HR Recruitment Administrator - Cambs

Cambridgeshire Constabulary
Permanent
Full Time
Human Resources
Titan Court Hatfield
Scale 4
£27,204

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.

37

01/02/2026, 23:55

We have an exciting opportunity to join the BCH Recruitment Team!

This role offers variety and impact, covering a wide range of recruitment processes from application through to induction across Bedfordshire Police, Hertfordshire, and Cambridgeshire Constabularies. The role will be based and Titan Court Hatfield temporarily whilst our new Hertfordshire WGC HQ is currently under construction and due to finish in 2026.

As a key point of contact for candidates, you’ll ensure timely updates and clear communication throughout their journey. You will play a vital role in supporting diverse recruitment campaigns, including police officers, staff, transferees, and ERSOU recruitment.

Key responsibilities will include, but are not limited to:

  • Providing effective administration to keep recruitment processes running smoothly, including advertising positions, pre-selecting candidates, handling queries, arranging assessments, and using HR systems to track applications and set up new starters.
  • Identifying opportunities to improve existing recruitment processes and enhance service delivery.
  • Acting as the face of our Constabularies for candidates from application through to joining BCH—engaging with professionalism and enthusiasm to give candidates confidence that this is the right organisation and role for them.
  • Working proactively with hiring managers to ensure a clear understanding of recruitment requirements and their responsibilities throughout the process.
  • Taking ownership of improving processes and ways of working, optimising digital technology to deliver a better end-user experience.
  • Supporting recruitment information events where required.
  • Collaborating closely with the HR Transactions and Contracts teams to ensure offer letters and contracts are accurate and relevant for candidates.

This is a fantastic opportunity to make a real difference by shaping the candidate experience and supporting the recruitment of exceptional people into our organisation.

For further information, please contact Recruitment Team Leader Jessica Tuck at jessica.tuck@herts.police.uk.

Additional Advert Information 

  • Internal Applicants 
    To apply for this role, internal applicants must have successfully completed their probationary period. 
    If you qualify as an internal candidate within the advertising force, you may upload either your CV or the internal role summary form attached to this advert. Please note that if you are applying as an internal candidate already in a collaborated unit you will stay on your current forces terms and conditions.
  • Vetting Process 
    Please note that, as part of the vetting process, the BCH Vetting Unit may need to contact your current line manager for a Supervisor Appraisal. This requirement aligns with the 2025 National Guidelines for Vetting (APP 6.5.18). 
    Examples of when this may apply include: 
  • Transferring to another force 
  • Renewing vetting clearance 
  • Moving into a role requiring MV clearance (even if you currently hold MV clearance) 
  • Moving into or working in a role involving close contact with vulnerable individuals 

If any of the above apply to you, please expect your line manager to be contacted when you submit your vetting application. 

  • Redeployment and Redundancy 
    This vacancy is open to employees at risk of redundancy and will remain available to redeployees until a final offer has been agreed and accepted. 
    Redeployees at risk of redundancy will take priority over all other applicants at any stage of the recruitment process. If successful, redeployees will remain on their home force’s terms and conditions. 
  • Role Profile 
    We recommend downloading and saving a copy of the role profile, as it will no longer be accessible once the advert closes. 
  • Commitment to Inclusion 
    As a Disability Confident Leader, we are committed to creating an inclusive workplace where everyone feels respected, valued, and able to be themselves. We provide workplace adjustments wherever needed so that all colleagues can thrive. 
    If you have a disability and meet the minimum criteria for the role, you will be guaranteed an interview under the Offer an Interview Scheme. 

 


Help us deliver outstanding policing for everyone.
We believe that to serve our communities effectively, we need people from all backgrounds, bringing a wide range of life and professional experiences. This helps us reflect the communities we serve and ensures we deliver the best possible service.


Why Choose a Career in Policing?
Cambridgeshire Constabulary is recognised as a pioneering and forward-thinking service, responsible for policing a large, diverse, and multicultural population.

If you're looking for a meaningful and rewarding career—where you can make a real difference, take on new challenges, and gain a wide variety of experiences—then we want to hear from you.


What We Offer
We’re proud to support our people with a comprehensive benefits package, including:

  • Pension Schemes: Access to the Local Government Pension Scheme, with employer contributions and death-in-service benefits.
  • Generous Annual Leave: 24 to 33 days (depending on rank and length of service).
  • Sick Pay: Up to six months full pay and six months half pay (depending on service).
  • Family Leave: Occupational maternity, adoption, and paternity pay (depending on service).
  • Carers and Discretionary Leave
  • Flexible Working: Including compressed hours, flexible shifts, job sharing, annualised hours, and agile working (role dependent).
  • Wellbeing Support: Local wellbeing teams, on-site gym facilities and exercise classes (location dependent).
  • Sports & Social Clubs: Enjoy discounts, trips, and events through our dedicated clubs.
  • Cycle to Work Scheme
  • Blue Light Card App: Option to sign up for discounts in-store and online for emergency service workers.
  • Financial Support: Access to Police Mutual for savings plans, insurance, loans, and independent financial advice.
  • Employee Assistance Programme: Confidential support for personal and professional wellbeing.
  • Staff Support Networks: Including groups for Black and Minority Ethnic colleagues, LGBTQ+ colleagues, disability awareness, menopause support, faith-based groups, and more.
  • Trade Union Membership: Access to UNISON.
  • Career Development: Opportunities for progression, promotion, and leadership training.


Equality, Diversity & Inclusion
We are committed to building a workforce that is inclusive and truly representative of the communities we serve. We welcome applications from individuals of all backgrounds, especially those currently under-represented in policing, including:

  • Black, Asian and Minority Ethnic communities
  • People of all ages and abilities
  • All faiths and religions
  • LGBTQ+ communities
  • Individuals from disadvantaged or marginalised backgrounds

All applications are assessed fairly and based on the evidence you provide and your suitability for the role.

Disability Confident Logo



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.

Cambridgeshire Constabulary recognises the growing use of AI tools in preparing job applications. While these tools can support you in expressing your skills and experience more effectively, their use must align with the principles of honesty, integrity, originality, and personal accountability. We want to learn about you and your own personal experiences and how these make you suitable for the role, this will be assessed throughout the recruitment process including at interview, which AI cannot replace. Please click HERE to find out more about the acceptable and unacceptable uses of AI in our recruitment process.  

This advert is closed to applications.