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General Information

Salary
The national salary range is £35,335 - £37,847, London salary range is £40,014 - £42,859. Your salary will be dependent on your base location
Working Pattern
Full Time
Vacancy Approach
External
Location
National
Region
National
Closing Date
22-Jul-2026
Post Type
Permanent
Civil Service Grade
HEO
Number of jobs available
2
Reserve List
12 Months
Job ID
19828

Descriptions & requirements

Job description

Job Title

People Analyst (2 roles)

Grade

HEO

Business Group

MoJ People & Capability Group

Contract Type

Permanent

Directorate

Business Architecture & Transformation

Team

People Analytics and Information

Location

National

About the Ministry of Justice

The Ministry of Justice (MoJ) works to protect and advance the principles of justice. Our vision is to deliver a world-class justice system that works for everyone in society. 

The justice system plays a crucial role in our success as a nation – keeping people safe, emphasising fairness, guaranteeing individual rights and giving businesses confidence to flourish.

The delivery of our three strategic outcomes are central to doing this:

  • Punishment that cuts crime: to rebuild confidence in the criminal justice system by protecting the public and reducing reoffending with a sustainable and effective prison and probation service.
  • Swifter justice for victims: to rebuild confidence in the criminal justice system by ensuring timely, just outcomes for victims and defendants through a modern and efficient criminal courts system.
  • A beacon for justice and the rule of law: to uphold the rule of law at home and abroad; promote our world-leading legal services, which contribute to economic growth; and deliver accessible and timely civil, family and administrative justice.
  • For more information on who we are and what we do, please visit: https://www.gov.uk/government/organisations/ministry-of-justice.

About Business Architecture and Transformation Directorate

Supporting both the People and Capability Group and the Chief Operating Officer Group the Business Architecture and Transformation (BAT) Directorate ensures the Ministry of Justice has an effective operating model, including the right people, structure, tools, and capabilities. BAT also sets a future organisational strategy that is ambitious, effective, and efficient, supporting the department in implementing this strategy.

About the People Analytics and Information Team

The People Analytics and Information (PA&I) team, which sits within the BAT directorate, is a high‑impact, multidisciplinary team at the heart of evidence‑based decision‑making within the People and Capability Group. We enable leaders to make better, more informed choices by transforming complex workforce data into clear, timely and actionable insight.

The team brings together expertise in analytics, management information, data engineering, information governance and digital design, combining rigorous analytical methods with modern data and automation practices. Our work spans the full analytical lifecycle - from data and infrastructure through to insight, communication and impact - ensuring evidence is trusted, accessible and genuinely useful to decision‑makers.

The PA&I team is focused on strengthening the quality, coherence and influence of people analysis across the Ministry of Justice, and is driving a step‑change in evidence‑based HR practice: unlocking previously inaccessible insights and presenting them in a way that is clear, engaging and directly applicable to real‑world decisions.

About the Roles

We are looking for a motivated analyst to work in a challenging and exciting environment within the team. We are looking for a candidate with a track record of delivering innovative data solutions that have a real impact, whilst working collaboratively with others to ensure the right analytical/statistical solution is delivered in an effective and efficient way.

The following roles are being recruited into, but please note that while the roles outlined reflect the team’s present work, successful candidates should expect to operate with agility. HEO People Analysts may be moved to other priorities as required.

Role 1 - This role will support both the Prison Recruitment MI and Probation Recruitment MI teams, providing operational, analytical and management information support for key HMPPS roles.

Role 2 - This role will be focused on applying advanced analytical techniques to support strategic people-focused decision-making.

The post holders will be:

  • Use a range of appropriate statistical and analytical coding techniques to deliver a solution that meets user needs. Justify and explain those techniques clearly and succinctly, to customers and colleagues.
  • Managing the delivery of HR data products and insights, using technical knowledge and data manipulation skills to produce one-off and regular. Where possible, streamline and automate the process.
  • Supporting the development and implementation of high‑quality analytical practices in partnership with teams across the Analysis Directorate, Data Directorate and the People and Capability Group.
  • Developing and assuring analytical products to ensure they are methodologically sound, fit for purpose and compliant with required quality assurance and governance standards.
  • Tell the story of the data in plain language to aid understanding. Explore innovative data visualisation and presentation techniques to communicate data findings to users.

