibly demonstrates self-motivation, enthusiasm and innovation when meeting the challenges of difficult or complex tasks and unforeseen events, encouraging and supporting others to do the same. Proactively identifies opportunities and seeks solutions and options to meet and manage the needs of the business, building and maintaining HR reputational profile. Strong communication and interpersonal skills, with the ability to build relationships and influence business decision makers in a complex organisational or political environment. Experience of successfully delivering projects involving multiple stakeholders. Effective organisational skills, prioritising tasks appropriately, managing and delivering work in an orderly and structured way to meet timelines.

Technical Knowledge

Critical thinking skills to determine key areas of focus and analysis and to identify broader factors that could impact on the workforce. Experience with predictive and diagnostic analytics, statistics, trend identification and workforce modelling techniques, familiarity with HRIS systems and workforce management tools. Experience in quantitative and qualitative social research methodologies, with ability to adopt multi-disciplinary approaches. Good data literacy skills and excellent numerical, analytical and problem-solving skills are required to interpret complex data into actionable insights. Experience of producing clear written reports and presentations. Proficient with MS Office products including advanced proficiency in Microsoft Excel including Pivot Tables, Macros and complex formulas. Technical skills in platforms used for developing databases, dashboards, reports and visual analytics is desirable. Alteryx, Tableau, Power BI, SQL or similar. Proven experience with Power Query, Power Automate, Power Apps, and/or SharePoint is desirable.

Business Acumen

Experience of developing processes and policy in the field of workforce analysis or a similar analytical environment. Experience of moving organisations to more agile, digital ways of working would be desirable. An extensive understanding of information governance principles and practices to ensure compliance with organisational policies. A good understanding and interpretation of GDPR, HR Policy and Employment Legislation




Required Languages
English
Reports To
Organisational Workforce Capability Development Manager - Band B
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 analyse critically at level 2

We support and inspire 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.