Legal Services provides a critical support service for officers and staff at all levels in GMP. The Branch is made up of circa 50 legally qualified and non-qualified staff split across six units, including four dedicated legal units that specialise in Operational Policing, Civil Litigation, Employment and Misconduct, and Public and Regulatory.

Members of our teams provide legal advice across the above areas and our key partners in ensuring GMP re-establishes itself as a leading police force who fight and reduce crime, keeps people safe and cares for victims. Our legal work is interesting, fast-paced and rewarding with no two days being the same. You can expect to be challenged and have the highest level of career fulfilment here, because you can and will make a difference. Every single member of the team understands their role in contributing to the provision of our service, and the business benefits it brings.

A number of exciting opportunities have arisen to work within GMP’s Legal Services Branch.

If you are hard-working, motivated and adaptable; want to take a challenging and rewarding opportunity to work as part of a friendly and supportive team and can demonstrate the attributes and behaviours that GMP expects of its police staff and officers, we welcome your application.

We are looking for a Paralegal to join our civil team and handle a caseload of pre-litigated public liability, employer’s liability and motor claims against the Chief Constable, to provide support to solicitors in the team, and to provide Force-wide advice in order to minimise exposure to risk.

You will be a confident and effective communicator with an understanding of civil procedure and police-related legislation and will be capable of handling a case-load of pre-litigated matters, acting always in the best interests of the Chief Constable and demonstrating awareness of the wider impact of your decision-making.

This post is politically restricted under the provisions of the Local Government and Housing Act, 1989. Your post is defined as 'politically restricted' and you must not, therefore, engage in political activities. Further information about such activities can be found in the Politically Restricted Posts Policy available on the Greater Manchester Police intranet site.

Successful candidates will be required to undergo security vetting.


Apply here: Vacancy / 301 / Enquiry Counter Officer, ACoM (Grade C) - 301 / Paralegal (Civil Litigation Unit) (Grade G) Legal Services Branch (Ref: 313)


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Location

Force Headquarters, Central Park Complex, Northampton Road , Manchester , M40 5BP, United Kingdom

Job ID

14518

Supporting You Through Every Step of Your Journey

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This section brings together everything you need to succeed - from guidance on writing an authentic application to and understanding how to use AI responsibly.

You’ll also find information about our Greater Manchester commitments, including our inclusive employment schemes and standards, as well as tools to help you explore your potential pay, benefits and entitlements. We’re here to ensure you have the support you need at every stage.

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These commitments span a number of long‑standing schemes and initiatives designed to open doors, remove barriers and ensure all applicants feel valued and respected throughout their employment journey.

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Your Pay, Your Benefits, Your Future

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Applying Authentically With AI: Our Greater Manchester Approach

Across Greater Manchester’s local authorities, we want to hear your genuine experiences, skills and motivations, expressed in your own words.

To keep our recruitment process fair and inclusive, please complete your application personally and follow the instructions carefully. AI can be used to support you - for example, to help structure your answers or as a reasonable adjustment - but your application should still reflect your authentic voice. If you do use AI as a support tool, a brief explanation helps us ensure an equitable selection process.

Applications that depend too heavily on AI‑generated content may not progress to shortlisting.

This guidance outlines acceptable and unacceptable uses of AI, along with suggestions for using it in a way that supports you while keeping your application true to you.

  1. What Is AI and How Do We Use It Across Greater Manchester?

    AI refers to technology that can create or refine content, such as text, ideas, summaries, or planning. It can help improve productivity, problem-solving, and creativity.

    We’re open to using innovative digital tools where they can help us work smarter and deliver better services for our residents. However, every use of AI is carefully considered to make sure it is ethical, responsible, and aligned with public-sector values.

    When it comes to recruitment, we take a human-centred approach.

    This means:

    • A trained hiring manager reads every application

    • Shortlisting is based on objective criteria required for the job

    • Interviews are conducted in person or via teams by the hiring manager for the role

    • All hiring decisions are made by hiring managers, not algorithms

    AI does not make decisions in our recruitment process and our managers are being upskilled to spot AI in applications, particularly when this might have been used in a way that doesn’t feel genuine. If something in an application raises a question or concern, we will test this out with assessments or at the interview stage to confirm authenticity.

    Our aim isn’t to catch anyone out but to make sure we’re getting to know the real you, giving every candidate a fair chance and finding the right person for the role.

  2. Using AI in Your Application

    When it comes to job applications, what matters most to us is you. We want to see your personality, your experience, and what excites you about joining our team. 

    We recognise that AI can be a helpful tool to support accessibility during the application process. If you choose to use AI for support, please read the instructions carefully and make sure your application is written in your own words, reflecting your genuine skills, knowledge, experience and enthusiasm.

    We’re looking forward to hearing your story.

  3. How to use AI Effectively and Responsibly

    Your application is your chance to show us:

    • Who you are

    • What you can bring

    • The values you hold

    • Why you want to make a difference

    AI can help you organise your thoughts or improve clarity but it cannot express your unique voice, experiences, or motivations.

    AI is most helpful when used to:

    • Help you structure the information you are providing to evidence the criteria

    • Give examples of how to use STAR (Situation, Task, Action, Result)

    • Proof-read to highlight grammar or spelling errors

    • Provide inspiration if you're finding it difficult to find the right words to explain something

    But remember: your honesty, lived experience, and motivations are irreplaceable.

  4. Do’s and Don’ts for Using AI in the Recruitment Process

    Do:

    • Use AI as a supportive tool, not a replacement

    • Ask AI to help tidy up your writing or clarify structure

    • Use it to brainstorm examples, then rewrite them in your own voice

    • Reflect on AI suggestions and adapt them to match your experience

    • Use AI to help with research, but express your understanding yourself

    Don’t:

    • Copy and paste AI-generated content directly into your application

    • Let AI exaggerate or invent experience you do not have

    • Rely on generic statements that don’t reflect the specific role requirements

    • Remove your individuality, we want to hear your voice