Head of Data, Digital & AI - 12 Month Secondment

Hertfordshire Constabulary
Permanent, Temporary
Full Time, Internal Secondment
Strategy Delivery Unit
Titan Court Hatfield
A7
£64,419

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
12

30/06/2026, 23:55

Please note this advert is only open to redeployees at risk of redundancy. This advert officially closed to all internal and external candidates on 12/12/2025 

Hertfordshire Constabulary has an exciting opportunity for a successful candidate to join the Strategy Delivery Unit as the Head of Data, Digital & AI based at Titan Court in Hatfield in a full-time position.

The successful candidate will work alongside a team of data engineers and analysts to map and deliver the data, digital and AI roadmap for the force to achieve our strategic vision of becoming outstanding.

The primary role of the successful individual will be to provide strategic leadership, vision and direction for the Data, Digital and Artificial Intelligence (AI) strategy across Hertfordshire Constabulary. This role is responsible for ensuring that digital transformation, data exploitation and AI innovation are aligned with operational policing priorities, national digital policing strategies and local public safety outcomes.

The postholder will drive modernisation, efficiency and ethical innovation through digital technologies and advanced analytics, enabling data-driven decision-making, improved public service delivery and enhanced crime prevention capability.

Below are the key responsibilities;

Strategic Leadership 
Develop and implement the Data, Digital and AI Strategy for Hertfordshire Constabulary, aligned to both the National Policing Digital Strategy and local strategic policing plans. Lead on digital innovation and transformation, ensuring that technology underpins operational effectiveness, workforce enablement, and public trust. Provide strategic advice to Chief Officers and senior stakeholders on opportunities and risks in the digital, data, and AI landscape.

Data Strategy & Governance
Lead on the development of a corporate data strategy, ensuring data is treated as a strategic asset. Champion improvements in data quality, governance, accessibility, and interoperability across all policing systems. Enable advanced analytics and insight generation to support intelligence-led policing, operational performance, and strategic planning.

Digital Transformation & Innovation
Oversee the design and delivery of digital programmes, ensuring alignment with business objectives and measurable benefits. Foster a culture of continuous innovation, horizon scanning for emerging technologies (e.g., AI, predictive analytics, automation, and digital engagement tools). Work collaboratively with regional and national policing partners, academia, and technology providers to co-develop digital and data-driven capabilities.

Artificial Intelligence & Advanced Analytics
Develop and oversee ethical AI deployment in policing, ensuring compliance with legal, ethical, and human rights standards. Drive responsible innovation in machine learning, predictive analytics, and automation to improve policing outcomes and efficiency. Collaborate with national AI in policing initiatives and represent Hertfordshire Constabulary at regional and national forums.

Partnerships & Stakeholder Engagement
Build strategic partnerships with local authorities, academia, and private sector innovators to leverage expertise and funding opportunities. Represent the force in regional and national networks on digital, data, and AI transformation. Communicate complex technical concepts clearly to non-technical audiences, including Chief Officers and external stakeholders.

Industry experience in policing is not required but is a benefit, more importantly we are looking for someone with a 'can-do' attitude ready to hit the ground running in establishing a core function of the business.

If you have qualities or skills that are not listed, but feel you could bring to the role, please still apply for the position as there maybe skills we may not have considered.

Additional Advert Information 

All internal applicants must have successfully completed their probationary period to apply for this role. 

Please note - If you qualify as an internal candidate for this role with the force that is advertising then Internal applicants can upload either a CV or the internal role summary form attached to the advert.  

Please be advised that as part of the Vetting Process the BCH Vetting Unit may be required to contact your current line manager for a Supervisor Appraisal. This is in line with the 2025 National Guidelines for Vetting (APP 6.5.18). Please see examples below of when this would be a necessary requirement: 

  • When an individual is applying to transfer forces 
  • When an individual is having their vetting renewed 
  • When an individual is moving into a role that needs MV clearance, even if they are already in a role that requires MV 
  • When an individual is moving into or already in a role working closely with vulnerable individuals 

If any of the above relate to your circumstances, then please expect that your current line manager will be contacted for a Supervisor Appraisal at the point of submitting your vetting application. 

This vacancy is live to those at risk of redundancy and will remain open to redeployees until a final offer has been agreed with a successful candidate and accepted by them.  

Redeployees at risk of redundancy will take priority over all other applicants at any point during the recruitment process. If a redeployee does apply and is successful, they will remain on their home force’s terms and conditions. 

It is recommended that you download and store a copy of the role profile as this will no longer be available once the advert has closed. 

As a Disability Confident leader, we take personal responsibility to help create an inclusive workplace, where police officers and staff respect one another, feel valued for their differences and can be themselves. We are committed to providing workplace adjustments, wherever needed so everyone feels welcome and can flourish. If you have a disability and you meet the minimum criteria for the position you are applying for, you will be entitled to 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?
Hertfordshire 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.

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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.

Hertfordshire 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.