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Community Engagement Advisor (Permanent)- HC619195

Job Details

 

 

Are you a great communicator with the ability to adapt to continuous change?

 

If so, then we are looking for you to join a role that builds trust and connections within the community and help HIOWC increase diversity within the force.

 

 

 

Job Title:  Community Engagement Advisor - HC619195

 

Location: East of County

 

Salary: Scale 6, £30,783 - £32,772 per annum

 

Hours: 37 hours per week (These can be flexible and may occasionally include weekends and split shifts)

 

Contract: Permanent

 

Closing Date: Sunday 24th November 2024 at 23.59 hours

 

 

What is the role?

 

 

 

 

We need someone to work in various locations within the east of the County. This role will provide support to local schools and community groups, organise community engagement events and workshops for potential applicants, as well as supporting the force internally to achieve its goals. You should be able to talk sensitively to people about community issues and events occurring abroad which may have an impact on that community and have the ability to become the link between them and HIOWC.

 

You will need to be flexible in your workload as you take on a variety of different tasks, meetings and organised workshops to support the recruitment, retention and progression of current and future staff members.

 

On occasion you will be required to work pre-scheduled weekends.

 

 If this sounds like an exciting opportunity for you then please click here for further information.

 

Essential Qualifications

 

 

Educated to QCF Level 2 three passes to include English and Maths OR work experience deemed to have brought the post-holder to a comparable level.

 

Essential Experience

 

 

Experience of working with minority or faith groups

 

Experience of partnership and multi-agency work

 

Experience of managing long-term community engagement and problem solving

Contact details for an informal discussion

 

 

If you would like to discuss this role further, please contact the Positive Action Team at: positive.action@hampshire.police.uk.

For general queries, please contact the Recruitment Team at police.recruitment@hampshire.police.uk or on 02380 451611.

 

Or for general queries please contact the Recruitment Team at police.recruitment@hampshire.police.uk or on 02380 451611

 

 


Please note that the email address you supply when submitting an application will be used for contact throughout the full lifecycle of that vacancy. You will not be able to amend your contact details. You should therefore ensure that you choose an appropriately accessible email address, being mindful that the process may take several months for some roles.


Hampshire and Isle of Wight Constabulary is an inclusive employer and strives to have a workforce representative of the communities we police and serve. We recognise that we are not fully representative and are working to address this imbalance through a variety of initiatives.

Hampshire & Isle of Wight Constabulary is an equal opportunities employer that positively promotes flexible working, enabling officers and staff to achieve a healthy work-life balance whilst meeting operational requirements of the constabulary. We actively encourage applications to be made on a full time, part time or flexible working basis.

The Equality Act 2010 allows us to promote equality within Hampshire and Isle of Wight Constabulary by adopting Positive Action to support people from under-represented groups. Our aim is to recruit talented people with a diverse range of skills and experience and welcome applications from all sections of the community. Our Positive Action team are available to provide support through the application and assessment process by contacting: positive.action@hampshire.pnn.police.uk

The Disability Confident campaign aims to remove barriers, increase understanding and ensure that people have opportunities to fulfil their potential and realise their aspirations. We will accommodate requests for reasonable adjustments where possible throughout our recruitment and promotions processes and encourage anyone requiring reasonable adjustments to disclose this at the earliest opportunity.

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