Essential Criteria

The ideal candidates for these positions should demonstrate: 

  • Academic background/ Experience: A first or second class degree in an analytical, statistical or a social/behavioural science discipline where at least 40% of the grade achieved, was statistical or analytical; or equivalent experience. 
  • Analysis: Experience applying statistical analysis techniques and an aptitude for interpreting data, identifying trends and correlations, and disseminating analytical findings.
  • Data: Strong data manipulation and analytical skills, including the ability to derive insight from multiple data sources.
  • Communication: Experience in communicating insights with a range of stakeholders.
  • Team player: An adaptable team player, with experience of working collaboratively and confidently with others yet is comfortable using initiative when working alone.
  • Personal effectiveness: Strong organisational skills and ability to plan and prioritise own work.
  • Technical skills: Knowledge and experience of using SQL and R. 
  • Technical skills: Knowledge and experience of using visualisation, such as Power BI.

Desirable Criteria

  • Experience in using innovative visualisation techniques such as R Shiny.
  • Experience or exposure of working with personal and sensitive data including experience in designing and implementing data processes aligned with regulatory requirements (e.g., GDPR).
  • Experience working within an HR environment.
  • Experience in conducting statistical analysis on people-related data to deliver insights.
  • A willingness to work towards achieving professional badging within the Government analytical disciplines.

How to apply 

Application Stage 

Behaviours 

We'll assess you against these behaviours during sift:

  • Managing a Quality Service (Lead Behaviour)
  • Delivering at Pace
  • Changing and Improving

Please refer to the CS Behaviours framework for more details, including by grade:https://www.gov.uk/government/publications/success-profiles/success-profiles-civil-service-behaviours#why-we-assess-behaviours

You will be required to submit answers to two technical questions in 250 words –

  • Please provide evidence and examples of your knowledge and experience of using R and SQL. 
  • Please provide evidence and examples of your knowledge and experience of statistical techniques and data visualisation

Please submit: 

  • An anonymised Please ensure your CV is uploaded in plain text 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 750 words). 

Your Statement of Suitability should be no more than 750 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. 

Please state your analytical profession within your technical skills as this will help ensure the interview panel is appropriate for your profession, should you be selected. You should give evidence of how you meet the requirements of the relevant professional competency framework. 

We will aim to sift all of the criteria but, in the event of a large number of applicants, an initial short sift may be conducted on the CV 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

There will be two stages to the interview process. 

Stage One:

In the first stage, candidates will be assessed against the technical criteria. As part of this interview stage, you will be asked to complete a technical exercise using R.

Candidates will also be asked to give a short presentation on a technical piece of work that they have undertaken, details will be shared with the candidates who are successful at the sift. 

You will also be assessed using two technical questions.

Stage Two: 

In the second stage, candidates will be assessed on the three Behaviours (listed below), and strengths.  

  • Managing a Quality Service (Lead Behaviour)
  • Delivering at Pace
  • Changing and Improving

Interviews will be held virtually via MS Teams. 

For any queries please contact Emma.Watson8@justice.gov.uk.

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 19828

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

Behaviours
Behaviours Application Form Question Word Limit
250
Managing a Quality Service
Delivering at Pace
Changing and Improving
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 750 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.
Evidence of Experience
CV or Work History, Statement of Suitability
Technical
Technical Questions Application Form Question Word Limit
250
Knowledge and experience of using R and SQL. Please provide evidence and examples.
Knowledge and experience of statistical techniques and data visualisation. Please provide evidence and examples.
Specific qualification requirements
You possess a numerate, analytical or STEM degree or a degree that has an analytical, statistical or research element, with a 2:2 or above, or as a higher degree (e.g. MSc, PhD).

Alternatively, you have significant work experience (usually a minimum of three years) evidencing use of data and/or analytical skills. Time spent on an analytical PhD can count towards this.

Please submit evidence of the above.

Interview stage assessments

Interview Dates
Expected August
Behaviours
Managing a Quality Service
Delivering at Pace
Changing and Improving
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
Knowledge and experience of using R and SQL. Please provide evidence and examples.
Knowledge and experience of statistical techniques and data visualisation. Please provide evidence and examples.

Other Assessments

Which assessment methods will be used?
Presentation, Technical Test
Level of security checks required
Baseline Personnal Security Standard (BPSS)

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.