Role Title

Strategic Workforce Planning & Insight Manager



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Grade

SEO

Status

For internal use


Role Purpose

(250 words max)

The role, which reports into the Head of Strategic Workforce Planning and Data Insight, will provide strategic workforce planning insight, data, and information for the HRD, HR Senior Management team (SMT), HMCTS SMT and key HMCTS stakeholders.

The successful individual will work collaboratively within HMCTS and MOJ to implement best practice, trends and future changes to the workforce and workplace. You will help drive the agenda to be recognised as a Centre of operational and insight excellence in the business.

You will have oversight and manage a team of Data insight officers and work collaboratively with the HR SWFP Analyst to develop in-year and longer-term Strategic Workforce Plans for HMCTS.



Key Accountabilities (600 words max)

  • Working collaboratively with the other SWFP Manager, contribute to the development, delivery, embedding of the HMCTS Strategic Workforce Plan

  • To act as a SWFP expert advisor and critical friend to stakeholders, specifically HRBPs;

  • To understand the Agency business plan and translate the business strategy into the SWFP;

  • To understand SWFP best practice and workforce trends and initiating HR strategies or plans where appropriate

  • Deputise for Head of SWFP, as required, at HMCTS SMT/Finance Performance Committee and Operational Delivery Director meetings when appropriate to present strategic workforce planning and HR data, trends and insights;

  • Support SWFP Lead to drive an approach where SWFP is embedded in the business planning cycle and translated into workforce plans that are owned by the business and HR.

  • To develop in-year FTE Workbooks in collaboration with finance colleagues to aid development of HMCTS-wide workforce planning and provide WFP assurance to HMCTS SMT

  • Working with Head of SWFP to identify strategic workforce planning risk, and advise on approaches to manage, mitigate those risk to the HR SMT.

  • Considering talent management and succession planning as part of the workforce planning approach;

  • Work collaboratively with other SWFP Manager to ensure that pertinent HR MI data is available to inform the longer-term SWFP

  • Ability to act as the Line Manager for the HR Data & Insight Managers (HEO) where needed and oversee the work and outputs of the Data & Insight Team

  • To identify a broad range of relevant and credible information sources and lead on developing access to new data when necessary from internal and external sources

  • Lead maintenance of workforce data quality working closely with HRBP’s, HR Assurance, Regional Support Units, and relevant stakeholders

  • Ensuring the Insight Team provide data analysis and share insights with the HR/HMCTS SMT, MOJ, and leading problem - solving discussions within the team, HR Operations, HR function.


Knowledge, Skills and Experience (500 words max)

  • Demonstrate an understanding of Strategic Workforce Planning

  • Experience of handling/analysing large complex data sets

  • Experience of developing and delivering complex data to non-analysts

  • Experience of leading a team and building capability

  • Experience of managing, advising and influencing key stakeholders on complex data and insight

  • Ability to build strong working relationships and influence key stakeholders

  • Resilient and motivated with the ability to problem solve and overcome challenges presented

  • Ability to motivate others to deliver quality outcomes.



Problem Solving and Decision Making (300 words max)

  • Identifying the most appropriate analytical method to meet analytical requirements in the team -

  • Identifying key risks and issues from data and insight



Management of Resources (250 words max)

  • Line Manager for the HR Data & Insight Managers (HEO) when needed and oversee the work and outputs of the Insight Team


Autonomy (250 words max)

  • Follow clearly defined procedures to generate the BAU data products and clear adherence to GDPR guidelines

  • Autonomy to manage engagement with stakeholders as necessary

  • Autonomy to develop new HR analytics and insight products with final approval from HR SMT



Key Relationships and Contacts (300 words max)

  • Insight Team - daily

  • HRBPs - weekly but more often if required

  • Heads of RSU - weekly but more often if required

  • Finance BPs - As required to ensure we have allocations for FTE Workbooks

  • Wider HR Leads - As required to meet data requirements across HR

  • MoJ ASD - As required to maintain relationship and develop access to DiH and wider MoJ HR data