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Our Vacancies

Resilience Manager

210000F2 Requisition #
Thanks for your interest in the Resilience Manager position. Unfortunately this position has been closed but you can search our 22 open jobs by clicking here.

Essential Requirements:

  • Innovative approach to building resilience
  • Creative thinker
  • Excellent negotiation and partnership relationship management.
  • Can operate in a fast paced environment
  • Research and Analytical skills
  • Organisational skills
  • Excellent communication/ presentation skills
  • Ability to prioritise work and meet critical deadlines
  • Relevant qualification in disaster management /emergency planning or equivalent in experience
  • Understanding of IT systems, particularly Word, Excel and Outlook
  • Driving Licence due to the requirement to attend meetings, conferences etc across the region
  • Understanding of CT and LRF structures and T&E responsibilities under the CCA 2004.
  • Willing to undergo SC Clearance
  • On call / cadre of specialist skills for exceptional circumstances

Desirable Requirements:

  • Member of the Emergency Planning Society
  • Project management principles
  • Have a training qualification

If you are interested to know more about the role or maybe you are unsure if you fit the criteria please send your correspondence to Head of Resilience – Kirsty Barrowman

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

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.

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