HR Policy Development Lead

Liverpool, Merseyside, England, United Kingdom +1


To be a lead advisor in HR policy review and development for DBS as we aim to be a leading-edge employer

About you:

Experience developing HR policy is essential. You will be a keen researcher who develops insight and evidence-based policy.

Creative in how you think, in a structured environment, you combine feedback from colleagues with insight to create policies that help to enhance the employee experience. Working within a new team and a changing environment you must be able to work well under pressure; using your initiative to ‘flex’ and respond positively to competing demands as we deliver our challenging and exciting DBS strategy.

If you are excited about making a real difference through HR policy, this may be the role for you.

Working as part of the OD team and with managers, colleagues and representatives across DBS, you will primarily research, develop, write, implement, and evaluate HR policies, procedures and guidance documents.

You will focus on building a suite of HR policies and procedures and shaping our approach to HR policy development. It is your role to help ensure that we have policies and procedures that make a real difference and you will be supported to do this. Whilst you will be lead advisor in this area, you will also contribute to wider HR & OD initiatives.

About the team:

Joining a newly established HR & OD team as a HR practitioner; you will help us ensure that people and their experiences of work are at the heart of what we do. It is our aim to ensure that we all have the mindset, skillset, and toolset to deliver at DBS on our public mission of making recruitment safer.


Job description

  • As the lead advisor on HR Policy Development, coordinate the policy review process for all HR policies and procedures.
  • In conjunction with colleagues across the wider HR&OD team, research, develop, write, and evaluate HR policies and procedures to ensure they align to the strategic aims of the organisation, and meet legislative requirements.
  • Undertake and coordinate research and benchmarking against other organisations to ensure that policies and procedures are fit for purpose and promote good practice.
  • Inform, engage, and consult as appropriate with the Trade Union on the development and implementation of policies and procedures with support from the OD & Change Manager.
  • Provide HR policy advice to the wider HR&OD team and stakeholders across the organisation, dealing with queries and researching policy issues.
  • Carry out equality impact assessments on all new and amended policies and procedures.
  • Work with colleagues across HR&OD to contribute to the development of supporting material for staff and line managers in the effective use of HR policies and procedure.
  • As a member of the OD team, contribute to the research and development of proposals for wider OD initiatives and undertake stakeholder engagement including gathering requirements and data, and presenting proposals. This will include undertaking external research.
  • Support continuous improvement of our HR & OD function by proactively supporting senior colleagues to review and develop HR processes and practices.
  • Engage with the development of the wider team sharing your strengths and developing your specialist HR & OD knowledge and practice.

Corporate Responsibilities

  • Produce reports for SLT on HR&OD initiatives, providing insight and making recommendations. Adhering to the relevant governance arrangements and proving reporting and information for the relevant governance groups such as People Steering Group.
  • Act as a role model for our Equality and Diversity agenda, creating an inclusive environment that is safe and trusting; where people feel valued, have a voice and act with autonomy
  • Manage health and safety issues in your area of responsibility in line with the relevant section(s) of the relevant Health and Safety Policy


  • OD Project & Change Manager

Key Relationships

The post holder will be required to establish and maintain strong, positive and effective working relationships with key stakeholders including:


  • DBS OD Suppliers where necessary


  • DBS Management Teams
  • Employee engagement and representative groups
  • HR and corporate services colleagues


As a Public Servant, you have a duty to protect official information entrusted to you. You must not give another person or organisation official or confidential information concerning DBS’ business affairs, internal processes or trade secrets to which you have access during the course of your employment. This restriction also applies after you have left the organisation.

Equal Opportunities

Comply with the DBS’s equal opportunities policies and procedures showing an understanding of and commitment to diversity, and how it applies to this role.

Health and Safety

Complying with the requirements of the Health and Safety at Work Act 1974 (and associated legislation); to take reasonable care of yourself and others, including those employees under your direction at work.



  • Hold or be working towards a CIPD level 5 qualification or have equivalent successful professional experience.



  • Experience of HR policy development and implementation.
  • Experience of researching best practice through external resources and networks.
  • Evidence of effective stakeholder management, including engaging and consulting at senior levels.


  • Experience of developing organisation wide HR/OD/change initiatives.
  • Experience of working with Trade Unions.
  • Experienced operating in a regulatory agency or non-departmental public body (NDPB).

Skills and Personal Qualities


  • Ability to write effective, easy to follow, clear and accurate policy and supporting documentation.
  • Ability to work in a complex and varied environment.
  • Effective presentation skills with the ability to present information in a simple and compelling manner to aid understanding for a variety of audiences.


  • Awareness of project methodology and Organisational Development approaches and methodologies.



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

  • Changing and Improving
  • Communicating and Influencing
  • Working Together


The DBS offers a number of excellent benefits for its employees. These can include:

Generous annual leave entitlement;

Excellent maternity, paternity and adoption schemes (after a qualifying period);

Commitment to the health and wellbeing of our employees;

Employee Assistance Programme;

Flexible working opportunities;

Eyecare voucher scheme;

Occupational Health Service including referrals for counselling and physiotherapy;

24/7 Counselling and Wellbeing Service

The DBS vision and purpose is to make people safer by being a visible, trusted and influential organisation, providing an outstanding quality of service to all our customers and partners, where our people understand the important safeguarding contributions they make and feel proud to work here. To do this, the DBS is committed to being an employer that is able to attract, develop, retain and engage diverse talent that is representative of the communities we serve, and to be an organisation providing outstanding service to all our existing and new customers, who are diverse and have a range of different needs. We want all our staff to be able to bring their ‘whole self’ to work.

Things you need to know


Successful candidates must pass a disclosure and barring security check.

People working with government assets must complete basic personnel security standard checks.

Selection process details

This vacancy is using Success Profiles, and will assess your Behaviours and Experience.

To apply for this post, please provide a CV together with a suitability statement (750 max) outlining how your skills, experience and qualifications meet the requirements of the role, including all essential and desirable criteria, and the key responsibilities. 

If successful at sift, you will be invited to an Interview process that begins with a short 10 minute Presentation, measured against some element of the essential criteria. The topic of the Presentation will be sent out at invite to interview stage.

The interview will then proceed into behaviour based questions on the following behaviours:

- Changing & Improving

- Communicating & Influencing

- Working Together

There will also be probing questions on your experience side of the essential criteria.

*Interviews are likely to be held via Microsoft Teams*


Advert closing date: 14/08/2022

Sift: Week commencing: 15/08/2022

Interview: Week commencing: 22/08/2022

Please note, the above dates are subject to change without prior notice.

Feedback will only be provided if you attend an interview or assessment.

Nationality requirements

This job is broadly open to the following groups:

  • UK nationals
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the Republic of Ireland
  • nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)
  • relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
  • relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
  • certain family members of the relevant EU, EEA, Swiss or Turkish nationals

Further information on nationality requirements

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles.

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

£36,645 - £42,015

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