OD & Policy Officer

## OD & Policy Officer Apply locations:
HU1time type:
Full time posted on:
Posted Todaytime left to apply:
End Date: 24 August 2026 (23 days left to apply) job requisition :
JR0000903
** Number of Vacancies:
** 0
* * Time Type:
** Full time
** Worker Type:
** Regular
* * Proposed Interview Date:
** Friday, September 18, 2026
** Hours of Work:
** 37
* * Hiring Manager:
** Paul Shepherdson
** Contact Number:
*** Job Description

Summary:

** This is a Full Time Permanent Position    We have an exciting permanent opportunity for a HR professional looking to take the next step in their career and join our recently reorganised Policy, Projects and Industrial Relations Team.
We are looking for someone who holds a relevant HR/OD qualification (CIPD Level
5) and/or demonstrable experience in either HR or OD at this level and has the right skills and values to join our team and make a difference. If you feel you have the relevant skills and experience to undertake this role, we look forward to receiving your application.
Please ensure that your application demonstrates how you meet the essential criteria against the person specification as listed in the job description.
ROLE AND PURPOSE    This role is a supportive role, providing specified services within the Council to develop their workforce capability and capacity and to improve overall performance through Organisational Design and Development interventions and support to the OD & Policy Business Partner and Policy, Projects and Industrial Relations Manager to deliver a professional HR and OD service.
The key aspects of the role are:

• Facilitating the development of HR policy work, including researching and reviewing best practice and impending legislation.  
• Supporting with change management, participating in working with solutions and improvements.  
• Supporting OD & Policy Business Partner in preparing and delivering specific HR workshops/briefings.  
• Analysing and reporting on HR data.

• Participating and contributing to the job evaluation process and methodologies used   within the Council, providing advice and guidance.

• Taking new or changed proposals forward via the Industrial Relations Framework (CJCNC, IRJC as appropriate).  
• Supporting the OD & HR Officers with complex issues.  
• Supporting the OD & Policy/HR Business Partners with Organisational Design work including planning and preparing for service reviews applying the DMA design principles.  
• Effectively communicate HR policies, processes, systems and behaviours that enable services to deliver.  
• Supporting and guiding HR Officers with day-to-day HR policy and industrial relation work.
The above list is not exhaustive and highlights the key deliverables.
Maximises IT systems to capture and analysis HR information to identify trends and inform decision making about people related issues.
Develops effective working relationships with managers and builds knowledge of council services to inform the HR Business Plan.
Uses professional judgement when working closely with Senior OD & HR and Trade Union colleagues through appropriate consultation fora.
** PRINCIPAL

ACCOUNTABILITIES :
** 1. To promote and safeguard the welfare of children, young people and/or vulnerable adults
2.
** Customer Focus –
** Establish and maintain effective working relationships with senior managers to understand the people issues in services and to be able to provide constructive challenge. Provide sound OD & HR advice in relation to day-to-day policy, project and industrial relation queries. Be responsive to the situation and explore all options to seek a satisfactory resolution.

Provide advice and guidance to OD & HR and Trade Union colleagues to ensure consistent application of policies and processes throughout the Council and industrial relation queries and responses are in line with legislation and the Industrial Relations Framework. Ensure that fairness, respect and impartiality is demonstrated in all interactions.

Support the HR Policy, Projects and Industrial Relations Manager to develop interventions that maximise the capability of the Council and lead to higher Investor in People levels of accreditation.
3.
** Performance Management…