GREATER MANCHESTER POLICE
JOB DESCRIPTION
POST TITLE:
Head of Organisational Development
DEPARTMENT/DIVISION/BRANCH:
People and Development
SECTION/UNIT:
People and Development Strategy Section,
Organisational Development
GRADE:
RESPONSIBLE TO:
Executive Head (People and Development Strategy)
RESPONSIBLE FOR:

AIM OF JOB:
Provide strategic direction, management and
coordination of the designated teams to meet the
needs of the force in scanning for issues of strategic
relevance to people, in scoping, designing and
developing projects to effectively deliver
organisational development
Organisational Development Consultancy Teams
To ensure delivery of OD projects and interventions
which drive and support accomplishment of GMP’s
strategic vision and builds the ongoing development of
organisational capability and effectiveness.
Support the Executive Head People Strategy in
delivering the strategic management and provision of
the force’s objectives in relation to People Strategy
MAIN DUTIES AND RESPONSIBILITIES
MANAGEMENT AND EXECUTIVE
As part of the Strategy Section Leadership Team to deliver integrated People and Development
services and:

To manage appropriately the human resources to deliver organisational development work

To manage appropriate delegated budgets to support the delivery of organisational
development work within financial procedures and to maximum effect.

To provide cover for the Executive Head, Strategy and other section colleagues, and to
represent the Branch as required at internal/external meetings, including programme boards
etc.
AREA OF ACCOUNTABILITY
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In support of the People and Development Branch to:
 Lead and coordinate the Organisational Development function of the People and
Development Branch,
Develop the People and Development Strategy and ensuring that this is supported by a second
order organisational development strategy

Develop an Organisational Development function that supports the Force vision and the
People Strategy

To ensure that the teams deliver Organisational Development project work on time, in cost
and in support of the P&D branch business plan

To develop systems and structures for providing advice and support for change
management in conjunction with People Services and Strategic Resource Management
Use programme management and project management techniques to co-ordinate Organisational
Development work and to evaluate the effectiveness of interventions and ensure appropriate
project governance

To act as a professional advisor and consultant on behalf of the People and Development
branch in conjunction with subject matter experts/ Senior users/ Business Change
Managers and project teams to the rest of the Force
Deliver bespoke OD interventions at Division and Branch level that address specific local OD needs
and are aligned with the delivering GMPs vision but are commissioned outside the business
planning process

To use quantitative and qualitative research techniques to complete the Organisational
Development projects required as well as co-ordinating external consultants as required.

To establish an effective outreach/ horizon scanning programme that ensures that OD
issues can be identified and actioned in support of strategic priorities

Makes regular and frequent opportunities for dialogue with customers across the
organisation to provide feedback and information to the People and Development Branch
and to understand key people issues and continuing to support front line delivery

To undertake corporate risk management on behalf of the People and Development Branch

Sets up and participates in multi-discipline project teams to ensure stakeholder
participation in OD work.

To liaise and benchmark externally to ensure OD solutions that are cutting edge and
forward thinking.

To advise on approaches to Workforce Development and Change Management forcewide.

To ensure effective, reward, recognition, job evaluation and appraisal systems that provide
career pathways, progression and performance management of staff within GMP.

To delvelop the Appraisal system and talent management processes to ensure that they
continue to meet the organizational needs
GENERAL
▪
To take necessary steps to ensure staff are fully trained, understand and apply relevant Force
processes and procedures in relation to the collection, recording, evaluation and/or shared of
information in compliance with the Code of Practice on Management of Police Information
2005, Data Protection Act 1998, and the Freedom of Information Act 2005 as appropriate

To comply with the requirements of GMP's policies on Drug and Alcohol testing –
requirements in respect of specific posts/ roles are described in the policies which
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are available on the Force Intranet

To promote and comply with GMP's policies on equal opportunities and health and safety both
in the delivery of services and the treatment of others.

To manage staff performance using the Performance Appraisal system, ensuring that annual
and interim meetings take place and objectives are agreed and actioned.

