The team

Director of HR and Organisational Development

This position at the director level entails overseeing two crucial leaders within the organisation, whose significant responsibilities play a vital role in our pursuit of excellence.

Head of HR Operations – summary of role:

This position is critical in shaping the Human Resources approach and direction within the organisation. The role has a strategic focus as well as ensuring delivery,  managing teams through a period of change and transition. Playing a crucial role in supporting the organisation to address cultural challenges within policing, with key responsibilities including responsibility for police officer and police staff recruitment, ensuring organisational representation of the communities of ASP, implementing a new ERP system, and redefining HR and People services for 21st Century policing.

The goal is to make a significant impact in change management, employee relations, employee engagement, and talent analytics. The emphasis is on developing an approach and processes that are fit for purpose keeping our people and the public at the heart of what we do.

Head of Organisational Development – summary of role:

The Organisational Development department plays a pivotal role in driving transformative interventions within Avon and Somerset Police. With a holistic approach, the Director will focus on key elements of organisational culture, capability, values, and relationships and how we can best help our people to be their best. Adopting a whole systems approach to understand and influence behaviour and performance across the organisation.  Playing a critical role in steering ASP towards a healthy, inclusive culture, making substantial contributions to employee well-being and organisational effectiveness.

Key areas of focus:

The Organisational Development department plays a pivotal role in driving transformative interventions within Avon and Somerset Police. With a holistic approach, the Director will focus on key elements of organisational culture, capability, values, and relationships and how we can best help our people to be their best. Adopting a whole systems approach to understand and influence behaviour and performance across the organisation.  Playing a critical role in steering ASP towards a healthy, inclusive culture, making substantial contributions to employee well-being and organisational effectiveness.

• Wellbeing – Driving initiatives that contribute to a healthy and inclusive culture including moving towards becoming a Trauma Informed.
• Understanding People – Review and evaluation our people data and analytics to consider trends and impacts on the experience of our people with an intention of continuous improvement.
• Inclusion & Diversity – Shape policies, practices, and behaviours to reflect a commitment to diversity and inclusion. Playing a fundamental role in implementing the Police Race Action plan including management of our diverse Outreach Workers team