Management Accountant

The Finance department forms a critical function in the organisation to ensure that funding is best utilised to provide the best quality policing service to the people of Hertfordshire. As the Management Accountant managing the Management Accounting team of 3 to 4 people, you will play a pivotal role both within the Finance department and the wider organisation, bringing together both financial and performance data from operational units, providing insightful corporate financial reporting and help to ensure the Constabulary's resources are being allocated efficiently and effectively. This role will work closely with the newly incorporated Finance Business Partner team to ensure the strategic aims of the Constabulary are balanced with financial resilience and integrity.

Please note, if this is a paid role and the role is part time then the salary quoted will be pro rata based on the hours worked per annum.
Hours / Week 1
37
Closing Date, For 2024/25, the Constabulary has a gross revenue budget of £294m, a capital budget of £25m and, at the end of March 2024, employed full time equivalent of 2,421 police officers, 153 Police Community Support Officers and 1499 Police Staff., If you are looking for a fresh challenge which offers a genuine opportunity to make a real difference to people's lives, variety and the chance to broaden your experience, then we are the force for you.
Benefits include:

• Access to the local government pension scheme (police staff) or Police pension scheme (Police officers) including career average, employer contributions and death in service.


• Paid leave days depending on force and length of service (police staff - 24 to 33 days, police officers 22 to 30 days).


• Paid sick leave of six months full pay and six months half pay (depending on service).


• Occupational maternity, adoption, and paternity pay (dependent on service).


• Carers and discretionary leave.


• Flexible working arrangements including compressed hours, flexible shifts, job share, annualised hours and agile working (depending on role requirements).


• Gym facilities, weekly yoga classes, exercise classes, squash facilities, exercise space etc. are available (depending on location).


• Each force has its own sports or sports and social club, offering discounts, trips, and events.


• Cycle to Work scheme.


• Access to Blue Light Card providing discounts to Emergency Services on the high street and online.


• Access to Police Mutual providing financial support including savings plans, insurance, breakdown cover, loans and independent financial advice.


• Employee Assistance Programme.


• Various support groups including Black and Minority Ethnic (BME) Support Group, Christian Police Association (CPA), Disability Awareness Network (DAWN), Lesbian, gay, bi-sexual & transgender (LGBT), Menopause Action Group, Police Chaplains.


• Access to a Trade Union (UNISON)/Staff Association (Federation).


• The Backup Buddy Police Support app is designed to help with mental health issues and gives practical advice and support as well as a range of podcasts.


• Opportunities for development and further study including Further You Talent Management, Be You BCH Senior Leadership Programme, and supervisory leadership workshops.


Equality, Diversity and Inclusion

We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from Black, Asian and Minority Ethnic communities, people of all ages, abilities, faiths, religions and gender, LGBT communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve.

All applications will be treated on merit, based on the evidence provided in your application and suitability for the role you have applied for.

Flexible Working

All requests for flexible working patterns will be considered and will be dependent on the role.

Recruitment and Selection Policy

Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.

Police Barred and Advisory Lists

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.

Vetting and Safeguarding

We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references.
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