Job Title: NPCC HR and Resourcing Manager

Salary: The starting salary is £ 48,995, which includes allowances totalling £3,009.

The salary is broken down as £ 45,986, basic salary, which will increase annually until you reach the top of the scale £54,863. Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.

Location: Remote working nationally within UK. NPCC is currently based in close proximity to St James Park underground station, London and therefore occasional travel will be required to this premise and other Police locations across the UK. We encourage applications from candidates living across the UK. Further details on flexible arrangements will be discussed at interview stage.

Contract – Fixed Term Contract until 31/03/2027 (with the potential for further extension subject to funding and performance).

THE NATIONAL POLICE CHIEFS’ COUNCIL (NPCC)

Policing is operating in a time of global change and uncertainty, the public and our staff need a service which is responsive, able to tackle future challenges and embrace opportunity.

The National Police Chiefs’ Council (NPCC) brings UK police leaders together to set direction in policing and drive progress for the public.

We achieve this through:

Coordination – by joining up the operational response to critical national policing issues to deliver policing today and shape the future.
Collaboration – by working in partnership as part of the whole policing system and beyond to improve public safety.
Communication – by sharing the collective expertise, views and action of UK police chiefs.

NPCC HR TEAM

The NPCC HR function provides strategic leadership and end‑to‑end HR and resourcing services that enable the organisation to meet its workforce, governance and policing priorities. It delivers expert support across recruitment, workforce planning, onboarding, employee relations, policy development, HR operations and contractual management for a diverse workforce operating across multiple forces and contract types. Through continuous improvement, data‑driven insight and collaborative working with the MPS, SSCL and wider policing partners, NPCC HR sustains

THE ROLE

The HR and Resourcing Manager is a strategic and tactical role reporting into the Head of HR Operations/HR Business Partner. The postholder will work closely and collaboratively with Hiring Managers, the NPCC Senior Leader Team, HR Business Partners, and Outsourced Providers in the delivery of staff and senior staff recruitment activity. They protect the process and manage the recruitment engine by being a subject matter expert in understanding the NPCC business and operational recruitment needs, evaluating and assessing solutions whilst delivering a fair and transparent process.

The successful candidate would need to have the following experiences and skills:

CIPD level 5 qualified / equivalent accreditation or equivalent professional experience.  Good practical knowledge of the range of tools and techniques available to Hiring Managers to make successful and robust recruitment and selection decisions.
Good practical knowledge of the range of tools and techniques available to Hiring Managers to make successful and robust recruitment and selection decisions.
Highly developed interpersonal skills with the ability to establish cohesive relationships and act with integrity when dealing with stakeholders, including senior managers, across a business area.
Able to interpret the overall business demands, understand the scope for delivery and balance these with the NPCC processes and procedures.
Experience of implementing targeted recruitment and selection campaigns processes to address business challenges, for example to delivering high quality candidates for specialist or/ hard to fill roles.

EMPLOYEE BENEFITS - If you join and work for us, you will get access to:

A competitive salary with yearly increments.
Support networks, free Employees' Assistance Programme, Occupational Health and wellbeing services.
Flexitime, with the ability to undertake your hours flexibly and in line with business need.
Hybrid working, with the ability to work remotely dependent on role.
Competitive pension scheme.
Company sick pay.
Job related equipment supplied
Specialist equipment supplied, under Occupational Health referral
Access to the Blue Light Card Scheme for discounts and services (requires a one-off payment of £5).
Development, coaching and mentoring opportunities available.
Supportive and flexible onboarding plan, including regular check-ins throughout your initial period of joining us to ensure you are up to speed with the role and getting the support you need.

VETTING

Applicants must hold or be prepared to undergo NPPV2 / RV and CTC level before taking up the post.

APPLICATION REQUIREMENTS

Please provide a CV and evidence against the following competencies, (350 words maximum per competency) which are based on the knowledge, skills and experience set out in the job description and the competencies in the Competency and Values Framework (CVF).

Please note:

CVs will not be reviewed at the initial application stage.
Progression to the next stage is based solely on CVF competency responses.
CVs will be shared with the Hiring Manager only after interview candidates have been confirmed.

Please note, the job description is used as a framework to review and manage performance when an individual is in post, and therefore not all knowledge, skills and experience are required from the outset. We are looking for someone who can demonstrate some of these and is willing to learn and achieve objectives set.

We deliver support and inspire, Level 2- Describe your experience of managing or supporting a significant change within an organisation that impacted people, roles or ways of working (for example, restructures, TUPE/transition activity, service redesign or new operating models). What was your role and how did you ensure engagement and successful delivery?
We are emotionally aware, Level 2 - Describe a situation where you had to manage conflicting views or challenge a hiring manager or senior stakeholder about a recruitment or selection approach. How did you handle the conversation and what was the outcome? 
We take ownership, Level 2 - Describe a time when you took personal responsibility for delivering a complex resourcing or recruitment project with competing priorities and tight deadlines. How did you plan the work, manage risks, and ensure successful outcomes?

Should you want to know more about the role, we would strongly encourage you contact hr-recruitment@npcc.police.uk to arrange an informal conversation.

Please do not attach 2 copies of your CV.

REASONABLE ADJUSMENTS

We are committed to inclusive recruitment and support reasonable adjustments in line with the Equality Act 2010. If you require adjustments (e.g. assistive technology, extra time, or advance questions), please let us know in advance.

FAIR RECRUITMENT

To ensure fairness, interviews and assessments must be completed independently. The use of Artificial Intelligence (AI) or external assistance during these stages is not permitted. AI may be used to help prepare your application, provided the content is honest and reflects your own experience.

Candidates found using unauthorised tools during interviews will be withdrawn from the process. We value integrity, transparency, and personal accountability. Demonstrating these qualities throughout the recruitment process is essential.

ADDITIONAL INFORMATION

Occasional national travel may be required. Travel expenses will be paid if location allowance is not being received, or when travel falls outside of the home to work journey. NPCC will pay for overnight accommodation if required.

The Metropolitan Police manage HR for NPCC recruitment.

Completed applications must be submitted by 23:55 on 24/05/2026

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 25/05/2026

Following application review, successful candidates will be invited to interview. Interview dates will commence 7 days after sift.

Met candidates applying for a secondment opportunity must also make the Met HR Secondments Unit aware via HRMailbox-.SecondmentsUnit@met.police.uk so they can track applications made by their staff.

This role is open to external candidates as a fixed term contract, anyone who is an existing Met employee will be processed as a secondee.

Please note that if you are applying as a secondee from another national police force or government organisation, please contact HR-Recruitment@npcc.police.uk, do not apply online via Oleeo. Online applications will only be accepted for external candidates, or existing Met employees. If you are external to policing, please ensure you apply through the External Oleeo link available via - https://www.met.police.uk/police-forces/metropolitan-police/areas/c/careers/police-staff-roles/police-staff-vacancies/.

Anyone applying on a secondment basis, must seek Chief Officer Group and HR Business Partner support before applying. Applicants must also discuss with their Senior Leadership team their intentions to apply for a role within NPCC.

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