HR Advisor

Role type- Police Staff- Contract Type- Permanent- Department- Human Resources- Location- Leek Wootton- Is this a Politically Restricted role?- No- Grade/scale- G- Salary
- £40,005- £45,546
- Please note, if this is a paid role and the role is part time then the salary quoted will be pro rata based on the hours worked per annum.
- Hours per week- 37- Competency and value framework (CVF) level?- 1- Closing date
- 03/06/2024, 12:00
- Job description**_The purpose of this role is to support HR Business Partners in the implementation of people plans that support the delivery of force strategies and performance objectives and underpin the delivery of the force vision._**

**_
You will also be providing professional HR advice and support to line managers and supervisors across the designated Directorate on all HR matters._**

**MAIN RESPONSIBILITIES**:
1. Advise managers on all matters relating to the management of their staff, including employment and equality legislation, Police Regulations and Determinations, Police Staff terms and conditions of service, and HR policies and procedures.

2. Coach and support managers in the effective management of staff performance, attendance and conduct, contributing to the development and maintenance of an inclusive workplace culture which maximises the potential and contribution of all employees.

3. Work collaboratively with the HR Department to ensure changes to establishment and conditions of service etc are dealt with promptly.

4. Work collaboratively with other HR colleagues to ensure the delivery of HR policies, procedures and practices which support the achievement of organisational aims and objectives.

5. Ensure managers and supervisors have access to timely and accurate management information in relation to their business areas (e.g. sickness absence, workforce structure and composition).

6. Support the HR Business Partner and functional management teams to deliver annual performance, succession planning and talent reviews.

8. Maintain effective and constructive working relationships with staff associations and trade unions.

9. Contribute to the continuing professional development of colleagues within the HR team by coaching, mentoring or buddying new staff or those wishing to develop their HR careers.

10. To undertake other duties commensurate with the nature, level of responsibility and grading of this post, as required. This will include deployment as necessary to meet business needs and may include opportunities to be rotated for personal development.

**SPECIAL CONDITIONS**:
Travel to other locations in Warwickshire as required.

**PERSON SPECIFICATION**:
**Knowledge**:

- Level 5 in HR Management or equivalent experience
- Associate membership of the Chartered Institute of Personnel and Development.
- Sound knowledge of employment and equality legislation, terms and conditions of employment.
- Desirable - Chartered membership of the Chartered Institute of Personnel and Development.

**Experience**:

- Experience of providing generalist HR advice to line managers within a complex organisation, including attendance and performance management, disciplinary and grievances, organisational change and employee relations.

**Key Skills**:

- Excellent verbal and written communication skills including a proven ability to research and prepare management reports.
- Excellent IT skills, including the proven ability to interpret and extrapolate management information from a variety of sources.
- Proven ability to build effective working relationships at all levels of the organisation.

**Why work for Warwickshire Police?**

Warwickshire Police has gained a reputation as a pioneering and innovative force, responsible for policing a large diverse, multi-cultural population.
If you are looking for a fresh challenge which offers a genuine opportunity to make a real difference to people’s lives, variety and the chance to broaden your experience, then Warwickshire Police is the force for you.

**Equality, diversity and inclusion**

Warwickshire Police are committed to equality, diversity and inclusion.
We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from minority ethnicity communities, people of all ages, abilities, faiths, religions and gender, LGBTQ+ communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve.

**Recruitment and Selection Policy**

Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.

**Police Barred and Advisory lists**

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date