Capability and Skills Development Partner - Human Resources - Counter Terrorism Policing HQ
Job Title: Capability and Skills Development Partner - Human Resources - Counter Terrorism Policing HQ
Salary: The starting salary is £47,060, which includes allowances totalling £2,928.
The salary is broken down as £44,132 basic salary, which will increase annually until you reach the top of the scale £52,652. Plus, a location allowance of £1,928 and a non-pensionable allowance of £1,000.
Location: West Brompton
Job Summary
Working within the Counter Terrorism Human Resources team, the Capability and Skills Development Partner will help shape and support all aspects of the capability and skills development agenda.
It’s the task of Counter Terrorism Policing (CTP) to keep the country safe from ever-evolving threats. That’s why our workforce must evolve too. In this role you could be responsible for defining, managing and developing the skills CTP needs for the future. It will give you the chance to gain experience of Counter Terrorism Policing and our strategic partners.
Working collaboratively with HR colleagues, the Organisational Development Unit and Business Leads you will support the People Strategy in the new capability and skills role which is a key enabler in identifying and developing skills required to support our business and that will inform training and development packages for the future.
Key Responsibilities
Embed the agenda
- Gain a comprehensive understanding of the current approach to workforce capabilities and skills across our network at a holistic and capability level.
- Support the Capability and Skills Development Lead in formulating, introducing and embedding a new integrated approach to capability development.
- Build strong relationship and work closely with job family leads to develop and update their competence frameworks and help them curate a complimentary learning offer, aligning existing learning paths.
- Build the narrative and benefits of capability and skills development methodology and communicate using a variety of communication channels to build and maintain business engagement.
- Support the introduction of new technologies, mechanisms, products, and dashboards that support the continual improvement of the function. Drive adoption and embed new processes across the Network ensuring a smooth transition and full utilisation.
- Support job family communities in understanding the capability development framework and understand career paths and development solutions available to them.
- Produce guidance information, training materials and lead presentations that support colleagues, ensuring they can access and utilise a range of capability and skills development resources.
- Contribute to the development and update of processes and policies and ensure our employees are incentivised to obtain, develop and maintain skills and enable rewarding careers.
- Act as an initial point of contact for user queries.
Provide developmental collateral
- Provide and collate a range of information to help staff plan their careers, development and progression in and across job families and disciplines.
- Develop and refresh 70-20-10 learning frameworks working with Job Family Leadership and Learning and Development colleagues.
- Work with the Organisational Development Unit (ODU), learning and development colleagues, Partner Organisations as well as learning providers, professional institutions and funding bodies to provide access to new material.
- Evaluate learning solutions and demonstrate ROI back to the business. Coach and advise leadership teams on how to optimise the effectiveness of L&D activities.
- Seek to create financial efficiencies in the delivery of learning and development, bringing potential efficiency savings through reduced cost or increase efficiency.
- Encourage and support CPD events to retain knowledge and skills in the organisation.
Enhance use of Capability and Skills Insights
- Work with the wider HR Team, Heads of Profession and Job Family Leadership, using the skills framework as a basis. Assist with analysis of Capability and Skills data to enable teams to gain better insights and spot trends, risks and opportunities.
- Produce reports and act as an advocate and super-user for capability and Skills data and train colleagues in self-service reporting functionality.
- Ensure capability strategies are aligned to business strategy and identify the skills and capabilities we need to develop.
- Input into the wider Strategic Workforce plan by working with specific business areas to develop a realistic 1–5 year plan, detailing how they will achieve/move to the skills and capabilities required. Provide support in delivering the Capability and Skills element of the plan. Monitoring and tracking outcomes.
- Support the workforce planning and talent management agenda by deepening knowledge of our people within job family groups; readiness for move, career preferences etc.
- Support HR/Job Families with diagnostic activity ahead of training plan creation.
- Work collaboratively with others within your team, across the CTP HR capability, and be able to respond and undertake additional responsibilities at times of increased demand.
Vetting
This post requires access to the most sensitive intelligence material on a daily basis. Applicants must hold or be prepared to undergo National Security Vetting (NSV) Security Check (enhanced) (SC(e)) level before taking up the post; with a willingness to undergo Developed Vetting (DV) once in post, if required.
This post requires British nationality (some dual nationals may be ineligible) and an Enhanced Security Check (eSC)/Developed Vetting (DV)] clearance.
As the post holder will have access to very sensitive information, there are limitations on travelling to a small number of countries and we will undertake additional security checks as part of the recruitment process. Applications from candidates with close connections to certain countries may take considerably longer to process, or in some cases result in a withdrawal of an offer of employment. Further details will be provided at the conditional offer stage.
Confidentiality Agreement
Applicants should also be aware of the need to sign a confidentiality agreement on taking up the post.
Our Employee Commitments
Counter Terrorism Policing aims to create an inclusive and welcoming atmosphere and culture and an environment where all our people feel a strong sense of belonging and are able to reach their full potential. Where any group or individual can be and feel respected, supported and valued to fully participate and contribute to our mission of “Working to keep people safe from Terrorism”.
Inclusion, diversity and equality is at the front and centre of our approach to make the composition of Counter Terrorism Policing more representative of the communities we serve. As Counter Terrorism is rooted in Local Policing, to tackle today’s complex policing challenges, applications from across all communities are therefore essential and encouraged. Counter Terrorism Policing as a network is committed to ensuring that disabled people and those with long-term health conditions have the opportunities to fulfil their potential and realise their aspirations’.
Counter Terrorism Policing is committed to creating an inclusive working environment. We welcome and encourage applications from candidates who are seeking flexible working arrangements, including part time working or job share. In addition, this role has been reviewed following learning from work during the Covid pandemic and may be done in an agile manner. In the first instance, please contact the vacancy holder to discuss how such arrangements could be accommodated (where applicable).
How to apply
To begin your career at the Met, please click the "apply now" button below. The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and/or Personal Statement.
Completed applications must be submitted by 23:55 on 18th September 2025.
Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence 1 to 2 weeks after the closing date.
Following application review, successful candidates will be invited to interview. Interview dates will commence mid-end September.