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.
About the role
Risk and Assurance Lead - Police Staff
Help shape organisational improvement, governance and accountability across one of the UK's largest police forces.
We are looking for an experienced and strategic Risk and Assurance Lead to join our Corporate Development team within West Midlands Police.
This is a unique opportunity to play a key role in strengthening organisational governance, driving continuous improvement and supporting how the force responds to risk, scrutiny and public accountability.
Working closely with senior leaders, internal departments and external oversight bodies, you will help design and deliver assurance activity that supports organisational performance, learning and long-term improvement across the force.
This role is ideal for someone who enjoys navigating complex environments, influencing senior stakeholders and leading meaningful improvement activity within a regulated or governance-focused setting.
Key Responsibilities
- Lead and develop assurance and risk management activity across the organisation, helping to strengthen governance, accountability and continuous improvement.
- Build and maintain strong working relationships with senior internal stakeholders and external regulatory and oversight bodies.
- Produce high-quality reports, briefings and governance updates for executive leaders and senior committees, providing insight and recommendations on organisational risk, assurance and performance.
- Oversee assurance tracking, recommendation monitoring and organisational learning activity to ensure improvements are implemented effectively and risks are managed appropriately.
- Identify trends, themes and opportunities across multiple workstreams to support strategic decision-making, improve organisational resilience and drive long-term improvement.
Click here to view a testimonial from one the team.
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
• Comprehensive benefits including pension, Blue Light Card, and employee assistance programme.
Selection Process
The selection process for this role will consist of the following elements:
- Initial Application
- Shortlisting
- In-person Interview
Closing date: Tuesday 9th June 2026
Interview Dates: W.C 22nd June 2026
Important Information
Vetting: Successful applicants will be required to pass Recruitment/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 you successfully passing medical checks, which may include a drug and hearing test.
Additional Information
Location: Lloyd House, B4 6AT
Hours: Monday - Friday 0800-1600, Hybrid working
Contact: For further information please contact careers@westmidlands.police.uk
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"
