Head of HR Data and Digital

As today's policing challenges change, our forces need to evolve too. HR supports this development and plays a critical role. HR delivery needs to keep pace with the people requirements of the forces and part of this is the provision of digitally effective HR processes and dynamic and intelligent data. We're looking for a temporary Head of HR Data and Digital as maternity cover to lead digital delivery and improvements in our dedicated tri-force HR department. Serving Bedfordshire, Cambridgeshire and Hertfordshire, our team of staff and officers provides HR, Occupational Health and Safety and Learning & Development to over 10,000 officers and staff. Working with other senior HR leaders, you'll lead three data and digital teams, Data, Systems, and Content. You will be;

• accountable for system performance and system innovation and strategic development and alignment to HR and ICT strategy,
• accountable for the management and analysis of data and reporting, and
• accountable for the coordination of content and content management across the HR
You will also have a key role in delivering on our continuous improvement program. This is a fantastic opportunity to develop new skills or learning. You'll hone your leadership, service improvement and stakeholder management skills, paving the way for progression. Here, your work has the potential to help the public by helping policing change for the better.

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 we are the force for you.

We are proud supporters of Women in Data®. Connect, engage and belong to the largest free female data community in the UK - visit: www.womenindata.co.uk to join our community.


• Access to the local government pension scheme (police staff) or Police pension scheme (Police officers) including career average, employer contributions and death in service.
• Paid leave days depending on force and length of service (police staff - 24 to 33 days, police officers 22 to 30 days).
• Paid sick leave of six months full pay and six months half pay (depending on service).
• Occupational maternity, adoption, and paternity pay (dependent on service).
• Carers and discretionary leave.
• Flexible working arrangements including compressed hours, flexible shifts, job share, annualised hours and agile working (depending on role requirements).
• Gym facilities, weekly yoga classes, exercise classes, squash facilities, exercise space etc. are available (depending on location).
• Each force has its own sports or sports and social club, offering discounts, trips, and events.
• Cycle to Work scheme.
• Access to Blue Light Card providing discounts to Emergency Services on the high street and online.
• Access to Police Mutual providing financial support including savings plans, insurance, breakdown cover, loans and independent financial advice.
• Employee Assistance Programme.
• Various support groups including Black and Minority Ethnic (BME) Support Group, Christian Police Association (CPA), Disability Awareness Network (DAWN), Lesbian, gay, bi-sexual & transgender (LGBT), Menopause Action Group, Police Chaplains.
• Access to a Trade Union (UNISON)/Staff Association (Federation).
• The Backup Buddy Police Support app is designed to help with mental health issues and gives practical advice and support as well as a range of podcasts.
• Opportunities for development and further study including Further You Talent Management, Be You BCH Senior Leadership Programme, and supervisory leadership workshops.
Equality, Diversity and Inclusion We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from Black, Asian and Minority Ethnic communities, people of all ages, abilities, faiths, religions and gender, LGBT communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve. All applications will be treated on merit, based on the evidence provided in your application and suitability for the role you have applied for. Flexible Working All requests for flexible working patterns will be considered and will be dependent on the role. 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 of listing in the case of poor performance. Vetting and Safeguarding We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references.