Chief Finance Officer OPFCC – Northamptonshire Fire and Rescue Service
We are looking for an exceptional individual with strong communication skills and experience of giving advice on strategic financial management at Board level with a proven record of accomplishments within a senior financial environment.
You will be joining a high performing team and play a pivotal role in supporting the delivery of the Police, Fire and Crime Commissioners objectives through their strategic plans. This role will fulfil the responsibilities of the Section 151 statutory Chief Finance Officer for the Police, Fire and Crime Commissioner for Northamptonshire as set out in the Police Reform and Social Responsibility Act 2011.
The role holder will work closely with the Chief Constable and Chief Fire Officers Chief Finance Officer to provide assurance to the Police, Fire and Crime Commissioner about the financial sustainability of Northamptonshire Constabulary and Northamptonshire Fire and Rescue Service.
Candidates must be qualified accountants from any of those recognised by the Consultative Committee of Accounting Bodies (CCAB).The key purpose of the role is to ensure the financial affairs of the Northamptonshire Police, Fire and Crime Commissioner are properly administrated and that sound financial management arrangements are in place across the Office of the Police and Crime Commissioner (OPCC).
Please attach both your CV and a covering letter of no more than 2 sides of A4 to your application. This role attracts a salary of £110,000.
Why work for Us?
Northamptonshire Police has real heart. We’re a county force tackling big-city issues, and everyone in our policing family, from frontline officers to police staff, has a part to play in serving our communities by fighting crime and protecting people. If you want an exciting career that offers variety, job satisfaction and the chance to develop and challenge yourself, while improving the lives of others, and all within an organisation that’s forward-thinking and innovative, you’ll find it with us.
Equality, diversity, and inclusion
We are committed to equality, diversity, and inclusion.
We are working hard to increase diversity and inclusion within the organisations where communities are under-represented, including those from Black, Asian, and Minority Ethnic communities, people of all ages, abilities, faiths, religions and gender, LGBTQ communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve.
Northamptonshire Police is a Disability Confident Employer – We aim to achieve the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. If you meet the essential criteria for the role you can choose to share your disability if you would like to take part in our disability confident interview scheme.
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.
Internal applicants must have line manager support prior to proceeding with an application.
Please be aware that the Office of the Police, Fire and Crime Commissioner and Northamptonshire Police are separate employers. Although Police internal vacancies are open to OPFCC staff and vice versa, if you are successful, the change of employer will require a longer onboarding process and you will receive a new contract and payroll number. Service with either employer can be carried over as continuous service.
Police Barred and Advisory lists
Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the Police or OPFCC 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 the organisations 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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