Divisional Data Partner - People & Places Function

at  Lloyds Banking Group

End Date
Monday 03 February 2025
Salary Range
£57,546 - £63,940
We support flexible working – click here for more information on flexible working options
Flexible Working Options
Hybrid Working, Job Share
Job Description Summary
TITLE: Division Data Partner - People & Places Function
LOCATION(S): Bristol, Leeds, Halifax or Edinburgh
HOURS: Full time
WORKING PATTERN: Our work style is hybrid, which involves spending two days per week, or 40% of our time at one of our P&P Hubs.
Job Description
Core Purpose of the Role
You will play a vital role in the P&P Data Hub acting as a bridge between People data analytics and stakeholders across the organisation. The role aims to facilitate effective data-driven decision-making by promoting data products, providing actionable insights, and upskilling colleagues in data literacy, ultimately contributing to optimised workforce management and strategic People initiatives.

Accountabilities & Responsibilities:

• Data Advocacy: Champion the value of data-driven decision-making across the bank by promoting P&P data products and their benefits.
• Stakeholder Engagement: Collaborate with HR teams (Human Resource Directors & People Partners), business leaders, and cross-functional partners to understand their data needs and provide relevant insights.
• Data Insights: Extract meaningful insights from HR data analytics and present them in a clear and actionable manner to stakeholders.
• Data Upskilling: Lead efforts to enhance data literacy among colleagues, offering training and support to enable effective data usage.
• Product Knowledge: Develop a deep understanding of HR data products, their methodologies, and applications, ensuring accurate communication.
• Data Governance: Advocate for and ensure adherence to data governance standards and policies while sharing data insights.
• Continuous Improvement: Contribute to the enhancement of data products by gathering feedback and insights from stakeholders.
• Upskill and task manage more junior members of the partnering a wider data hub team.
• Collaborate with HR teams and stakeholders to identify data-driven opportunities and challenges.
• Promote HR data products, showcasing their benefits and applicability to different business contexts.
• Translate complex HR data insights into actionable recommendations for strategic decision-making.
• Develop and deliver engaging presentations and reports that convey data-driven insights to non-technical stakeholders.
• Provide training sessions and workshops to enhance colleagues’ data literacy and analytical skills.
• Collaborate with data analysts and scientists to ensure data products meet stakeholder needs.
• Foster a culture of data-driven decision-making and curiosity across the bank.
• Stay informed about industry trends and advancements in HR data analytics.

Skills & Experience:

• Minimum 3 years of experience in HR data analytics or related roles. Demonstrated success in effectively communicating data insights to stakeholders, promoting data-driven decision-making, and upskilling colleagues in data literacy.
• Data Literacy: Strong understanding of data concepts and the ability to translate technical insights to non-technical stakeholders.
• Stakeholder Engagement: Excellent interpersonal skills to effectively engage and collaborate with colleagues at all levels.
• Data Presentation: Proficient in conveying complex data insights through presentations, reports, and visualisations.
• HR Domain Knowledge: Comprehensive understanding of HR processes, policies, and regulations within the banking sector.
• Communication: Clear and concise communication skills to convey data insights and recommendations.
• Training and Facilitation: Ability to conduct engaging training sessions and workshops to improve data literacy.
• Problem Solving: Creative problem-solving skills to address unique data-related challenges.

About working for us
Our focus is to ensure we’re inclusive every day, building an organisation that reflects modern society and celebrates diversity in all its forms. We’re committed to creating a consciously inclusive workplace where our colleagues can be themselves, thrive and perform at their best.
We were one of the first major organisations to set goals on diversity in senior roles, create a menopause health package, and a dedicated Working with Cancer Initiative. As an inclusive employer, we offer Workplace Adjustments for colleagues with a disability (which may include long-term health and neurodivergent conditions) where it is reasonable to do so. This could include flexibility with regards to office attendance, location, and working pattern. We are proud to be a Disability Confident Leader. If you have a disability, you can also apply via our Disability Confident Scheme (DCS). Through the DCS, we guarantee to interview a fair and proportionate number of applicants with a disability, whose application meets the minimum criteria for the advertised job role.
We also provide adjustments that are reasonable throughout the recruitment process to reduce or remove barriers for applicants with a disability, long-term health condition or neurodivergent condition. If you’d like an adjustment to the recruitment process just let us know.

We also offer a wide-ranging benefits package, which includes:

• A generous pension contribution of up to 15%
• An annual performance-related bonus
• Share schemes including free shares
• Benefits you can adapt to your lifestyle, such as discounted shopping
• 30 days’ holiday, with bank holidays on top
• A range of wellbeing initiatives and generous parental leave policies

If you’re excited by the thought of becoming part of our high performing, collaborative and data driven team, get in touch. We’d love to hear from you.
At Lloyds Banking Group, we’re driven by a clear purpose; to help Britain prosper. Across the Group, our colleagues are focused on making a difference to customers, businesses and communities. With us you’ll have a key role to play in shaping the financial services of the future, whilst the scale and reach of our Group means you’ll have many opportunities to learn, grow and develop.
We keep your data safe. So, we’ll only ever ask you to provide confidential or sensitive information once you have formally been invited along to an interview or accepted a verbal offer to join us which is when we run our background checks. We’ll always explain what we need and why, with any request coming from a trusted Lloyds Banking Group person.
We’re focused on creating a values-led culture and are committed to building a workforce which reflects the diversity of the customers and communities we serve. Together we’re building a truly inclusive workplace where all of our colleagues have the opportunity to make a real difference

• Data Advocacy: Champion the value of data-driven decision-making across the bank by promoting P&P data products and their benefits.
• Stakeholder Engagement: Collaborate with HR teams (Human Resource Directors & People Partners), business leaders, and cross-functional partners to understand their data needs and provide relevant insights.
• Data Insights: Extract meaningful insights from HR data analytics and present them in a clear and actionable manner to stakeholders.
• Data Upskilling: Lead efforts to enhance data literacy among colleagues, offering training and support to enable effective data usage.
• Product Knowledge: Develop a deep understanding of HR data products, their methodologies, and applications, ensuring accurate communication.
• Data Governance: Advocate for and ensure adherence to data governance standards and policies while sharing data insights.
• Continuous Improvement: Contribute to the enhancement of data products by gathering feedback and insights from stakeholders.
• Upskill and task manage more junior members of the partnering a wider data hub team.
• Collaborate with HR teams and stakeholders to identify data-driven opportunities and challenges.
• Promote HR data products, showcasing their benefits and applicability to different business contexts.
• Translate complex HR data insights into actionable recommendations for strategic decision-making.
• Develop and deliver engaging presentations and reports that convey data-driven insights to non-technical stakeholders.
• Provide training sessions and workshops to enhance colleagues’ data literacy and analytical skills.
• Collaborate with data analysts and scientists to ensure data products meet stakeholder needs.
• Foster a culture of data-driven decision-making and curiosity across the bank.
• Stay informed about industry trends and advancements in HR data analytics