Digital Communications Assistant (Corporate Comms

Prospective 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.

Working as part of our force Corporate Communications Department the role will contribute to delivering creative, collaborative and innovative digital communications. This will particularly focus on hyper-targeted, localised messaging that supports operational priorities, reaching and engaging with new and diverse audiences.

Working within our diverse and talented Digital Production and Content Team, the Digital Communications Assistant will plan, produce and implement content that engages key audiences, ensuring outcome-focused, effective communications across a variety of channels, evaluating performance to improve engagement.

Create and deliver digital content

A core focus of the role is supporting the production of engaging digital content across multiple channels, including social media, websites, internal communications, and community engagement platforms. This will include working with colleagues on social media and web content, photography, videography, and graphic design. The role is responsible for creating audience focused content that builds trust and confidence in the organisation.

Platform maintenance and service support

Supporting the ongoing maintenance of the force’s websites, intranet, and community platforms. Assisting with internal enquiries, content capture opportunities in various settings, and offering on-set support for Multimedia Designers (including handling lighting, equipment and talent coordination).

Asset management and equipment maintenance

Tagging, organising, and managing the department’s digital content libraries, archives, and campaigns catalogue for easy future access. Maintaining and storing, camera, lighting, and audio equipment under the instruction of the multimedia designers.

Performance monitoring and evaluation

Support the monitoring and evaluation of digital communications activity across a range of channels. Analyse engagement metrics, audience sentiment, and channel performance to identify risks, opportunities, and areas for improvement. Assist in producing performance insights and recommendations that contribute to the continuous improvement of communications activity and help measure the impact of campaigns and content.

Research and insight

Support the development of audience focused communications by conducting research into audience behaviours, stakeholder needs, and digital communication trends. Assist in gathering and analysing insight to inform content planning, channel selection, and campaign development. Monitor emerging communications best practice and identify opportunities to improve audience engagement and support organisational objectives.

Monday - Friday, 0800 - 1600 (36.5 hours), a degree of flexibility may be required.

Lloyd House, B4 6AT

N/A

W/C 5th October / 12th October

Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearancescrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a hearing test.

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”