Lawyer

The IOPC's Legal Services is headed by IOPC General Counsel and reports to the Deputy Director General Corporate Services. Our lawyers play an active and important role in all of the organisation's work. They advise colleagues in our Operations Directorate in relation to the exercise of their powers and police misconduct decision-making. They also represent the IOPC in legal proceedings (e.g. judicial review, inquests and police misconduct proceedings). They advise colleagues in the Strategy and Impact Directorate contributing to the development of organisational policy. Much of our work is high profile and lawyers are often called upon for advice on extremely sensitive matters which are subject to intense media scrutiny.

The post holder will work closely with clients across the IOPC including senior clients such as the Director General, Deputy DG Operations and Deputy DG Corporate Services, Regional and Executive Directors and Heads of Function. You will also be expected to develop professional working relationships with solicitors acting for complainants, police forces, legally qualified chairs and individual officers and members of police staff, internal and external stakeholders at all levels but particularly with the Senior Information Risk Owner (SIRO), the Information Asset Owners (IAO's), the IOPC Facilities Management (FM) team, the external accreditor, staff of outsourced suppliers and Home Office and CESG representatives.

The post holder will be security cleared to basic DBS (Disclosure and Barring Service) before joining. Once in role, the postholder will be expected to undertake and obtain Home Office SC clearance - please note that this requires 5 years' continuous residency in the UK.

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

During the application process, we'll assess you against Experience and Level 3 behaviours:

If you are shortlsted to the next round, we will provide further details of what will be involved.

At the IOPC, we are committed to building a workforce which reflects the diversity of the communities in which we serve. A more inclusive workforce enables us to be a more effective and efficient organisation, better understand and respond to the needs of our communities.

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.

Main Responsibility

To provide advice to organisation staff on all areas of the organisation's work including casework, investigations and policy.

• Take ownership and handle a caseload of matters including litigation cases, inquests, judicial review cases and misconduct hearings.



• To undertake advocacy.



• Participate in the development and review of organisational policy.



• To participate in service wide initiatives and projects.



• Lead on certain allocated legal issues.



• To comply with the Legal Service's policies and procedures.



• To ensure compliance with all relevant corporate policies and procedures.



• Must be prepared to travel to attend hearings or other IOPC offices if necessary, (additional travel costs will be paid for by the IOPC) in particular:



• Undertake other duties commensurate with the level and remit of the post as may time to time be allocated by the General Counsel or another member of the Legal Services Senior Management Team.



• Take on work and/or provide support to other regional offices as required., The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions.


The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.

This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a basic Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process. Once in role, the postholder will be expected to undertake and obtain Home Office SC clearance - please note that this requires 5 years' continuous residency in the UK.

Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Emotional Consideration:

In performing this role, you will have regular exposure to distressing material which will likely be impactful, traumatic and challenging. Given the nature of the work, 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 humanresources@policeconduct.gov.uk and this can be arranged.

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

The IOPC has a hybrid working policy which will require all staff to work 20% of their contractual hours at their office base (or another office for business reasons) from 1 September 2024, increasing to 40% from April 2025. Office attendance time includes in-person training, meetings with stakeholders and families, and attending events.

Essential:

Technical


• Qualified solicitor or barrister entitled to practice in England and Wales. A current practising certificate will need to be provided prior to the start of your employment.


Experience


• Post qualification experience in at least one relevant areas of law - these include criminal law, police law, coronial law, professional disciplinary and regulatory law, public and administrative law and human rights law.



• Experience of advising on complex issues.



• Experience of handling substantial and complex cases.



• Strong analytical skills with the ability to master new material rapidly.



• Excellent oral and written communication skills.



• Problem solving skills.



• Approachable and constructive.



• A good team worker but also able to work independently.


Desirable


• Experience of litigation



• Knowledge of FoI/DPA/GDPR matters Knowledge of complaints systems and handling
  
  As a completely independent organisation, the IOPC seeks to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will give you a supportive and inclusive work environment to flourish in., 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 a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi 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 dedicated 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.
  
  27.5 days paid annual leave (increasing with service to 32.5 days)


• Options to carry over, buy or sell annual leave


• 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 focused on each of the protected characteristics - run for staff, by staff, Making the IOPC a great place to work is one of our key priorities. We are pleased to offer a hybrid working model based on business needs, balanced with the needs of our colleagues


The expectation is that, from 1 September 2024, all staff will work a minimum 20% of their contractual hours at their office base (or another office for business reasons). This will increase to 40% from April 2025. Please note that, in some teams, business need will require more frequent attendance. Office attendance time includes in-person training, meetings with stakeholders and families, and attending events.