Skills and Competencies:

Essential:

• Working knowledge of Microsoft products
• Experience of working on their own initiative and within a team environment
• Experience of working with all levels of management
• Experience of working in partnership with external supplier
• Experience of using a Fleet Management System
• Ability to use external parts catalogues
• Proven experience in negotiation processes would be an advantage
• Minimum of GCSE or equivalent qualification in maths and English
• Proven verbal and written communication skills at all levels of an organisation

Desirable:

• Understanding of stock levels would be an advantage
• Knowledge of COSHH would be an advantage
• Knowledge of stock taking procedures would be an advantage.
• Proven experience in prioritisation work load  would be an advantage
• Knowledge of vehicles and vehicle parts would be an advantage

Hours:

The post holder will be contracted to work 36.5 hours per week but may have to work outside normal core hours. This role will be based in Nexus Point, Perry Barr, Bimringham.

Vetting:

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

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

Interviews:

Week Commencing 9th January 2023

Contact:

For further information please contact Stephen Looker stephen.looker@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"