People Insights Manager - People Directorate

at  Bank of England

OUR APPROACH TO INCLUSION

The Bank values diversity, equity and inclusion. We play a key role in maintaining monetary and financial stability, and to do that effectively, we believe we need a workforce that reflects the society we serve.
At the Bank of England, we want all colleagues to feel valued and respected, so we’re working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that it’s by drawing on different perspectives and experiences that we’ll continue to make the best decisions for the public.
We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We’ve also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they’re needed.
For most roles where work can be carried out at home, we aim for colleagues to spend half of their time in the office, with a minimum of 40% per month. Subject to that minimum requirement, individuals and managers should work together to find what works best for them, their team and stakeholders.
Finally, we’re proud to be a member of the Disability Confident Scheme . If you wish to apply under this scheme, you should check the box in the ‘Candidate Personal Information’ under the ‘Disability Confident Scheme’ section of the application.

ABOUT THE ROLE

This is an exciting new opportunity in the Bank’s People Directorate as part of a major strategic change programme to maintain the modern and professional provision of the Bank’s central services – CS 2025. We are seeking a talented and experienced People Insights Manager to join our team. You will be at the forefront of building our new Data & Insights capability in line with the development of our People Strategy & Insights division, strengthening the ability of the People Directorate and the Bank to develop and execute its people strategy.
The ideal candidate will be passionate about creating a function that utilises data and analytics. The function will drive strategic decisions related to people aspects such as talent acquisition, retention, engagement, diversity, equity, inclusion, rewards, and development. This role offers the opportunity to work closely with cross-functional teams, establishing data-driven insights to enhance our People processes and ultimately support our organisation’s goals and objectives.

KEY RESPONSIBILITIES

Building the new capability to enable people data analysis and reporting:

• Establishing and directing individuals within the new People Insights function, to build a rich and insightful picture of the strength of our workforce and effectiveness of our employee value proposition (EVP), drawing on both quantitative and qualitative sources (including employee engagement insights).
• Leading the adoption of the Bank’s data strategy in relation to people data.
• Manage the collection, analysis, and interpretation of people data from various sources including the Bank’s People system (Oracle HCM), employee surveys, performance reviews, engagement metrics, and demographic data; and ensuring the necessary controls are in place.
• Develop meaningful insights and actionable recommendations to improve organisational effectiveness, employee experience, and business outcomes.
• Manage the creation and delivery of regular reports and presentations to people leadership and other stakeholders, highlighting key trends, opportunities, and challenges.

Driving change management programme:

• Lead and manage the change management of standing up the People Insights function within the People Directorate, ensuring effective communication, any necessary upskilling, and support mechanisms are in place to facilitate smooth transitions and adoption of new processes.
• Develop and implement change management strategies that address the needs of various stakeholders, promoting engagement and buy-in across the organisation.

Developing and managing the People Insights Dashboard:

• Lead the design, development, and implementation of the People Insights Dashboard as the foundational tool for gathering and delivering insights.
• Coordinate with data scientists, analysts, and project managers to ensure the dashboard meets the needs of various stakeholders.
• Ensure the dashboard integrates seamlessly with existing systems and provides a comprehensive view of people data.

Lead the creation of predictive forecasting models:

• Manage the establishment of statistical techniques and predictive modelling to forecast future workforce trends, identify potential risks, and recommend proactive solutions.
• Collaborate with People Strategy Partners to anticipate talent needs and develop strategies for workforce planning and succession planning.

Driving continuous improvement:

• Drive continuous improvement efforts related to People data collection, analysis, and reporting processes.
• Identify opportunities to streamline workflows, automate repetitive tasks, and enhance the overall efficiency and effectiveness of the People Insights function.

Enhancing stakeholder engagement and collaboration:

• Work closely with People Strategy Partners to enable alignment between insights and strategic initiatives.
• Work together with other key stakeholders within the People organisation as well as projects to design and build the capabilities of the People Strategy & Insights division.
• Work together with DAT and technology to deliver strategically aligned leveraging the recommended technology stack.

• Build and maintain strong relationships with key stakeholders across the Bank, acting as a trusted advisor on people data and analytics matters.Facilitate workshops, meetings, and forums to gather input, share progress, and ensure alignment on strategic objectives and initiatives.

ROLE REQUIREMENTS

Minimum Criteria

• Experience in delivering change across a large, complex organisation.
• Excellent analytical skills, with the ability to demonstrate creative problem solving and influencing through analysis; and the ability to use the latest techniques to manage and present data insights.

• Strong experience of building, motivating, and developing teams.Strong understanding of people analytics, workforce planning, or a related field.

Essential Criteria

• Experience in management for activities, workstreams, projects and team effectiveness.
• Ability to work independently with limited guidance.
• Excellent communication and presentation skills, with the ability to effectively convey complex information to diverse audiences in an impactful way.
• Ability to work collaboratively in a team environment and influence stakeholders at all levels of the organisation.
• High level of integrity, confidentiality, and professionalism when handling sensitive people data.

• Knowledge of legal, compliance, and governance aspects in relation to sensitive people data.Experience in professional HR environments.

Desirable Criteria

• Specialist knowledge and experience of establishing and managing an analytics function.

• Relevant professional qualifications (e.g. CIPD, data analytics certifications).Experience of working in both the private and public sector.

• This is a people management role. You will be responsible for day to day management of the team and for defining roles and responsibilities. You will develop your team through sharing information effectively, coaching and communicating a clear vision to ensure that your staff are productive, engaged and motivated to deliver the area’s aims. This will include setting clear goals and smart stretching objectives that are aligned to those of the team, division and directorate. You will also be responsible for managing all staff-related matters that may arise including performance, absence and sickness.

This role offers a salary of circa £80,185 - £90,000. In addition, we also offer a comprehensive benefits package as detailed below:

• A non-contributory, career average pension giving you a guaranteed retirement benefit of 1/95th of your annual salary for every year worked. There is the option to increase your pension (to 1/50th) or decrease (to 1/120th) in exchange for salary through our flexible benefits programme each year.
• A discretionary performance award based on a current award pool.
• A 8% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits.
• 26 days’ annual leave with option to buy up to 12 additional days through flexible benefits.Private medical insurance and income protection