Workforce Information & Analytics Lead


Company:	NHS Jobs
Salary:	£49,387 - £56,515
Hours:	Full-time
Location:	Wigan, WN1 1XX
Job type:	Permanent
Posting date:	15 Aug 2026
Closing date:	31 Aug 2026

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Summary

1. Service Leadership and People Management Lead the day-to-day delivery and development of the Workforce Information & Analytics service, translating organisational priorities into a clear work programme and reporting timetable. Line-manage, support and develop the Workforce Information Officer, including work allocation, objective setting, supervision, appraisal, wellbeing, performance and professional development. Set service standards, reporting principles and quality expectations and ensure outputs are delivered accurately and within agreed timescales. Prioritise competing operational, statutory and strategic demands, negotiating realistic timescales and escalating material risks where required. Work with the Head of Workforce Systems & Analytics and Workforce Systems Lead to maintain an integrated service with clear accountability for systems, data, information and analytics. Deputise for the Head of Workforce Systems & Analytics on workforce information and analytics matters as agreed. 2. Workforce Information and Analytical Insight Lead the production, interpretation and presentation of complex workforce information for the Board, Executive Team, committees, People Services, Finance, divisions and operational services. Develop and maintain reporting frameworks, definitions, analytical methodologies and controls that support consistent and transparent workforce reporting. Undertake complex analysis of workforce trends, variances, relationships and risks, drawing together data from multiple sources where appropriate. Translate analysis into clear insight, options and evidence-based recommendations for technical and non-technical audiences. Provide specialist advice and constructive challenge where data is incomplete, conclusions are unsupported or proposed actions do not align with the evidence. Lead or quality-assure responses to complex ad hoc requests, Freedom of Information requests and organisational assurance requirements within the remit of the service. Ensure analytical products clearly state scope, definitions, limitations, assumptions and appropriate interpretation. 3. Workforce Planning, Forecasting and Modelling Lead the development and delivery of workforce planning, forecasting, establishment analysis and scenario modelling across the Trust. Integrate workforce, finance, activity, productivity and service information to support medium- and long-term workforce planning. Develop analytical models that assess workforce supply, demand, affordability, vacancies, turnover, recruitment, retention and temporary staffing. Support organisational redesign, Cost Improvement Programmes, business cases and transformation programmes by modelling workforce impacts, risks and options. Work in partnership with Finance, HR and operational leaders to reconcile workforce plans, funded establishment and actual workforce deployment. Monitor delivery against workforce plans and provide insight on variances, emerging risks and corrective action. 4. Source Systems, Data Management and Data Quality Lead the end-to-end source to insight process for workforce information, ensuring data is extracted, transformed, validated, documented and used appropriately. Use ESR or an equivalent HRIS, e-rostering, recruitment and other approved data sources to develop integrated workforce reporting and analysis. Work closely with the Workforce Systems Team on system changes, hierarchies, organisational structures and data-quality issues, while maintaining clear separation from technical system ownership. Establish and maintain controlled reporting datasets, data models, data definitions, data lineage and reproducible analytical processes. Lead data-quality improvement activity, including validation frameworks, reconciliation, exception reporting and action tracking. Quality-assure new or amended reports and analytical products before publication or implementation. Identify the implications of data limitations and advise stakeholders on proportionate use and interpretation. 5. Digital Reporting, Business Intelligence and Automation Lead the design, development and maintenance of interactive workforce dashboards and self-service analytical products using Power BI, Qlik Sense or equivalent tools. Develop a prioritised roadmap for digital workforce reporting aligned with user needs, organisational priorities and available technology. Gather and translate business requirements into appropriate data models, measures, visualisations and reporting products. Use data-transformation and automation tools, including Power Query or equivalent, to improve efficiency, consistency and reproducibility. Lead user testing, validation, implementation, guidance and adoption of new reporting solutions. Monitor dashboard use, feedback and performance and use this evidence to inform continuous improvement. Evaluate emerging technologies, including automation and artificial intelligence, and support their responsible, secure and proportionate use within workforce analytics. 6. Information Governance, Assurance and Reporting Standards Ensure workforce information is managed in accordance with data protection, information governance, confidentiality and records-management requirements. Develop and maintain appropriate access controls, version control, documentation and approval arrangements for workforce reporting products. Support internal and external audit, statutory reporting, assurance reviews and information requests within the remit of the service. Coordinate or quality-assure agreed national, regional and corporate workforce submissions and benchmarking information. Maintain an evidence base of reporting definitions, methodologies and decisions to support transparency and organisational assurance. Develop, implement and review Workforce Information and Analytics policies, reporting standards, definitions and procedures, including changes that affect services and stakeholders beyond the immediate Workforce Information and Analytics Team. 7. Stakeholder Advice, Communication and Partnership Working Build effective relationships with senior leaders, HR, Finance, Workforce Systems, Digital, operational services and external partners. Present complex workforce information, risks and recommendations clearly in meetings, reports, dashboards and formal papers. Facilitate discussions with stakeholders to clarify analytical questions, agree definitions and identify appropriate measures of success. Provide specialist workforce information and planning advice to organisational programmes, committees and decision-making forums. Represent the Trust at relevant regional and national workforce information, analytics and planning networks. Promote the effective and responsible use of workforce data across the organisation. 8. Continuous Improvement and Professional Practice Lead continuous improvement within Workforce Information & Analytics and identify opportunities to reduce duplication, manual processing and avoidable reporting burden. Benchmark service practice and analytical approaches and incorporate relevant learning into local methods and standards. Maintain specialist knowledge of workforce information, workforce planning, analytics, HRIS reporting and digital reporting developments. Develop analytical capability within the team through coaching, quality review, shared standards and structured learning. Contribute to apprenticeship, talent and succession planning opportunities within the service. Work autonomously within broad organisational objectives, professional standards and Trust policies, seeking direction where matters have significant organisational, legal or reputational implications. 9. Responsibility for Resources The postholder is responsible for the effective management and development of the Trusts workforce information resources. This includes responsibility for ensuring workforce information is accurate, secure, appropriately governed and used effectively to support organisational decision making. Whilst the postholder does not hold direct budgetary responsibility, they will provide workforce intelligence and analytical modelling that informs financial planning, workforce investment decisions, establishment reviews and productivity programmes. The postholder will exercise professional judgement in determining analytical priorities, methodologies and reporting approaches, working with a high degree of autonomy and acting as the Trusts recognised specialist for Workforce Information & Analytics.

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