Deputy Director - People Analytics

Ministry of Justice UK; London; On-site; GBP 81,000; Full time

Job summary

The Ministry of Justice UK seeks a Deputy Director, People Analytics and Information to lead a dynamic team in delivering insightful analytics and data solutions. This role is vital for shaping policy through robust evidence, enhancing the decision-making process at the highest levels. With a strong focus on collaboration and innovation, the Deputy Director will play a key role in aligning analytics with strategic objectives and ensuring compliance with industry standards.

Benefits

Civil Service pension scheme contributions

Access to learning and development

Flexible working options

Annual leave

Public holidays

Season ticket advance

Qualifications

• Proven leadership experience in analytics.
• Strong background in data-driven decision making.
• Experience in building collaborative teams.

Responsibilities

• Lead a multi-disciplinary analytics team.
• Ensure accurate data and analysis for decision making.
• Build partnerships with stakeholders across the Ministry.

Skills

Leadership

Data Analysis

Collaboration

Innovation

Stakeholder Management

Education

Relevant degree

Job description

East Midlands (England), East of England, London (region), North East England, North West England, Scotland, South East England, South West England, Wales, West Midlands (England), Yorkshire and the Humber

Job Summary

This is a Nationally based role

Job Description

The Business Architecture and Transformation (BAT) Directorate helps make sure the Ministry of Justice has an operating model (the right people, the right structure, the tools, and the capability) that is fit for purpose and effective over the short and medium-term; but equally important, sets a future organisation strategy that is ambitious, effective, and efficient and supports the department to implement that strategy.

Whether focusing on the immediate challenge to improve the effectiveness of HQ, supporting the Chief Operating Officer (COO) to run a high-performing, people-focused, data-driven, and efficient COO Group, or challenging the MoJ Executive Committee on the strategic shifts they might make to create an even better place to work, BAT strives to be the best Directorate to work in MoJ. We value collaboration, inclusion, authenticity, high professional standards, a passion for curiosity and a healthy appetite to deliver.

The Deputy Director, People Analytics and Information plays a pivotal leadership role in ensuring the delivery of high-quality analytical insights across the Ministry of Justice. You will lead a multi-disciplinary team of analytical, information and digital professionals, ensuring they provide outstanding insights services by applying advanced analytical techniques and creating tools and apps to support evidence-based decision-making across all parts of Chief Operating Officer Group.

As the most senior analyst within Chief Operating Officer Group this role advises and supports the department’s Chief Analyst on strategic leadership of all analytics across the business group and ensuring analytical standards and information assurance and governance standards are upheld.

Key Responsibilities

• Lead and inspire a large multi-disciplinary team to provide data, analysis and insight that actively contribute to the delivery of the department’s strategic objectives, ensuring the team is engaged, innovating and performing strongly, with an emphasis on building a collaborative and inclusive culture.
• Alongside the BAT leadership team, take collective ownership of leading the directorate and playing an active part in the senior team to develop a strong, diverse, and inclusive community.
• Alongside the rest of the department's SCS analytical leadership team, take collective ownership of leading the analytical community and play an active part in developing a high-performing, diverse and inclusive community.
• Build analytical capability working alongside the Directors of Analysis and Data and their deputy directors, keeping abreast of developments in their own and other professions. They ensure that resources required to meet their objectives and priorities are in place and the necessary mix of deep professional expertise, skills and knowledge are available and deployed in the most efficient manner. This includes driving automation and innovation (including AI) in the use of people data and analysis.
• Take responsibility and accountability for the accuracy of all evidence, data and analysis produced, setting and embedding a culture of quality assurance, where all are aware of the relevant codes of practice, standards, frameworks and their use as set out in the appropriate government colour books.
• Develop new data sources while fully exploiting those currently available, helping to build a deeper and more informed understanding of workforce issues drawing upon emerging research from across the industry to build a plan for future change and development.
• Building collaborative partnerships and strong links with senior stakeholders within MoJ to ensure that the work of the team is aligned with both short and longer-term people policy, operational and data priorities.
• Work effectively at executive and board levels across the Department, providing insightful analysis, influencing decision-making, building trust and credibility as an equal partner in strategic change conversations.
• Provide critical input to policy development and delivery by applying robust evidence, delivering impactful insight.
• This role supports the Director Corporate Services Transformation and SRO MoJ Synergy in her role as HR Senior Information Risk Owner by carrying out governance and assurance activities. Additionally, this role ensures that MoJ remains compliant with the UK GDPR, DPA and PRA by ensuring tailored and contextualised support is provided to anyone using MoJ HR data.
• Work with the Director of Analysis to provide leadership and professional oversight, while enhancing and continuously developing the capabilities and skills of both the analytical function and profession to support the objectives of the Ministry of Justice.
  
  

The Business Architecture and Transformation (BAT) Directorate helps make sure the Ministry of Justice has an operating model (the right people, the right structure, the tools, and the capability) that is fit for purpose and effective over the short and medium-term; but equally important, sets a future organisation strategy that is ambitious, effective, and efficient and supports the department to implement that strategy.

