Vendor Scheme Co-ordinator (Secondment/Fixed Term)

🔍 BIRMINGHAM, United Kingdom

📁: Operational

📅   : 210000GY Requisition #

📅   : Sep 16, 2021 Post Date

Thanks for your interest in the Vendor Scheme Co-ordinator (Secondment/Fixed Term) position. Unfortunately this position has been closed but you can search our 4 open jobs by clicking here.

You will:

Essential Skills

Have a credible background within protective security or security assessments within the last 2 years.
Attend all mandatory training required for the role.
Excellent communication and interpersonal skills with an ability to develop and sustain a range of partnership and stakeholder relationships.
Competent in producing written reports and spreadsheets
Able to use influencing techniques and methods to successfully negotiate, collaborate and/or effect change
Knowledgeable and competent in the use of Microsoft Outlook, Excel, Word & PowerPoint
Ability to work on own initiative and prioritise tasks

Desirable Skills

Hold a level 4 qualification in Crime prevention which was delivered by either the collage of policing or PCPI
Be part of the security institute ASIS international.
Good operational understanding of security principles
The successful applicant will be expected to commit to remain in the role until the delivery of the Commonwealth Games in August 2022 and for post event reporting (unless there are exceptional circumstances).

The successful applicant will be subject to appropriate vetting.

The post will predominately be based at various Birmingham locations.

Interviews will be held on Thursday 13^th October 2021

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.