Job Description

Job Introduction

As People Support Coordinator, you will provide excellent customer service focused administrative support to all teams (outlined below) in the People directorate, to ensure that they can meet organisational business needs:

People Management & Wellbeing, including Recruitment and Resourcing Learning Talent & Development Equalities Diversity & Inclusion Health & Safety People, Pay & Systems

To be the first point of contact for all transactional queries and deliver a responsive service to all managers and staff, ensuring that it is right first time. To ensure that all aspects of administrative support services is delivered to and within the agreed standards and timescales.


Update and maintain a range of People directorate systems and records including producing appropriate and timely reports that meet business needs, as and when required.


We'll assess you against these Executive Officer (EO) Level behaviours during the selection process:

Making Effective Decisions Managing a Quality Service

This vacancy is using Success Profiles, to find out more, please click here.


Throughout the recruitment process we will also assess your Experience, Strengths, Technical Skills and Values.


As part of the application process, you will be asked to complete two behavioural and one experience based questions based on the essential criteria.


Main Responsibilities

Respond to queries from the business to the People directorate email inbox and engaging the wider teams as necessary. Signpost managers and staff to relevant team members, and or policies and procedures. Support all teams in the People directorate with the effective delivery of activities, including: Arrange and organise meetings, including booking events and venues. Taking minutes at meetings, typing, and distributing to relevant parties as directed. Draft and issue template employee letters (such as probation completion notifications, reminders to complete required training, contractual variation confirmations, sickness absence meeting invites and family leave). Administer wellbeing activities such as issuing flu vouchers, eye test vouchers and wellbeing check-ins. Provide administrative support for People related projects, as directed. Assist in the development of articles to for the 'Hub', staff intranet to create awareness and or promote the services of the People directorate. Produce standard workforce and other reports as and when required. Work collaboratively with others and build up good working relationships with managers and staff. All post holders are required to undertake any duties which are commensurate with the role of a People Support Coordinator.

The Ideal Candidate

Essential Experience

Knowledge of administration processes Experience of working in an administrative role in an office environment

Desirable

CIPD Level 3 - qualified or prepared to study towards a relevant qualification Experience of working in the public, not for profit or charity sector

Skills and Abilities

Excellent customer service skills. Ability to prioritise competing and changing work priorities. Effective and clear communications using a range of media. Experience of organising events and/or courses. Excellent organisational ability and attention to detail. Proficiency in the use of ICT, including MS Word and Excel.

We believe that diverse perspectives contribute to a more innovative and dynamic workplace. We actively encourage applications from individuals who are typically under-represented or disadvantaged in society. This includes women, people from ethnically diverse backgrounds, parents and carers, and disabled candidates, including neurodiverse candidates.


We are committed to providing equal opportunities for all applicants and creating an inclusive environment where diverse perspectives are valued and supported.

The role requires clearance to

BPSS


National security vetting: clearance levels - GOV.UK (www.gov.uk)

Reasonable Adjustments:

The IOPC is a diverse and inclusive workplace, and we want to help you demonstrate your full potential whatever type of assessment is used. We are open to providing you with the tools you need to succeed. Whilst this list is not exhaustive, please see potential reasonable adjustments below that we can provide:

Extra time for presentations or interview questions Formatting changes such as colours for text or background on written assignments Questions presented in writing during interviews

If you require any reasonable adjustments to our recruitment process, please email recruitment@policeconduct.gov.uk


#iIND


About The Company

Be yourself:

The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.

As a silver standard Stonewall employer, we continue to commit to being an LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi, trans and queer people. We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors. Being a Disability Confident employer, the IOPC is dedicating to removing the barriers for disabled people to thrive in the workplace. Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.

Package Description

What we Offer:

27.5 days paid annual leave (increasing with service to 32.5 days) Options to carry over, buy or sell annual leave Voluntary Health Cash Plan provided by BHSF Civil Service pension Civil Service maternity leave package PAM employee assistance programme Access to Civil Service Sports Council (CSSC) membership Cycle to work scheme Opportunity to enjoy the latest home and electronics in a more affordable way provided by Vivup Car Leasing Scheme Staff Networks focussed on each of the protected characteristics - run for staff, by staff: Enable Network, Age Network, Welsh Network, Pride and LGBTQ+ Network, Sex and Family Network, Race, Religion and Belief Network Learning and development tailored to your role. An environment with flexible working options A culture encouraging inclusion and diversity

Although we are currently unable to guarantee a longer or more permanent contract, if the role can be extended or made permanent, the successful post holder may be offered the role first without further interview.


In line with the IOPC recruitment and Selection Policy, we recommend that the internal colleagues make an early application within the first seven days, so that we can see if there is enough interest within the organisation to keep the role internal for the full advert live period. We will review the number of applications after the first seven days and the role may be advertised externally after this period. Please see the Recruitment and Selection Policy Guidance, which is available on the Hub, for further information.

Emotional Consideration:

In performing this role, you may have occasional exposure to distressing material which will likely be impactful, traumatic and challenging. Given the nature of the work, it is also possible that you will have contact with individuals who are experiencing extreme distress. The IOPC recognises this and offers all staff a range of wellbeing provisions, including TRiM (Trauma Risk Management), peer-to-peer support, a dedicated Wellbeing Advisor, and access to free confidential counselling. All staff are strongly encouraged to proactively access and engage with the support available. If you would like to speak about this element of the role with somebody already doing similar work at the IOPC please contact recruitment@policeconduct.gov.uk and this can be arranged.

Positive action

as detailed in the Equality Act 2010, allows us to use measures designed to help improve equality in the workplace, and create a level playing field for all, whilst still employing everyone based on merit. Our workforce profile data shows that people who identify as black, Asian and minority ethnic are under-represented at the IOPC.


For this role - should we have a situation where multiple candidates have achieved the highest score and one identifies as black, Asian or minority ethnic, by using positive action, we can select that candidate for the role, therefore improving this area of under-representation at the IOPC. We will only use positive action in this way where the highest scoring candidates have all scored equally, at the final assessment stage, and above our required threshold.


Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.