Infrastructure Services Senior Analyst

West Midlands Police; Birmingham; Hybrid; GBP 42,000 - 64,000; Full time

Benefits offered by this job

Competitive pension

Enhanced annual leave

Discounts across travel and daily life

Wellbeing package including 24/7 지원

Blue Light Card and employee support

Job summary

West Midlands Police IT & Digital department is responsible for adopting and using information and digital technology across the force. The role covers architecture, delivery and service management to keep infrastructure and services secure, available and high performing.

Key responsibilities include specialist support for email, directory services, data centres and incident/availability management. The position is hybrid with 36.5 hours per week and requires vetting and medical checks; closing

Qualifications

• Provide specialist technical skills to ensure security, integrity, availability and performance of infrastructure software (email, directory services, collaboration software, application delivery platforms).
• Ensure security and performance of data centres, data storage, servers and backups.
• Support directory services infrastructure (Active Directory, IAM, PKI).
• Manage incident, configuration, availability, capacity, continuity and release management per ITIL.
• Offer specialist/technical guidance to interpret customer needs and make decisions when solutions aren’t obvious.

Responsibilities

• Provide specialist technical skills to ensure security, integrity, availability and performance of the Force’s infrastructure software (email, directory services, collaboration software, applications).
• Maintain data centres, data storage, servers and backups to ensure reliability and resilience.
• Maintain directory services infrastructure (e.g. Active Directory, IAM, PKI).
• Lead incident, configuration, availability, capacity, continuity and release management per ITIL.

Skills

Security architecture

Active Directory

Directory services

IAM

PKI

Incident management

ITIL awareness

Email systems

Job description

The IT & Digital department is responsible for the force’s adoption and use of information and digital technology.

The department consists of three core functions as follows:

• Architecture Management (responsible for identifying and selecting the right technologies for the force)
• Delivery Management (responsible for delivering and implementing the right technologies for the force)
• Service Management (responsible for managing and maintaining all live, operational technology for the force)

Key Responsibilities

• Provide specialist technical skills and knowledge that facilitate the security, integrity, availability and performance of the Force’s infrastructure software including, but not limited to, email, directory services, collaboration software and application delivery platforms;
• Provide specialist technical skills and knowledge that facilitate the security, integrity, availability and performance of the Force’s data centres, data storage services, servers and back‑ups;
• Provide specialist technical skills and knowledge that facilitate the security, integrity, availability, and performance of the Force’s directory services infrastructure (e.g. Active Directory, IAM, PKI etc.);
• Provide specialist technical skills and knowledge that facilitate the relevant incident, configuration, availability, capacity, continuity and release management in line with the ITIL framework;
• Provide and disseminate specialist/technical advice on issues relating to the department, interpreting or assessing customer needs and exercising judgment to make decisions when solutions are not obvious.

Click here to view the full details of the role including the Essential, Desirable and any educational requirements for the role.

Prospective staff/officers must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.

Selection Process

The selection process for this role will consist of the following elements:

• Initial application
• Shortlisting
• Test
• In‑person interview

Important Information

Closing Date: 28th August 2026 at 23:55 hours Interview Dates: Interviews will take place in October 2026 Vetting: Successful applicants will be required to pass Management Vetting and Counter Terrorism 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 you successfully passing medical checks, which may include a drug and hearing test. Hours/Location: The hours of work are 36.5hrs a week at times agreed by management. The role is hybrid working. Contact: For further information [e-mail]

Benefit Statement

By choosing to join West Midlands Police you will receive an enhanced benefits package including:

• Fair remuneration with progression opportunities and access to a very competitive pension scheme.
• Enhanced annual leave in addition to public holiday entitlements.
• Discounts across travel, parking, daily costs of living and leisure activities.
• A comprehensive wellbeing package including 24/7 support, free eye tests and flu jabs
• Comprehensive benefits including pension, Blue Light Card, and employee assistance programme.

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