Human Resources

Human Resources


Human Resources (HR) is at the heart of Lancashire Constabulary ensuring our police officers and police staff, are provided with the correct advice, paid each month, ensuring their wellbeing is taken care of and recruiting police officers and police staff to ensure the public are kept safe.  

The HR team is a highly skilled team of communicators that are passionate about delivering excellent employee experiences for everyone. 

They look for individuals with excellent customer service and communication skills with a passion to deliver a high-quality service to all our customers internal and external.  


Have you got an analytical mind? Do you enjoy problem solving? Then working in Pay Services is the job for you.

The pay team are responsible for accurately processing pay for our 6000+ Police Officers and Police Staff, ensuring they are paid correctly and on time each month, whilst complying with Police Regulations and statutory requirements. Working in payroll is a fast paced and constantly changing job, where you will always be learning and developing new skills.

As a member of the Pay Services team, you will play a pivotal role within Lancashire Constabulary, delivering high-quality HR and Pay Services throughout an individual’s career journey. From setting them up as a new starter, any career changes (for example promotions, maternity, adoption, or changes in hours) right through to their retirement. Due to this, the pay team work very closely with all the departments within the wider HR team in supporting and delivery this service.

Are you someone who likes engaging with different people, then our recruitment team could be for you?  

 The recruitment team, deals daily with candidates on the phone and via our online recruitment system ensuring the smooth running of our recruitment processes and appointing staff/officers at the earliest opportunity once the recruitment process is completed, including background checks.  

This team is responsible for the writing of adverts, engaging with candidates and ensuring the Constabulary has the resources required to keep our communities safe. They deal with the recruitment of police officers and police staff across the Constabulary, Police Community Support Officers, 999 Call takers, nurses, Special Constables.  

Running both internal and external processes, dealing with corporate processes involving the processing of 500+ application forms at times.   

Within recruitment, we have the work force representation team who provide support to those individuals with protected characteristics, in line with the Equality Act 2010 positive action is lawfully undertaken to encourage and support people from under-represented groups including LGBT+, Disability and Race to help them overcome the disadvantages in competing with other applicants.  

The Resourcing Team helps managers with the recruitment processfrom creating job descriptions to the selection processes, approving vacancies and writing compelling job adverts. As part of a wide-ranging remit, the team will advise HR on organisational restructures, consult with staff on trade union issues and support employees who, for whatever reason, need to find an alternative role within the Force. 


The Information and Systems team is dedicated to providing timely and accurate management information to meet the needs of both internal and external stakeholders. We contribute to the development of HR and associated systems to ensure they align with the organisation’s future requirements. Additionally, we maintain accurate work structures within Oracle to reflect the organisation’s establishment. Collaborating with HR Senior Management Team, we support operational demands and contribute to strategic decision-making by preparing informative materials. We also support the Strategic Workforce Planning Team to assist in delivering robust workforce planning and information, ensuring alignment with the Chief Constable’s objectives and supporting the achievement of HR performance indicators and service level agreements.

The HR Governance Team support the provision of the HR Service by providing specialist HR advice and guidance, as well as overseeing the grievance resolution procedure and managing the job evaluation process.

We support senior management in the development of our terms and conditions for police staff and officers, including implementing new legislation and consulting with our trade unions and staff associations on local conditions.

If you enjoy working with staff and managers across all levels of the organisation, have good research skills and a high level of attention then a role on our team may be for you.

Are you someone who has a Level 5 CIPD qualification (or is willing to study and achieve it within 2 years) and likes to work with others in order to resolve complex people issues? If so, working in the HR People Partner Team could be the role for you.

There are seven People Partners in the force and they are supported by four People and Wellbeing Assistants. As a team they provide advice and support to managers on how to improve performance through robust people management processes including attendance, capability, performance and local resourcing. They work in collaboration with Occupational Health practitioners and the Health, Safety and Wellbeing team to identify creative and effective methods to improve attendance and resilience in the organisation. The HR People Partners also provide professional HR advice for misconduct and grievance cases.

Working for Lancashire Constabulary in Health and Safety and wellbeing is more thank you think? 

Within our Occupational Health Department, we have a team of force wellbeing co-ordinators and Health and Safety officers that work alongside each other and the staff within Occupational Health.  

The staff are there to support our police officers and police staff to equip them with the capacity, capability and confidence to keep themselves safe and well, to ensure that we provide managers with the tools they need to support their teams and organisationally ensure that health, safety and wellbeing is a priority. 

Our strategy is based on four pillars Promote, Protect, Detect and Support and Treat and Recover.  The team focuses on promoting and signposting staff and their managers to suitable provisions including Neurodiversity to support their health, safety and wellbeing.   

The teams provide education in Health and Safety risks and providing self-care strategies to promote Wellbeing resilience and protect staff.  We ensure line managers have the tools and skills they need to detect and recognise early signs and symptoms that are impacting on a staff members health and wellbeing and then support them by providing suitable advice and guidance.  

The occupational health unit through wellbeing provide police officers and police staff who are experiencing health issues with an opportunity to be treated and recover through a wide range of professional and evidence-based support options.   

Case Study

Carrie Albon-Horne

Job title: HR Recruitment Manager

Length of service: 22 years

I am a real people person, so to be in a role which involves me speaking to people on a daily basis – whether I’m giving advice or telling someone they have got a job – is perfect for me. I started working here in December 2000 as a temporary member of staff in the HR department on the reception desk, taking calls and typing up minutes, which was a big change from selling holidays in a call centre! 

I was lucky enough to go through all the development to gain promotion to HR Team leader at headquarters, a role I worked in for several years – I loved seeing staff develop under my guidance and support. Although took on another role in HR in a People Partner role, my love of recruitment saw me returning to the team as HR Recruitment Manager in 2020.

Carrie Albon-Horne

Case Study

Taylor Burrell

Job title: Recruitment and Resourcing Assistant

Length of service: 1 year

A typical day in my role would include coming into the main HR Office and answering any queries from applicants and hiring mangers, ensuring that they are getting the best guidance through our recruitment process as possible. This includes helping to write job adverts, posting the adverts onto our systems and promoting these opportunities on social media.

As part of my role I have the opportunity to work with departments/individuals across the force, from all ranks of officer to heads of departments. This allows me to understand the work each department undertakes, as well their specific recruitment needs.

My department has encouraged me to progress and have exposed me to development opportunities, such as shadowing and covering for meetings on behalf of the Recruitment and Resourcing Officers.  The best part about working in the HR team is the variation of roles available and the ease of moving around internally to progress.

Taylor Burrell