IOPC

The IOPC’s Legal Services is headed by IOPC General Counsel and reports to the Deputy Director General Corporate Services.  Our lawyers play an active and important role in all of the organisation’s work.  They advise colleagues in our Operations Directorate in relation to the exercise of their powers and police misconduct decision-making.  They also represent the IOPC in legal proceedings (e.g. judicial review, inquests and police misconduct proceedings).  They advise colleagues in the Strategy and Impact Directorate contributing to the development of organisational policy.  Much of our work is high profile and lawyers are often called upon for advice on extremely sensitive matters which are subject to intense media scrutiny.

The Presenting Unit is a specialist in-house multi-disciplinary team which is part of Legal Services at the IOPC with responsibility for presenting cases at police misconduct hearings.

What you will need

Experience

• Post qualification experience in at least one relevant areas of law – these include criminal law, police law, coronial law, professional disciplinary and regulatory law, public and administrative law and human rights law.
• Experience of advising on complex issues.
• Experience of handling substantial and complex cases.
• Strong analytical skills with the ability to master new material rapidly.
• Excellent oral and written communication skills.
• Problem solving skills.
• Approachable and constructive.
• A good team worker but also able to work independently.

   

Desirable

• Experience of litigation
• Knowledge of FoI/DPA/GDPR matters
• Knowledge of complaints systems and handling
• Experience of presenting cases at professional disciplinary proceedings

Technical

• Qualified solicitor or barrister entitled to practice in England and Wales.
  

What we offer

• 27.5 days paid annual leave (increasing with service to 32.5 days)
• options to carry over, buy or sell annual leave
• Civil Service pension
• PAM employee assistance programme
• Access to Civil Service Sports Council (CSSC) membership
• staff networks focussed on each of the protected characteristics – run for staff, by staff
• flexible working options
  

About the IOPC

As a totally independent body, not part of the police or government, we oversee the police complaints system in England and Wales. As well as setting the standards the police should apply when handling complaints, we investigate and make decisions on some of the UK’s most sensitive cases, including where police action may have led to death or serious injury.

Behaviours

We'll assess you against these behaviours during the selection process:

• Seeing the Big Picture
• Making Effective Decisions
• Communicating and Influencing
• Managing a Quality Service
• Working Together
• Delivering at Pace
  

This vacancy is using Success Profiles, to find out more, please click here. Throughout the recruitment process we will assess your Experience, Behaviours, Strengths and Values. As part of the application process you will be asked to complete 4 sift stage questions based on the essential criteria. 

This advert may close early due to high applications

Working Conditions

Making the IOPC a great place to work is one of key priorities. We are pleased to offer a unique hybrid working model based on business needs balanced with the needs of our colleagues. Our business need framework guides our decisions about when it is best to work onsite (in our offices or other appropriate locations) to complete tasks most effectively or when to work remotely, offering colleagues flexibility to work where they feel most productive and supporting work-life balance. The model also encourages staff to feel welcome at the IOPC by ensuring we have opportunities to work face-to-face as teams. We will adhere to government guidelines particularly where we are encouraged to work from home where possible.

When the government encourages us to work from home, your first day will be conducted remotely with equipment delivered to your home address prior to your first working day. Only when safe to do so and when the government allows office working to be more regular can you expect to be greeted in your local office on your first day to meet your line manager. There will also be occasions to meet your team in person throughout the year.

Additional information

The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions. The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.

Any move to Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Be yourself.

The diversity of our staff is one of our key strengths. We welcome applications regardless of age, gender identity, disability, race, sexual orientation, socio-economic status, sex, marital or civil partnership status, parental status, religion or belief.

We’re building a culture where difference is valued. Be a part of it.

At the IOPC, we are committed to building a workforce which reflects the diversity of the communities in which we serve. A more inclusive workforce enables us to be a more effective and efficient organisation, better understand and respond to the needs of our communities.

Positive action as detailed in the Equality Act 2010, allows us to use measures designed to help improve equality in the workplace, and create a level playing field for all, whilst still employing everyone based on merit. Our workforce profile data shows that Black, Asian and Ethnic Minorities are under-represented in the Legal Department.

This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process

Reasonable adjustment

If you need a change to be made so that you can make your application, you should:

Contact humanresources@policeconduct.gov.uk as soon as possible before the closing date to discuss your needs.

Complete the “Additional requirements”  section of your application form to tell us what changes or help you might need further on in the recruitment process.

 TO APPLY CLICK HERE