Workforce Information & Analytics Lead: Sponsorship Available

Job summary

We are looking for an experienced and motivated Workforce Information & Analytics Lead to lead and develop our Workforce Information & Analytics service.

This is not simply a reporting or dashboard-development role. We are looking for someone who understands workforce data and can take information from source to insight – ensuring it is accurately extracted, transformed and validated, then using it to identify trends, risks and opportunities and translate these into meaningful intelligence and recommendations.

You will lead the Trust’s workforce information and analytics provision, including workforce reporting, workforce planning, forecasting and modelling, establishment analysis, data quality and the continued development of interactive and self-service reporting.

You will work closely with colleagues across Workforce Systems, HR, Finance and operational services, providing specialist analytical advice and constructive challenge and ensuring that workforce decisions are supported by robust evidence.

You will also line manage and develop the Workforce Information Officer and help build a sustainable and responsive workforce analytics service.

Please Note: This role is PENDING AFC SALARY BANDING APPROVAL; therefore, salary cannot be fully confirmed until the Banding is approved.

This vacancy may close early if a sufficient number of applications are received. We encourage interested candidates to apply promptly to avoid disappointment.

Main duties of the job

What we’re looking for

You will have significant experience in Workforce Information, Workforce Analytics or Workforce Planning within a medium to large complex organisation, together with experience of using ESR or an equivalent HR information system to extract, validate, analyse and interpret workforce information.

You will be able to demonstrate experience of:

• workforce planning, modelling, forecasting and establishment analysis;
• developing workforce reporting frameworks, dashboards and management information;
• analysing complex workforce information and translating it into meaningful insight and recommendations;
• improving data quality and reporting methodologies;
• working effectively with senior stakeholders across HR, Finance and operational services; and
• supporting service improvement, digital transformation and reporting automation.

You will have highly developed analytical and problem-solving skills, advanced Excel capability and experience of Business Intelligence/data visualisation and data-transformation tools such as Power BI, Qlik Sense, Power Query or equivalent.

Person Specification

Qualifications

Essential

• Degree level qualification or equivalent experience in Workforce Information, Workforce Planning, Human Resources, Data Analytics, Information Management, Business Intelligence or a related discipline.
• Additional specialist knowledge acquired through postgraduate study, specialist training and substantial relevant experience to master’s degree level or equivalent
• Evidence of continuing professional development relevant to Workforce Information and Analytics.

Desirable

• Leadership or Management qualification.
• Project or Programme Management qualification (e.g. PRINCE2, Agile).
• Professional qualification or certification in Business Intelligence, Data Analytics or Information Management.

Experience

Essential

• Significant experience leading or delivering Workforce Information, Workforce Analytics or Workforce Planning services within a medium to large complex organisation.
• Significant experience of using ESR or an equivalent Human Resources Information System (HRIS) to extract, validate, analyse and interpret workforce information.
• Experience of managing the end-to-end workforce information lifecycle, from source system through to analytical insight (“source to insight”).
• Experience of developing workforce reporting frameworks, dashboards and management information that support operational and strategic decision making.
• Experience of workforce planning, workforce modelling, forecasting and establishment analysis.
• Experience of interpreting complex workforce information and presenting meaningful insight and recommendations to senior managers.
• Experience of improving data quality, reporting standards and information governance.
• Experience of developing analytical methodologies and reporting processes.
• Experience of working collaboratively with HR, Workforce Systems, Finance, Operational Services and senior stakeholders.
• Experience of leading or contributing to service improvement, digital transformation or reporting automation initiatives.
• Experience of leading, supervising or developing staff, including allocating work and supporting performance and development.

Desirable

• Experience working within the NHS or another large public sector organisation.
• Experience of Electronic Staff Record (ESR).
• Experience supporting organisational change or transformation programmes.

Skills

Essential

• Ability to interpret complex workforce information and translate it into meaningful intelligence and practical recommendations.
• Ability to develop workforce planning models, forecasting methodologies and scenario analysis.
• Excellent written and verbal communication skills, with the ability to present complex information clearly to technical and non-technical audiences.
• Strong stakeholder management and influencing skills, with the confidence to provide constructive challenge where appropriate.
• Ability to develop reporting standards, analytical methodologies and information frameworks.
• Ability to prioritise competing demands and manage multiple workstreams.
• Advanced Microsoft Excel skills.
• Experience of using Business Intelligence and data visualisation platforms (e.g. Power BI, Qlik Sense or equivalent).
• Experience of using data transformation and reporting tools to improve efficiency and reporting quality.
• Ability to lead continuous improvement and identify opportunities for innovation and automation.

Knowledge

Essential

• Workforce Information and Workforce Analytics principles.
• Workforce Planning methodologies and forecasting techniques.
• Human Resources Information Systems (HRIS), including ESR or equivalent systems.
• Workforce reporting methodologies and performance metrics.
• Organisational structures, establishments and workforce data management.
• Data quality, validation and information governance principles.
• GDPR and information governance legislation.
• Business Intelligence and data visualisation principles.
• National workforce policy and workforce planning principles.
• Comprehensive understanding of how workforce information supports organisational performance, workforce planning and strategic decision making.

Desirable

• NHS Long Term Workforce Plan.
• Agenda for Change.
• NHS workforce standards and reporting requirements.
• NHS benchmarking datasets.
• Digital automation technologies.
• Emerging technologies and AI within workforce analytics.

Additional

Essential

• Ability to work flexibly to meet service needs.
• Willingness to represent the Trust at internal and external meetings, including regional and national forums.
• The postholder will be required to travel to other Trust sites as necessary.
• Must comply with all relevant Trust policies including those relating to confidentiality, safeguarding, health & safety, and data protection.
• Steadfast commitment to promotion of equality, diversion and inclusion
• Commitment to embedding, promoting and championing WWL Values and Behaviours
• Ability to work for prolonged periods of time using display screen equipment

Closing Date: 31 August 2026