To be responsible for improving your performance by participating in the Performance Appraisal
process with your manager.

To carry out such other duties which are consistent with the nature, responsibilities and grading
of the post.
NOTES
This job description records the principal responsibilities of the job at the date shown. The
job description will be updated from time to time in conjunction with the post holder(s) to reflect
changes.
Head of Organisational Development v3
July 2009
POST TITLE:
Head of Organisational Development
LOCATION:
People and Development Branch
BEHAVIOURAL COMPETENCIES TO UNDERTAKE THE ROLE
Maximising potential (B)
Encourages others to learn and develop, giving them clear and direct guidance and
feedback on their performance. Encourages and supports staff, making sure they are
motivated to achieve results.
Planning and organising B
Openness to change (a)
Personal responsibility (A)
Readily accepts responsibility for self and others. Takes responsibility for managing
situations and problems. Leads by example, showing a commitment and a determination to
succeed. Continues to learn and develop.
Respect for race and diversity (A)
Understands other people’s views and takes them into account. Is tactful and diplomatic
when dealing with people, treating them with dignity and respect at all times. Understands
and is sensitive to social, cultural and racial differences
Strategic Perspective (B)
Concentrates on issues that support the broad organisational strategy. Maintains a broad
view, and understands and considers the interests and aims of other units or outside
organisations.
Community and customer focus (b)
Problem solving (A)
Applies a range of analytical techniques to understand complex information issues.
Considers a range of options and their effects. Makes strategic decisions by logically
analysing all the relevant factors.
Explanation of competency levels:
(A), (B), (C) indicates the level of competency taken from the National Competency
Framework.
All behavioural competencies will be discussed in the Performance Appraisal.
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SPECIALIST KNOWLEDGE / SKILLS AND ABILITIES
Essential
Desirable
Knowledge of Organisational Development
practices
Knowledge/experience of the police service
and/or the criminal justice process. *
Knowledge of models of Leadership and
engagement
Awareness of current developments and trends
within the police service. *
Demonstrates an appropriate management
style, which will promote team working to
achieve necessary goals.
Worked in a similar position within a large
organisation.
Demonstrates the ability to develop
quantitative and qualitative research methods,
eg surveys and focus groups.
Chartered Occupational Psychologist or
MCIPD level
Knowledge of business re-engineering and
workforce development techniques
Knowledge of Change Management
methodologies
Project management – preferably APM or
Prince
Masters level qualification in an appropriate
subject – including MBA/ Psychology/
HRM/OD
TRAINING/EXPERIENCE REQUIRED
Essential
Experience of operating at a senior level with
experience of managing diverse teams and leading
projects
Desirable
Experience of reporting to committees/
panels in a large organisation.
Experience of recruitment and selection
Experience of managing and developing a diverse
group of professional staff.
Experience of tasking and resourcing projects with a
diverse group of professional staff to deliver specific
pieces of work
Experience of financial control, budgeting
procedures, procurement and ensuring value for
money.
Experience of operating as an internal /external
consultant providing support on People and
Development issues to senior managers
Experience of implementing change. in a large
organisation
Experience of project management that includes
Head of Organisational Development
October 2008
Evidence of continuous professional
development.
substantial projects from inception to completion.
Experience of risk identification and management
Experience of working with and commissioning
partners to deliver work
Experience of managing and communicating with
senior stakeholders
OTHER REQUIREMENTS
Essential
Desirable
Keeps abreast of new Organisational
Development methodologies.
Has achieved a good attendance record.
Full UK driving licence and vehicle available for
business purposes. (a casual car user allowance
will apply)
Prepared to work flexibly at different locations
within GMP.
All essential criteria above will also be discussed in the Performance Appraisal.
The desirable criteria marked with an asterisk will be desirable at selection stage but will
become essential once in post and will be discussed in the Performance Appraisal.
Please note that we will consider making reasonable adjustments to the above, in line with
the Disability Discrimination Act.
Head of Organisational Development
October 2008