Case Administrator Team Leader - Herts

Cambridgeshire Constabulary; Hatfield; On-site; GBP 38,000 - 58,000; Full time

Job summary

Hertfordshire Constabulary is seeking a skilled Team Leader for Case Administration to join our policing team.

The role requires in-depth knowledge of the Criminal Justice system and proven experience in leading a team, allocating tasks, and coordinating with partners. It is a full-time, Monday to Friday position.

You will support training needs, ensure policy compliance, and help manage prosecutions in collaboration with the Crown Prosecution Service and other CJ partners.

Qualifications

• Extensive knowledge of the Criminal Justice system and case administration.
• Demonstrable experience managing a team and workload in a high-demand environment.
• Ability to coordinate with multi-agency partners and HR colleagues.

Responsibilities

• Lead the Case Administration team and ensure policy adherence.
• Prioritise cases, manage training needs, and allocate tasks.
• Negotiate with partners to manage prosecution timelines.

Skills

Criminal Justice knowledge

Team leadership

Stakeholder engagement

HR liaison & staff welfare

Job description

Please note, if this is a paid role and the role is part time then the salary quoted will be pro rata based on the hours worked per annum.

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Closing Date 13/09/2026, 23:55

Job Description

The successful applicant will have an in-depth knowledge and understanding of the Criminal Justice system and the Case Administration role at Team Leader level. This is a full time role working a shift pattern Monday to Friday each week.

The role is key in ensuring that CJ partnership processes and protocols are fully met providing seamless progression of cases into the Criminal Justice system and building and maintaining trust and confidence with our CJ partners.

Team Leader applicants will provide strong evidence of effective management of a team which can be applied to Case Coordinators and in turn Case Administrators. They will demonstrate how they identify and deliver training needs, ensure correct allocation of tasks commensurate with skill sets and capacity, and ensure adherence to organisational policies and procedures. They will provide evidence of effective and supportive staff welfare management, ability to engage with HR partners to apply the appropriate support to staff, and an ability to support staff performance in a high demand environment.

Applicants will provide evidence of their ability to negotiate daily with collaborative partners, responding to emerging and spontaneous risks to prosecution cases in both remand and charge and bail cases. In-depth experience linking police investigations, the Crown Prosecution Service and His Majesty’s Court’s and Tribunals Service is vital to this role. Evidence of effective prioritisation ability to support multi agency collaboration relationships is essential.

The successful candidate will be adept at influencing and negotiating senior police managers where strict timescales pose risk to case success. They will provide support to officers and supervisors in the effective use of corporate and data management systems. They will provide evidence of horizon scanning risks to CJ processes, and implementation of risk mitigation measures in the pursuit of effective Criminal Justice for victims of crime.

Additional Advert Information

• Internal Applicants
  To apply for this role, internal applicants must have successfully completed their probationary period.
• Vetting Process
  Please note that, as part of the vetting process, the BCH Vetting Unit may need to contact your current line manager for a Supervisor Appraisal. This requirement aligns with the 2025 National Guidelines for Vetting (APP 6.5.18).
  Examples of when this may apply include:

• Transferring to another force

• Renewing vetting clearance

• Moving into a role requiring MV clearance (even if you currently hold MV clearance)

• Moving into or working in a role involving close contact with vulnerable individuals

If any of the above apply to you, please expect your line manager to be contacted when you submit your vetting application.

• Redeployment and Redundancy
  This vacancy is open to employees at risk of redundancy and will remain available to redeployees until a final offer has been agreed and accepted.
  Redeployees at risk of redundancy will take priority over all other applicants at any stage of the recruitment process. If successful, redeployees will remain on their home force’s terms and conditions.

• Role Profile
  We recommend downloading and saving a copy of the role profile, as it will no longer be accessible once the advert closes.

• Commitment to Inclusion
  As a Disability Confident Leader, we are committed to creating an inclusive workplace where everyone feels respected, valued, and able to be themselves. We provide workplace adjustments wherever needed so that all colleagues can thrive.
  If you have a disability and meet the minimum criteria for the role, you will be guaranteed an interview under the Offer an Interview Scheme.

For more information on the Competency Values Framework (CVF) please click HERE

Help us deliver outstanding policing for everyone.

We believe that to serve our communities effectively, we need people from all backgrounds, bringing a wide range of life and professional experiences. This helps us reflect the communities we serve and ensures we deliver the best possible service.

Why Choose a Career in Policing?

Hertfordshire Constabularyis recognised as a pioneering and forward-thinking service, responsible for policing a large, diverse, and multicultural population.

If you’re looking for a meaningful and rewarding career—where you can make a real difference, take on new challenges, and gain a wide variety of experiences—then we want to hear from you.

What We Offer

• Pension Schemes: Access to the Local Government Pension Scheme, with employer contributions and death-in-service benefits.
• Generous Annual Leave: 24 to 33 days (depending on rank and length of service).
• Sick Pay: Up to six months full pay and six months half pay (depending on service).
• Family Leave: Occupational maternity, adoption, and paternity pay (depending on service).
• Carers and Discretionary Leave
• Flexible Working: Including compressed hours, flexible shifts, job sharing, annualised hours, and agile working (role dependent).
• Wellbeing Support: Local wellbeing teams, on-site gym facilities and exercise classes (location dependent).
• Sports & Social Clubs: Enjoy discounts, trips, and events through our dedicated clubs.
• Cycle to Work Scheme
• Blue Light Card App: Option to sign up for discounts in-store and online for emergency service workers.
• Financial Support: Access to Police Mutual for savings plans, insurance, loans, and independent financial advice.
• Employee Assistance Programme: Confidential support for personal and professional wellbeing.
• Staff Support Networks: Including groups for Black and Minority Ethnic colleagues, LGBTQ+ colleagues, disability awareness, menopause support, faith-based groups, and more.
• Trade Union Membership: Access to UNISON.
• Career Development: Opportunities for progression, promotion, and leadership training.

Equality, Diversity & Inclusion

We are committed to building a workforce that is inclusive and truly representative of the communities we serve. We welcome applications from individuals of all backgrounds, especially those currently under-represented in policing, including:

• Black, Asian and Minority Ethnic communities
• People of all ages and abilities
• All faiths and religions
• LGBTQ+ communities
• Individuals from disadvantaged or marginalised backgrounds

All applications are assessed fairly and based on the evidence you provide and your suitability for the role.

Disability Confident Logo

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.

Police Barred and Advisory Lists

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police 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 a police service that 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.

Hertfordshire Constabulary recognises the growing use of AI tools in preparing job applications. While these tools can support you in expressing your skills and experience more effectively, their use must align with the principles of honesty, integrity, originality, and personal accountability. We want to learn about you and your own personal experiences and how these make you suitable for the role, this will be assessed throughout the recruitment process including at interview, which AI cannot replace. Please click HERE to find out more about the acceptable and unacceptable uses of AI in our recruitment process.