Whether focusing on the immediate challenge to improve the effectiveness of HQ, supporting the Chief Operating Officer (COO) to run a high-performing, people-focused, data-driven, and efficient COO Group, or challenging the MoJ Executive Committee on the strategic shifts they might make to create an even better place to work, BAT strives to be the best Directorate to work in MoJ. We value collaboration, inclusion, authenticity, high professional standards, a passion for curiosity and a healthy appetite to deliver.

The Deputy Director, People Analytics and Information plays a pivotal leadership role in ensuring the delivery of high-quality analytical insights across the Ministry of Justice. You will lead a multi-disciplinary team of analytical, information and digital professionals, ensuring they provide outstanding insights services by applying advanced analytical techniques and creating tools and apps to support evidence-based decision-making across all parts of Chief Operating Officer Group.

As the most senior analyst within Chief Operating Officer Group this role advises and supports the department’s Chief Analyst on strategic leadership of all analytics across the business group and ensuring analytical standards and information assurance and governance standards are upheld.

Key Responsibilities

• Lead and inspire a large multi-disciplinary team to provide data, analysis and insight that actively contribute to the delivery of the department’s strategic objectives, ensuring the team is engaged, innovating and performing strongly, with an emphasis on building a collaborative and inclusive culture.
• Alongside the BAT leadership team, take collective ownership of leading the directorate and playing an active part in the senior team to develop a strong, diverse, and inclusive community.
• Alongside the rest of the department's SCS analytical leadership team, take collective ownership of leading the analytical community and play an active part in developing a high-performing, diverse and inclusive community.
• Build analytical capability working alongside the Directors of Analysis and Data and their deputy directors, keeping abreast of developments in their own and other professions. They ensure that resources required to meet their objectives and priorities are in place and the necessary mix of deep professional expertise, skills and knowledge are available and deployed in the most efficient manner. This includes driving automation and innovation (including AI) in the use of people data and analysis.
• Take responsibility and accountability for the accuracy of all evidence, data and analysis produced, setting and embedding a culture of quality assurance, where all are aware of the relevant codes of practice, standards, frameworks and their use as set out in the appropriate government colour books.
• Develop new data sources while fully exploiting those currently available, helping to build a deeper and more informed understanding of workforce issues drawing upon emerging research from across the industry to build a plan for future change and development.
• Building collaborative partnerships and strong links with senior stakeholders within MoJ to ensure that the work of the team is aligned with both short and longer-term people policy, operational and data priorities.
• Work effectively at executive and board levels across the Department, providing insightful analysis, influencing decision-making, building trust and credibility as an equal partner in strategic change conversations.
• Provide critical input to policy development and delivery by applying robust evidence, delivering impactful insight.
• This role supports the Director Corporate Services Transformation and SRO MoJ Synergy in her role as HR Senior Information Risk Owner by carrying out governance and assurance activities. Additionally, this role ensures that MoJ remains compliant with the UK GDPR, DPA and PRA by ensuring tailored and contextualised support is provided to anyone using MoJ HR data.
• Work with the Director of Analysis to provide leadership and professional oversight, while enhancing and continuously developing the capabilities and skills of both the analytical function and profession to support the objectives of the Ministry of Justice.
  
  

Person specification

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

Please view our candidate information pack for full details about the role, key responsibilities person specification, and the criteria you will be assessed against throughout the recruitment process. If you are interested in this exciting opportunity, and feel that you meet the criteria, we would welcome your application.

Behaviours

We'll assess you against these behaviours during the selection process:

• Communicating and Influencing
• Leadership
• Seeing the Big Picture
• Working Together
• Changing and Improving
  
  

Alongside your salary of £81,000, Ministry of Justice contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Access to learning and development
• A working environment that supports a range of flexible working options to enhance your work life balance
• A working culture which encourages inclusion and diversity
• A Civil Service pension with an employer contribution of 28.97%
• Annual Leave
• Public Holidays
• Season Ticket Advance
  
  

For more information about the recruitment process, benefits and allowances and answers to general queries, please click the below link which will direct you to our Candidate Information Page.

Link: https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

For full details about the Role, Key Responsibilities and Person Specification, please download and review the Candidate Information pack

Feedback will only be provided if you attend an interview or assessment.

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise.

As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This Job Is Broadly Open To The Following Groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
  
  

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job Contact :

• Name : SSCL Recruitment Enquiries Team
• Email : [e-mail]
• Telephone : [phone]
  
  

Recruitment team

• Email : [e-mail]
  
  

Further information

Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. I you feel a department has breached the requirement of the Recruitment Principles and would like to raise this, please contact SSCL ([e-mail]) in the first instance. If the role has been advertised externally (outside of the Civil Service) and you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/

https://jobs.justice.gov.uk/careers/JobDetail/6729?entityId=6729