Force Records Manager

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.

Join Our Team as a Force Records Manager

Are you a highly skilled and motivated records management professional looking for a new challenge? We are seeking a Force Records Manager to join our dedicated team and play a pivotal role in shaping the future of our data and records management.

In this key leadership position, you will be responsible for providing expert advice to the entire organisation, ensuring we are compliant with all relevant legislation and best practices. You will be involved with crucial projects aimed at improving the quality of our data as well as our records management practices, directly impacting our operational effectiveness and public accountability.

What We're Looking For:

The ideal candidate will have a proven track record in records or information management, with a deep understanding of relevant legislation. You should be an experience leader, an innovative thinker, and a confident communicator able to influence and advise at all levels of the organisation

Main Responsibilities:

Develop, implement and manage data quality standards and develop processes for key information systems to ensure the integrity and accuracy of our information assets.
Contribute to the development and upkeep of an Information Management strategy, ensuring there are policies and procedures that directly underpin it.
Provide advice and guidance to members of staff and other stakeholders on Records and Data Management matters as policy lead and RRD subject matter expert.
Ensure all staff across the organisation are aware of their roles and responsibilities in relation to the management of records, whether in electronic or physical format.
Attend internal meetings at strategic board level to contribute to the development and resolution of emerging records management risks, issues and trends.
Interpret, apply and implement different legislation and policies regarding records management at a strategic level, including giving practical advice to colleagues and senior management.
Make decisions about requests to delete personal records, respond to applicable data subjects’ rights requests and complaints from internal and external parties relating to records and data management.
Produce written reports containing analysis, findings and proposals for resolving problems and recommendations for improvement and attending relevant Board meetings.
To support internal projects that involve the management/retention of storage of Force records and information across multiple systems and physical storage, to work with IAOs and project teams to set out the RRD and records management requirements.
To co-ordinate records and data quality audits and assurance work and ensure that all records, physical and electronic are managed in line with the relevant legislative frameworks and to the relevant APPs.
Manage the Records Management Team, including developing various work streams and directing resources.
Lead on data quality for the Force, determining priorities, areas to focus resources on and specific tasks to be completed.
Attend and contribute to Force project boards, and regional/national working groups and conferences, representing the Force at a local and national level.
To undertake other duties commensurate with the nature, level of responsibility and grading of this post, as required.

Essential Qualifications and Experience:

A professional qualification in records management, information management.

Significant experience in a senior records management role.
Demonstrable experience of leading and managing teams.
Expert knowledge of data protection and other relevant UK legislation relating to records management practices.

If you are ready to make a significant impact and help us maintain the highest standards of data integrity and compliance, we encourage you to apply.

Hours:

This is a full-time position working between core hours of 08:00 to 16:00, Monday to Friday.

Office working and Flexibility:

The role is agile however there is an expectation the successful candidate will attend the office 3 times per week.

Application Process:

The application process will involve a ten minute presentation and an interview. The topic for the presentation will be shared with those successful at paper sift stage.

Interviews will take place week commencing 29th September, and will be in person at Lloyd House, in Birmingham City Centre.

Contact:

For further information please contact: rachel.parsons@westmidlands.police.uk

Benefit Statement:

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 addition 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

Vetting:

Successful applicants will be required to pass Management Vetting and Counter Terrorism 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.

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"