Executive Assistant - Force Executive Team

Are you looking for an exciting challenge to support the Executive Team of the second largest police force in the country?

West Midlands Police serves a population of almost 2.8 million people. Our mission is simple – “Working in partnership, making communities safer”. We want to be recognised as a police service that is big enough to cope with everything that is asked of us, whilst showing we are small enough to care about the things that really matter to our communities.

As an Executive Assistant working in a fast paced and pressurised environment, you will co-ordinate and provide a comprehensive secretarial and administration service to the Force Executive Team (FET). You will support with the delivery of high quality, timely products and build a strategic partnership with stakeholders to keep abreast of the force’s goals and support the FET strategic objectives.

Experience and Skills:

Experience of secretarial and personal administrative support at an Executive level.
The ability to exercise authority, dealing tactfully and appropriately with people at all levels, exhibiting sound judgement and a high degree of emotional intelligence.
Experience of developing strong collaborative working relationships with a wide range of stakeholders.
The ability to demonstrate excellent communication and influential skills, both verbal and written.
Experience of analysing data, preparing basic management reports and delivering findings.
The ability to work effectively as part of a team and deliver results in a highly pressured environment.
The ability to work unsupervised using own initiative to prioritise and manage own workload to meet urgent deadlines.
IT literate, including the effective use of MS Office and core systems.
The ability to demonstrate a high degree of accuracy and attention to detail.
Be highly motivated & resourceful with excellent problem solving skills
Be inquisitive, flexible and adaptable to change.
The ability to learn new processes and systems quickly and effectively.
The ability to deal with all confidential matters with absolute discretion and integrity.

Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.

Vetting: Successful applicants will be required to pass Management Vetting and Security Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Medical: Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.

Hours: Hours to be confirmed.

Contact: For further information contact Craig Lewis, Staff Officer - craig.lewis@westmidlands.police.uk

By choosing to join West Midlands Police you will receive an enhanced benefits package including:

- Fair remuneration with progression opportunities, and access to a very competitive pension scheme

- Enhanced annual leave in additional to public holiday entitlements

- Discounts across travel, parking, daily costs of living and leisure activities

- A comprehensive wellbeing package including 24/7 support, free eye tests and flu jabs

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions.  As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview. 

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision:  Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"