NCA Human Resources aims to create a proud workforce that feels empowered and enabled to lead today, at the same time as building capability for tomorrow. To be effective in our work we are investing in our people and recognising operational success is achieved through the hard work, expertise and commitment of our people.
To adapt to the serious and organised crime threat, NCA HR is undertaking an ambitious programme to transform the function and changing how we work. Our vision is to deliver a new HR operating model and transform the way we recruit and develop people. This includes a new model for learning, a stronger approach to workforce planning and compelling people deal.
Business Areas
HR Recruitment
Recruitment and Onboarding work together to build a diverse and resilient workforce of skilled professionals dedicated to protecting the public against serious and organised crime, through innovative and inclusive people services. To achieve this Recruitment and Onboarding is going through an ambitious transformation to improve the candidate experience, from attraction to joining the NCA. We are also reviewing how we interact with the labour market to attract and acquire talented individuals from diverse backgrounds.
Specialist Services
Specialist Services is an essential function ensuring people practices are safe, legal and compliant through policy development and management to providing a legal support service for the business. To safeguard both officers and the NCA in employee relations activities, specialist services have distinguished teams ensuring expert advice is provided to all stakeholders.
Partnering and Leadership
Partnering and Leadership is the integral link between HR and the wider business through collaboration at senior leadership level to integrate business needs and strategic objectives. Together, Partnering and Leadership champion NCA values, inclusion and engagement to drive the "One NCA" culture, through working with senior leaders and supporting them by providing talent programmes, advice and coaching.
Culture and EDI
Diversity, alongside inclusion, is critical to the NCA achieving its mission to be an inclusive employer. The Agency recognises that it needs a workforce from different backgrounds, with different perspectives and new ways of thinking to ensure that we effectively lead the fight against serious and organised crime. It is an important element of our business and links into our Inclusion and Culture Strategy, underpinned by our People Strategy.
HR Directorate Centre
The HR Directorate Centre includes the main front door for HR to the internal customers within the Agency and provides a coordinating two-way interface in relation to HR engaging with the governance of the Agency, whilst providing support to HR’s senior leadership team. The Directorate Centre also provides a people data analysis and reporting function, as well as the management of ResourceLink (HR system), which includes delivering functional improvements and supporting the Agency in moving to its future strategic HR technological solution.
Learning Development and Talent
The Learning Development and Talent (LD&T) purpose is directly linked to the NCA Strategy of growing a highly skilled workforce by ensuring all training needs are met and officers are provided with opportunities to develop. LD&T delivers a vast portfolio of learning from niche training delivered by in-house trainers with operational experience to talent programmes that support the workforce in their personal or professional development. To achieve this, the team comprises of Learning and Development professionals with a varied skill set to analyse and identify skill gaps; evaluate the impact of training; design and review training material; harness technology to expand access to digital learning; and source external talent programmes to empower and support under represented individuals.
Clinical Services and Wellbeing
Clinical Services and Wellbeing teams are dedicated in providing a comprehensive occupational health and wellbeing service to enable our officers in delivering the NCA mission of protecting the public from serious and organised crime. The combined work of clinical services and wellbeing is essential in supporting the whole workforce to ensure they are physically and mentally capable to carry out their roles. Due to the nature of the work operational NCA officers carry out, it is imperative they have access to wrap around support, especially in the mentally demanding, sensitive and challenging roles.
HR Pay and Reward
HR Pay and Reward is an essential function in ensuring pay and benefit packages align with the "One NCA" culture whilst also considering the need for SPOT rate roles to assist the NCA in achieving it's mission in protecting people from serious and organised crime. This is achieved through benchmarking data, insights and legislation to ensure packages are fair, inequitable, competitive and legal.
HR Strategic Workforce Planning & ATS
The Strategic Workforce Planning team anticipates and prepares the NCA's current and future workforce needs. The team analyses current capabilities, forecasts requirements and supports NCA priorities in building a highly skilled and agile workforce.
The team maintain establishment control, applying governance frameworks and engaging stakeholders ensuring compliance and effectiveness, whilst considering external trends and internal changes for an adaptable workforce.
The team creates analytical products, feeding into Operational Workforce Plans, informing SLT decision-making, with additional focus placed on diversity and inclusion metrics to ensure a well-rounded, innovative workforce, reflecting both the NCA’s values and the public we serve.
Operational Standards, Capability and Assessment Unit (OSCAU)
OSCAU is responsible for driving up standards across the NCA by delivering a professional and independent Quality Assurance process for Investigation and Intelligence work.
