West Midlands Police

Senior Data Engineer

Job description

Grade: Grade 9
Salary-£48,048-£51,306
Closing Date-9th September 2022

Job Description:

Join our team and be at the heart of UK Policing’s most ambitious technology transformation - use your technical skills as a software engineer to prevent crime, protect the public, and help those in need. At West Midlands Police technology and innovation is pivotal to improving operational capabilities and building future success, underpinned by our strategy “This Work Matters”.

This exciting role is to build data pipeline solutions to provide data to a number of operational policing data and intelligence tools. This is a chance to directly impact the day to day experience of our operational officers by providing leading tools and capabilities built using the latest technology. We are using the Spark and Flink frameworks in Cloudera CDP with the applications built using Scala and Java, so any experience here is advantageous but not essential. We are looking for a skilled and capable software engineer with a desire to being creative solutions, working collaboratively as part of an existing team.

As a software engineer you will be working within the Cloud Services 1 Team, part of the IT & Digital department.

Skills and Competencies:

Essential:

  • Have a sound understanding of, and experience with, SQL
  • Strong capabilities in at least one programming language
  • Understanding and experience of the software development lifecycle
  • Familiarity with DevOps automation and CI/CD
  • Have the ability to translate business requirements into software designs
  • Are inquisitive, enjoy getting involved, learning new tech and like adding value
  • Have good interpersonal and communication skills
  • Degree or equivalent experience.

Desirable:

Experience of the following tools and technologies is beneficial:

  • Spark
  • Solr
  • Cassandra
  • Hive
  • Impala
  • Kafka
  • Kudu
  • Cloudera CDP
  • AWS S3

Benefits:

Working within the IT & Digital Team at West Midlands Police can be rewarding; we offer the opportunity to work in a large organisation where people can develop their skills, knowledge and careers in an encouraging and flexible environment. Our benefits include:

  • 28 days annual leave (plus bank holidays) with the option to purchase additional days
  • Access to a Corporate Health Cash Plan and wellbeing website
  • Modern working environment in central Birmingham
  • Opportunity to save on travel costs through a Corporate Travel Scheme

Hours:

As a result of the Covid-19 pandemic, West Midlands Police and IT&Digital have invested heavily in our remote working capability to facilitate a degree of flexibility in where our people carry out their work. Although we still recognise the importance of getting together in person to form the strongest of working relationships and to innovate, we also value the benefits that agile working arrangements bring to our talented team members. Any flexible working arrangements will always need to be in keeping with the needs of the organisation. LLoyd House, Birmingham will be the base location

Vetting:

Successful applicants will be required to pass Management Vetting and Security Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Medical

Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.

Interviews:

Week commencing 19th September 2022

Contact:

For further information pleae contact Andrew Button andrew.button@westmidlands.police.uk

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities

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