Header - General Management

Director of Speak Out London or UK based. Role will involve some travel Competitive

Director of Speak Out

Location: London or UK based. Role will involve some travel |
Salary: Competitive |
Posted: 23 Nov 2021 |
Closes: 5 Dec 2021 |
Job Type: Full Time and Permanent |
Region / Division: Group |
Reference: G4S/MS/2208

Competitive salary, 25 days holiday plus Bank/Public Holidays, Private Medical Insurance, Company Car/Allowance, Bonus


Job Introduction:

G4S is part of Allied International. Since 1957, Allied Universal® has built its organisation under a single purpose: to keep people safe so our communities can thrive. As a leading global security and facility services provider, we deliver proactive services, cutting-edge technology, and tailored solutions to allow clients to focus on their core business.

With global employees of over 800,000 and revenue $18 Billion, it is our employees who are at the heart of everything we do. The best security solutions begin with a comprehensive proactive risk-based approach where we assess our customer’s unique needs and offer a tailored program to solve their security challenges. This allows us to be our clients’ first line of defence, predict threats in real-time, and plan for the unplanned. The result is more secure businesses and the comfort of knowing that those businesses, assets, and lives are safe.

Our customised state-of-the-art technology solutions provide full lifecycle support to ensure the safety and security of our client’s personnel, property and assets. We take pride in our extensive knowledge in a range of specialty sectors such as Healthcare, Commercial Real Estate, Education, Manufacturing, Retail, Government and Corporate Campuses, and more.

The Speak Out Leader’s primary objective is to support the International Ethics Steering Committee and the International Executive in the leadership of the Speak Out process, including creating a culture where whistleblowing is a trusted option for colleagues to report concerns and on-going development of the whistleblowing framework, best practice procedures, compliance with required policies and standards, training and technical expertise in case management and investigations, root cause analysis and general support to the global businesses are embedded.

The objective is to create the right culture and embed the use of effective and efficient control procedures, through the ongoing monitoring, assessment and improvement of the whistleblowing system. Embedding the awareness and confidence in the Speak Out process across the business is key.


Role Responsibility:

Speak Out Champion

  • Providing overall leadership to the business of the Speak Out whistleblowing Framework, including attending Regional Ethics meetings, providing expertise, guidance and challenge in Speak Out matters.
  • Ensuring the group has a culture where whistleblowing is a trusted method of raising concerns and where whistleblowers feel confident that they will be protected from retaliation
  • Chairing a Speak Out steering group [TBC]
  • Conducting regular benchmarking of G4S policy/process against developing legislation and/or best practice

Speak Out Admin

  • New system user management
  • WBS system/website management and updating (inc organisational structure changes, text/narrative changes, etc)
  • Phone line management

 Supplier (WBS) management

  • Budget holder
  • WBS KPIs and delivery of the contract
  • WBS user feedback
  • Ongoing development of the system as required

Case management

  • The main point of contact for Group cases
  • Manage ‘speakout@g4s.com’ and enter relevant complaints/concerns received via email/letter/phone/etc into Speak Out.
  • Main contact point (as per WB Policy) to receive staff concerns about the Speak Out process or retaliation
  • Analysing usage, identifying trends and possible problem areas and/or issues - briefing relevant departments and Committees in order to address them (inc.HR, REC, Group REC) - Challenge status quo.
  • Carrying out checks on consistency and quality of data input, case allocation and categorisation, issue selection, investigation, etc.
  • Setting Investigator practices and processes, ensuring there is a network with the necessary expertise covering all regions and issue types
  • Following up overdue cases
  • Cat.2 case review/closure alongside REC
  • Cat.1 case review alongside REC + managing approval/closure by International Ethics Steering Committee.

Reporting

  • Producing internal reports for International Ethics Steering Committee, and other relevant stakeholders

Training

  • Initial and refresher training for key stakeholders -
    • Managers  -  assist them in building a culture where staff can raise concerns about anything with colleagues or managers and if in doubt, speak out
    • Investigators - mandatory training covering investigation skills, reporting and feedback processes
    • WBS users - practical use of ‘Integrity Counts’ case management system
  • Conduct regular tests with G4S managers to ensure their awareness and understanding of their role in Speak Out

Awareness & Trust

  • Working with Group Communications and Group Legal on development and dissemination of speak out awareness material and programmes
  • Working with Group HR to ensure Speak Out awareness is incorporated into relevant employee training programmes
  • Working with International Human Resources on relevant aspects of Employee Survey
  • Working with International Regional Counsels and International Legal Counsels on relevant aspects (feedback, lessons learnt, changes in law etc.)
  • Conducting regular employee awareness and trust assessments and provide feedback to REC’s / International EC and/or WBS (seeking continuous improvement of user experience and, where necessary, process and governance)
  • Working with REC’s, Investigators and International Communications to ensure feedback (direct and indirect) is provided to staff
  • Working with REC’s and Investigators to ensure staff raising concerns are protected from retaliation, and checking in with staff to ensure they have not experienced any harassment for speaking out.

Auditing

  • Work with  GIA to identify areas of root cause analysis and plans for monitoring of operational control effectiveness
  • Consider the effectiveness of the 2nd line of defence (typically Regional management and regional ethics committees)

WB Policy owner

  • Refreshing policy
  • Ensuring policy areas are applied effectively


The Ideal Candidate:

Person Specification

  • Understands the global business
  • Strong personal integrity
  • Good understanding of key relevant applicable laws (ABC, Competition law, legal privilege etc.)
  • Analytical skills
  • Able to operate at all levels across the business and challenge senior management where necessary
  • Good influencing skills
  • Methodical and attention to detail
  • Proactive in approach and drives change
  • Strong track record of project delivery


Advanced Search: