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General Information

Salary
The national salary range is £42,914 - £46,182, London salary range is £49,325 - £53,081. Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
External
Location
National
Region
National
Closing Date
16-Feb-2026
Post Type
Fixed Term, Detached Duty, Loan, Permanent
Civil Service Grade
SEO
Number of jobs available
2
Reserve List
12 Months
Job ID
14420

Descriptions & requirements

Job description

Job title: Strategic Workforce Planning, Data & Insight Manager

Directorate: Human Resources

Workstream:  Strategic Workforce Planning and Data & Insight Team

We have two exciting opportunities to join our team, with one permanent post, and one post is a 12-month Fixed Term Contract. Please note, if applying on promotion and appointed to the Fixed Term Contract role, you will be placed on temporary promotion and be expected to return to your substantive role at the conclusion of the secondment.

About us  

HM Courts & Tribunals Service (HMCTS) is responsible for the administration of criminal, civil and family courts and tribunals in England and Wales. Our roles support our service users and colleagues, where people and businesses access potentially life-changing justice.  We’re looking for individuals who are committed to public service and want to make a difference in people’s lives in delivering justice. If you’re interested in developing a career with a real purpose, please apply.

About the role

We are seeking an experienced and focused individual to join our Strategic Workforce Planning, Data & Insight team, which provides high‑quality workforce insight and data to HR and senior leaders across the organisation.

As part of the HR Operations function, you will work alongside HR Business Partners, Resourcing, and Supplier Performance colleagues. The Strategic Workforce Planning, Data & Insight (SWP) team plays a pivotal role in delivering accurate, timely, and relevant workforce insight that supports operational decision‑making and helps shape the future workforce.

This role delivers strategic workforce planning insight and data for the HR Director, Senior Leadership Team, HMCTS Executive Team, and key senior stakeholders. You will collaborate with colleagues across HMCTS and MOJ to implement best practice, identify emerging trends, and support workforce and workplace transformation. You will help drive our ambition to be recognised as a centre of operational and insight excellence. You will oversee and manage a team of Data & Insight Officers and work closely with other SWP Managers to develop both in‑year operational and long‑term Strategic Workforce Plans for HMCTS.

Your role as the Strategic Workforce Planning, Data & Insight Manager encompasses several key aspects (but not limited to):

  • Working collaboratively with fellow SWP Managers to develop, deliver, and embed the HMCTS Strategic Workforce Plan.
  • Develop and maintain in‑year operational workforce planning tools to support HMCTS-wide workforce planning and provide workforce planning assurance to the Senior Leadership Team.
  • Providing in‑depth people data analysis, generating insight for stakeholders, and leading problem‑solving discussions across the organisation.
  • Understanding SWP best practice and workforce trends and initiating relevant HR strategies or plans.
  • Supporting the Head of SWP, Data and Insight  to embed strategic workforce planning within the business planning cycle, ensuring ownership across HR and the wider organisation.
  • Working with the Head of SWP, Data and Insight  to identify workforce planning risks and advising HR SLT on mitigation approaches.
  • Acting as line manager for HR Data & Insight Managers (HEO) when required, overseeing the work and outputs of the Data & Insight Team.

Please refer to the attached role profile for a comprehensive overview of the role.

Who are we looking for? (Person Specification)

The ideal candidate for this position should demonstrate:

Essential Skills

  • Proven experience producting large and complex data sets, using advanced analytical skills to draw meaningful conclusions and convert them into clear, actionable insights for non‑technical audiences.
  • Excellent communication and stakeholder‑engagement skills, with the ability to influence and advise senior leaders using data-driven insights.
  • Understanding of Strategic Workforce Planning principles, with the ability to apply them effectively to support organisational planning.
  • Proactive approach to identifying workforce risks and challenges, using data and insight to drive problem‑solving, propose solutions, and support informed decision‑making.
  • Experience using Power BI or similar data‑visualisation and reporting tools to present workforce insights effectively.
  • Demonstrated leadership capability, including managing teams, overseeing analytical outputs, and supporting a culture of high-quality insight and continuous improvement. 

How to apply

Application Stage

Please submit:

  • An anonymised CV. Please ensure your CV is uploaded in a simple format to prevent any formatting issues when it's downloaded or reviewed. 

Your CV should: 

    • Be succinct and clear.
    • Be factually accurate – You must ensure that any evidence submitted as part of your application, is truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
    • Include your qualifications, highlighting any modules or accreditation relevant to the role.
    • Include your relevant experience, providing dates.
    • Provide detail – we are interested in how your knowledge, skills, and experience demonstrate the capabilities we are looking for in this role.
  • Statement of suitability demonstrating how you meet the essential criteria (up to 500 words).

Your Statement of Suitability should be no more than 500 words and should give us real life examples of how your skills and experience match those needed for this role. Consider addressing particular points in the person specification requirements and key responsibilities. We recommend following the STAR format. 

You must ensure that any evidence submitted as part of your application, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.  

  • Experience example - Describe a situation in which you produced and analysed large and complex data sets, including your responsibilities and the outcomes achieved.

We will aim to sift the CV, Statement of Suitability and the Experience example but, in the event of a large number of applicants, an initial short sift may be conducted on the Experience example only. Candidates who pass the initial sift will either:

  • ⁠progress to a full sift where all application assessment criteria is then assessed.
  • or progress straight to interview.

Interview Stage

If successful at sift, you will be invited to attend a remote interview, via Microsoft teams. During your interview, you will be assessed against the following Civil Service Success Profiles which will include:

  • Three technical questions in relation to the person specification
  • Questions in relation to the following Civil Service behaviours:
    • Working Together
    • Changing & Improving
    • Communicating and Influencing
  • Strengths will also be assessed however these are not shared in advance.

Travel requirements

There will be a requirement to travel occasionally to any HMCTS site in line with business needs.

Opportunities for development

HMCTS is committed to staff development and offers an extensive range of training and development opportunities including CIPD accredited learning.

Fixed Term Appointments (FTA) on Promotion

MoJ employees may apply for FTA opportunities in MoJ that are advertised at a higher grade than their current substantive grade. Where an employee accepts an FTA on promotion, this promotion will be temporary, and the employee will revert to their substantive grade upon return to their home business area, as per the loan policy for OGD loans. Before applying, employees must seek approval from their line managers to ensure they can be released for the duration of the FTA and can return to their substantive role at the end. If there is no role available at the end of the FTA, the employee will be subject to redeployment and potentially redundancy procedures.

About our benefits

We reward our people for their hard work and commitment. We have a number of family friendly and flexible working polices that will help you achieve a healthy work-life balance. In addition, we offer a range of employee benefits which include generous annual leave, a highly competitive contributory pension scheme, childcare benefits, season ticket and bicycle loans.

Proud to Serve. Proud to keep justice going.

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code 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. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

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.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

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) https://www.gov.uk/settled-status-eu-citizens-families
  • 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) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference 14420

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference

Application form stage assessments

Experience
We will assess your experience for this role via the following methods
CV or Work History, Statement of Suitability
Statement of Suitability
Guidance for the Statement of Suitability
Your Statement of Suitability should be no more than 500 words and should give us real life examples of how your skills and experience match those needed for this role. Consider addressing particular points in the person specification requirements and key responsibilities. We recommend following the STAR format.

You must ensure that any evidence submitted as part of your application, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Evidence of Experience
CV or Work History, Statement of Suitability
Technical
Technical Questions Application Form Question Word Limit
250
Describe a situation in which you produced and analysed large and complex data sets, including your responsibilities and the outcomes achieved.

Interview stage assessments

Interview Dates
Interviews expected mid March - subject to change
Behaviours
Working Together
Changing and Improving
Communicating and Influencing
Strengths
Strengths will be assessed but these are not shared in advance. To learn more about Strengths and how they are assessed please click here.
Technical
Technical questions in relation to the person specification
Technical questions in relation to the person specification
Technical questions in relation to the person specification
Level of security checks required
DBS Basic

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.  Please see our candidate guidance for more information on appropriate and inappropriate use.