Workforce Planner

Infected Blood Compensation Authority; Newcastle upon Tyne; On-site; GBP 60,000 - 80,000; Full time

Job summary

A public service organization in the UK is seeking an experienced workforce planning professional to support the establishment of data-driven workforce strategies. This role involves working closely with HR and other departments to analyze workforce needs and implement effective talent management policies. The position offers a salary of £47,258 with additional benefits, including a generous pension contribution and flexible working options. Ideal candidates will have experience in workforce management and data analysis, alongside strong stakeholder engagement skills.

Benefits

Civil Service Defined Benefit Pension scheme

Learning and development opportunities

Flexible working options

32.5 days of paid annual leave plus 8 bank holidays

Enhanced parental leave policies

Qualifications

• Experience of workforce planning as either a Workforce Planner, HR Generalist or similar.
• Ability to build strong relationships with stakeholders and manage projects effectively.
• Experience in analysing data to inform workforce strategies.

Responsibilities

• Establish a data-driven workforce planning function.
• Support workforce planning team in outlining organization-wide workforce requirements.
• Conduct analysis to project future workforce needs.

Skills

Workforce planning experience

Data analysis

Stakeholder management

Effective communication

Education

Relevant experience in HR or workforce planning

Job description

Overview

The Infected Blood Compensation Authority (IBCA) is a new arm's-length body set up, at unprecedented pace, to administer compensation to people whose lives have been impacted by the infected blood scandal. IBCA will ensure payment is made in recognition of the wrongs experienced by those who have been infected by HIV, Hepatitis B or C, as well as those who love and care for them. They have been frustrated and distressed by the delays in achieving proper recognition, and we must help put this right. We are committed to putting the infected and affected blood community at the centre of every decision we make and every step we take to build our organisation to deliver compensation payments. IBCA employees will be public servants. If successful in this role you will be appointed directly into IBCA, on IBCA terms and conditions as a public servant. Successful applicants will join the Civil Service Pension Scheme. Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA's work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer.

Responsibilities

1. Workforce planning and capability: Establishing and delivering an effective, data-driven workforce planning function across IBCA, considering its time-limited nature.

   • You will work with the Head of Strategic Workforce Planning and others to identify where each part of the organisation sits within IBCA's organisational phasing, and to develop appropriate workforce management actions to support effective delivery through each phase.
   • Establish trusting two-way working relationships with HRBPs, finance colleagues, a network of workforce leads and the wider HR team to integrate strategic workforce planning into decision-making at every level.

2. End-to-end workforce planning: Support a small and engaged workforce planning team to outline organisation-wide workforce requirements in terms of capacity and capability during IBCA’s lifecycle.

3. Forecasting Future Workforce Needs:

   • Design and deliver interventions to capture workforce supply and demand for IBCA, and conduct analysis to project future workforce requirements.
   • Identify critical roles and competencies necessary to achieve strategic objectives.

4. Data Analysis and Reporting:

   • Analyse workforce metrics, trends and projections to create insight into the gap between IBCA's workforce supply and demand.
   • Provide clear reporting to inform recommendations and actions to address identified workforce gaps.

5. Talent Acquisition and Retention:

   • Work with the recruitment team to ensure effective talent acquisition strategies, focusing on attracting and retaining the right talent.
   • Input to succession planning strategies and career development initiatives.

6. Stakeholder Engagement:

   • Build strong relationships with key stakeholders across the organisation to ensure workforce needs are captured in terms of both capacity and capability.
   • Work with colleagues in HR/People and beyond to promote workforce planning initiatives.

7. Policy Development:

   • Develop and implement policies and frameworks to support effective workforce planning and talent management.
   • Ensure compliance with relevant legislation and best practices.

Assessments and Behaviours

We3ll assess you against these behaviours during the selection process:

• Seeing the Big Picture
• Making Effective Decisions
• Managing a Quality Service

We only ask for evidence of these behaviours on your application form:

• Seeing the Big Picture
• Workforce Planning: Experience of workforce planning as either a Workforce Planner, HR Generalist, Recruiter or through working as a lead planner within a specific business area. You understand operational forecasting factors (e.g., turnover, backfill, budget) and can articulate how professionals' skills and capabilities impact workforce supply and demand.
• Workforce Management: Experience designing interventions to build organisational capability and capacity (e.g., talent development, team restructuring, or succession planning). You use strong project and stakeholder management skills to propose and deliver solutions that address workforce risks and maximise effectiveness.
• Communications: Experience in engaging diverse audiences through clear communication, translating technical and numerical data into accessible formats. You can clearly articulate organisational workforce needs using relevant datasets, interpreting complex information for non-technical stakeholders.
• Data Analysis: Evidence of analysing quantitative and qualitative data to interpret trends and make evidence-based recommendations. You have experience sourcing supplementary workforce information, ensuring data requirements are clearly defined for smooth integration with existing datasets.
• Stakeholder Management: Able to build trusting relationships with stakeholders by setting clear expectations on delivery and requirements. You are comfortable collaborating across the function, balancing strategic planning with agile support for the wider HR team.

Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard checks.

Benefits

• Alongside your salary of £47,258, IBCA contributes £13,690 towards your Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
• Premium allowance paid monthly after probation
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service Pension which provides an attractive pension, benefits for dependants and employer contributions of 28.97%
• 32.5 days of paid annual leave plus 8 bank holidays
• Family friendly policies to support you and your everyday responsibilities
• Enhanced maternity and paternity leave, up to 12 months shared parental leave

Recent changes in skilled worker visa eligibility mean that a Skilled Worker must have a job offer in an eligible skilled occupation from a Home Office-approved sponsor. From 22 July 2025, the job must normally be skilled to level 6 (graduate level) on the Regulated Qualifications Framework for England and Northern Ireland, or the equivalent level in Wales or Scotland, or be included on either the Immigration Salary List or the Temporary Shortage List. Please be aware that if the role is not eligible for a skilled worker visa that we will be unable to provide sponsorship.