REQUIREMENTS

• Minimum of 5 years’ demonstrated experience in building decision support or optimisation models, ideally related to workforce strategy, operations, or corporate real estate
• Strong analytical skills, with the ability to integrate and interpret multiple complex data points into structured outputs
• Proficiency in at least one analytical programming language (e.g., Python, R)
• Familiarity with business intelligence tools such as PowerBI, Tableau, or QlikView
• Proven ability to communicate complex technical concepts to non-technical stakeholders
• Experience working with large datasets, ideally HR or workforce-related
• End-to-end project delivery experience, including transition planning to junior team members or operational teams
• An interest in, or prior experience collaborating with, academic or research institutions is a plus

ABOUT THE ROLE

FDM is a global business and technology consultancy seeking a Data Modelling Lead to work for our client within the finance sector. This is initially a 6-month contract with the potential to extend and will be a hybrid role based in Glasgow.
Our client is seeking a strategic and technically skilled professional to lead the development of a robust decision support model for workforce strategy. This model will enable a forward-looking, data-driven approach to workforce planning—informing location strategy, talent deployment, and long-term resource decisions across the organisation.
This is a high-impact role, ideal for someone with a blend of modelling expertise, data science fluency, and stakeholder engagement experience. You will design and deliver a comprehensive, end-to-end solution that empowers business leaders with actionable insights to drive better decisions around workforce optimisation.

RESPONSIBILITIES

• Design and build a flexible, transparent decision support model to assess workforce deployment options, considering variables such as location strategy, skills mapping, tenure, performance indicators, office attendance, attrition, and retirement forecasts
• Convert ad-hoc workforce strategies into a formalised, model-based framework that supports governance and informs quarterly or semi-annual reviews
• Deliver model outputs that provide business leaders with a range of strategic options, supported by variable-rich, scenario-based analysis to aid human-in-the-loop decision-making
• Develop the model using the most appropriate tools for the task.
• Partner with internal teams and academic collaborators (including active engagement with a university research stream) to ensure robust methodologies, with the possibility of supporting doctoral-level research
• Work with a complex dataset representing approximately 6,000 roles to uncover insights and guide modelling assumptions
• Lead the full lifecycle of the model—from initial concept and design through to production, handover, and support for ongoing maintenance by junior team members
• Produce and maintain dynamic location rankings based on operational and external market variables such as skills availability, wage inflation, and hiring feasibility
• Ensure the decision support tool remains dynamic, up to date, and aligned with stakeholder needs through regular updates and feedback loops