Workforce Information & Analytics Lead

Job description

Job responsibilities

1. Service Leadership and People Management

Lead the day-to-day delivery and development of the Workforce Information & Analytics service, translating organisational priorities into a clear work programme and reporting timetable.

Line-manage, support and develop the Workforce Information Officer, including work allocation, objective setting, supervision, appraisal, wellbeing, performance and professional development.

Set service standards, reporting principles and quality expectations and ensure outputs are delivered accurately and within agreed timescales.

Prioritise competing operational, statutory and strategic demands, negotiating realistic timescales and escalating material risks where required.

Work with the Head of Workforce Systems & Analytics and Workforce Systems Lead to maintain an integrated service with clear accountability for systems, data, information and analytics.

Deputise for the Head of Workforce Systems & Analytics on workforce information and analytics matters as agreed.

2. Workforce Information and Analytical Insight

Lead the production, interpretation and presentation of complex workforce information for the Board, Executive Team, committees, People Services, Finance, divisions and operational services.

Develop and maintain reporting frameworks, definitions, analytical methodologies and controls that support consistent and transparent workforce reporting.

Undertake complex analysis of workforce trends, variances, relationships and risks, drawing together data from multiple sources where appropriate.

Translate analysis into clear insight, options and evidence-based recommendations for technical and non-technical audiences.

Provide specialist advice and constructive challenge where data is incomplete, conclusions are unsupported or proposed actions do not align with the evidence.

Lead or quality-assure responses to complex ad hoc requests, Freedom of Information requests and organisational assurance requirements within the remit of the service.

Ensure analytical products clearly state scope, definitions, limitations, assumptions and appropriate interpretation.

3. Workforce Planning, Forecasting and Modelling

Lead the development and delivery of workforce planning, forecasting, establishment analysis and scenario modelling across the Trust.

Integrate workforce, finance, activity, productivity and service information to support medium- and long-term workforce planning.

Develop analytical models that assess workforce supply, demand, affordability, vacancies, turnover, recruitment, retention and temporary staffing.

Support organisational redesign, Cost Improvement Programmes, business cases and transformation programmes by modelling workforce impacts, risks and options.

Work in partnership with Finance, HR and operational leaders to reconcile workforce plans, funded establishment and actual workforce deployment.

Monitor delivery against workforce plans and provide insight on variances, emerging risks and corrective action.

4. Source Systems, Data Management and Data Quality

Lead the end-to-end source to insight process for workforce information, ensuring data is extracted, transformed, validated, documented and used appropriately.

Use ESR or an equivalent HRIS, e-rostering, recruitment and other approved data sources to develop integrated workforce reporting and analysis.

Work closely with the Workforce Systems Team on system changes, hierarchies, organisational structures and data-quality issues, while maintaining clear separation from technical system ownership.

Establish and maintain controlled reporting datasets, data models, data definitions, data lineage and reproducible analytical processes.

Lead data-quality improvement activity, including validation frameworks, reconciliation, exception reporting and action tracking.

Quality-assure new or amended reports and analytical products before publication or implementation.

Identify the implications of data limitations and advise stakeholders on proportionate use and interpretation.

5. Digital Reporting, Business Intelligence and Automation

Lead the design, development and maintenance of interactive workforce dashboards and self-service analytical products using Power BI, Qlik Sense or equivalent tools.

Develop a prioritised roadmap for digital workforce reporting aligned with user needs, organisational priorities and available technology.

Gather and translate business requirements into appropriate data models, measures, visualisations and reporting products.

Use data-transformation and automation tools, including Power Query or equivalent, to improve efficiency, consistency and reproducibility.

Lead user testing, validation, implementation, guidance and adoption of new reporting solutions.

Monitor dashboard use, feedback and performance and use this evidence to inform continuous improvement.

Evaluate emerging technologies, including automation and artificial intelligence, and support their responsible, secure and proportionate use within workforce analytics.

6. Information Governance, Assurance and Reporting Standards

Ensure workforce information is managed in accordance with data protection, information governance, confidentiality and records-management requirements.

Develop and maintain appropriate access controls, version control, documentation and approval arrangements for workforce reporting products.

Support internal and external audit, statutory reporting, assurance reviews and information requests within the remit of the service.

Coordinate or quality-assure agreed national, regional and corporate workforce submissions and benchmarking information.

Maintain an evidence base of reporting definitions, methodologies and decisions to support transparency and organisational assurance.

Develop, implement and review Workforce Information and Analytics policies, reporting standards, definitions and procedures, including changes that affect services and stakeholders beyond the immediate Workforce Information and Analytics Team.

7. Stakeholder Advice, Communication and Partnership Working

Build effective relationships with senior leaders, HR, Finance, Workforce Systems, Digital, operational services and external partners.

Present complex workforce information, risks and recommendations clearly in meetings, reports, dashboards and formal papers.

Facilitate discussions with stakeholders to clarify analytical questions, agree definitions and identify appropriate measures of success.

Provide specialist workforce information and planning advice to organisational programmes, committees and decision-making forums.

Represent the Trust at relevant regional and national workforce information, analytics and planning networks.

Promote the effective and responsible use of workforce data across the organisation.

8. Continuous Improvement and Professional Practice

Lead continuous improvement within Workforce Information & Analytics and identify opportunities to reduce duplication, manual processing and avoidable reporting burden.

Benchmark service practice and analytical approaches and incorporate relevant learning into local methods and standards.

Maintain specialist knowledge of workforce information, workforce planning, analytics, HRIS reporting and digital reporting developments.

Develop analytical capability within the team through coaching, quality review, shared standards and structured learning.

Contribute to apprenticeship, talent and succession planning opportunities within the service.

Work autonomously within broad organisational objectives, professional standards and Trust policies, seeking direction where matters have significant organisational, legal or reputational implications.

9. Responsibility for Resources

The postholder is responsible for the effective management and development of the Trusts workforce information resources.

This includes responsibility for ensuring workforce information is accurate, secure, appropriately governed and used effectively to support organisational decision making.

Whilst the postholder does not hold direct budgetary responsibility, they will provide workforce intelligence and analytical modelling that informs financial planning, workforce investment decisions, establishment reviews and productivity programmes.

The postholder will exercise professional judgement in determining analytical priorities, methodologies and reporting approaches, working with a high degree of autonomy and acting as the Trusts recognised specialist for Workforce Information & Analytics.

Person Specification

Qualifications

• 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.

• 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

• 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.

• 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

• 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

• 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.

• 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

• 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

Disclosure and Barring Service Check

This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.

Certificate of Sponsorship

Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website.

From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants.

Employer details

Employer name

Wrightington Wigan & Leigh Teaching Hospitals NHS Foundation Trust

Address

Buckingham Row

Buckingham Row

Wigan

WN1 1XX

United Kingdom

Employer's website

http://www.wwl.nhs.uk/