Environment and Sustainability Manager-Fixed Term Contract/Secondment until April 2024

Skills and Competencies:

Essential:

• A degree level professional qualification and proven ability to deliver environmental and sustainability performance improvements
• Ability to effectively influence, lead, develop and implement change
• Proven ability to devise and implement new working practices, policies, procedures and reporting to improve environmental compliance
• A strong knowledge and understanding of current best practice with subject matter expertise in one or more of the following areas – environmental management, carbon/energy management, waste management, sustainable procurement, engagement and behaviour change.
• Ability to engage with stakeholders and customers at all levels
• Ability and experience to successfully manage and deliver projects
• Proven ability to deliver results through people and to lead performance
• Effective communication and presentation skills
• Ability to work under pressure with competing demands

Desirable:

• Professional Qualification in Environmental Management
• Up to date knowledge of current legislation, regulations, guidance and publications
• Previous employment experience in a large and complex organisation
• Experience of managing external consultants and contracts
• Good working knowledge of business operating and supply procedures

Secondment Statements:

Secondment Policy: (paragraph 7.3)

For the duration of the secondment, you will be paid at the appropriate rate for the role that you are seconded into. In general terms, the expectation is that this will be the bottom spinal column point for the appropriate grade, as per our standard recruitment process.

The only exception to this is where you are seconded to a role of the same grade, in which case your substantive spinal column point should continue to be paid. Where you or your manager feel that you have relevant skills and experience for the role which would require consideration of a higher spinal column point, a salary justification form will need to be completed and sent to the Reward Team for review and consideration in line with usual recruitment processes.

If you are seconded into a role of a lower grade than your substantive post, you will receive the maximum spinal column point for that grade. Shift allowances and payments for unsociable or weekend working will only be paid as applicable to the role that you are seconded into (at the applicable rate). In other words, if you receive shift allowance in your substantive role, however the role that you are seconded into doesn’t attract a shift allowance you will not receive this for the duration of the secondment.

To view the full Secondment Policy please visit: https://es-one-stop-shop.custhelp.com/app/hubs/policy#acting_up

If you are considering applying for this secondment opportunity, please discuss it with your line manager to ensure that you will be released from your current role, should you be successful.

Hours/Location:

Mon-Friday flexible working 36.5 hours

Base - Lloyd House / Logistics Centre Perry Barr / Hybrid

Vetting:

Successful applicants will be required to pass Management Vetting and Security Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Interviews:

Interviews to take place on the 3rd March 2023

Contact:

For further information please contact Jemma Hodgson jemma.hodgson@westmidlands.police.uk

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"