The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups, including children.
DBS is currently looking for a number of innovative and creative HR professionals to join its team. Jackie Kelly, chief people officer at the DBS, tells us more.
Jackie Kelly, chief people officer, DBS
How does it feel being the new chief people officer for the DBS?
I am extremely excited about the role as I thrive in new and challenging situations. Having used the services of the DBS in numerous organisations I’ve previously worked at, I appreciate the critical nature and importance of the service provided and that it continuously has to work to improve.
Tell us more about the DBS and the work you do
As an organisation, our mission is clear. And our ambitious is huge. Just seeing the impact of what we do on the lives of children and vulnerable adults makes me feel inspired to deliver the best possible people services.
What do you feel you bring to your new role?
I have 24 years of HR and organisational design experience, which I’ve gained at a range of organisations. I have strategic, operational, transformation and commercial knowledge and insight. I am very adaptable, I quickly establish credibility and have strong influencing skills, which enables me to deliver. I’m passionate about what I do and wish to bring this passion to my role of chief people officer.
Why would someone want to work for the DBS?
We have a real sense of purpose. Throughout the organisation people are proud to be part of the safeguarding agenda. For HR, we are small enough to be agile in our approach but we also have enough influence to make a significant impact.
Tell us about the HR team's culture
Our team covers all aspects of HR and there is always a buzz in the office. The team is supportive, innovative, and all staff want to learn and improve the services.
What kind of people are you looking for?
We are keen to attract people who are passionate about making a difference, who want to learn and aren’t afraid to challenge assumptions.
What do you think are the crucial issues facing the DBS in the next two years?
The strength and resilience of our organisation lies in its people, their skills and capabilities. Learning and development will be key to changing our skillset as we embrace different technologies in order to adapt to changing government requirements. We will focus on developing leadership resilience and succession planning to enable effective change management.
Sum up what it's like to work at DBS
It is constantly rewarding, challenging, and interesting. No two days are ever the same.
Find out more about working at DBS