About the job

Job summary

Please refer to job description.

Job description

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Role title:    Data Analyst, HR Operations

Team/Directorate:    Judicial HR Team – HR Operations  

Overview of the Organisation:    

Are you looking for a new challenge? Do you want to be part of a team, and work for a great organisation where your data management and analytical skills and experience will be valued?  You’ve come to the right place!  

The Judicial Office is a small organisation (c400 people) which works in support of the Lord Chief Justice and Senior President of Tribunals.  More generally, the Judicial Office is a very collegiate place to work and there are opportunities to get involved in a range of things, be it by becoming a member of the Shadow Board, joining the Learning & Development Group or work shadowing colleagues.

As this is an operational role, the hybrid working requirement is for a minimum of 60% of time spent in person at the Royal Courts of Justice. This may increase depending on operational business need.

Summary of the role:    

The Judicial HR Team supports the Lord Chief Justice and the Senior President of Tribunals in their responsibilities for the welfare and deployment of the judiciary and for encouraging judicial diversity. People analytics enable HR and the judiciary to measure and report on key workforce areas such as diversity, well-being, and progression. 

This is an exciting opportunity in a fast evolving, dynamic and high-profile area. Whilst this post is located at the Royal Courts of Justice you will work closely with MoJ analysts based in Canary Wharf and Westminster and collaboratively with the analyst to Judicial Private Offices. 

The post-holder will work within the Management Information and Insight team alongside another SEO and HEO Data Analyst on several high impact areas of analysis including:

•    The Judicial Office’s annual contribution to the combined Official Statistics release on judicial diversity and developing the eligible pool that feeds into the combined statistical release.
•    The analytical contribution to the Senior Salaries Review Board (SSRB), as well as other areas of work including
•    Develop judicial data sources and data management processes, and use these resources to inform Judicial Policy, presenting data and analysis to teams within Judicial HR, the wider JO, and senior leaders within the judiciary.
•    Development work to monitor career trajectories and the effectiveness of HR interventions (including mentoring and work shadowing), and to pursue a cross-JO/JAC/MoJ programme of analyses to enhance understanding of the impact and successes of HR interventions and identify where these may be most effective.

This is an independent, interesting, and innovative role. The post-holder will have plenty of opportunity to develop professional and Civil Service competencies. 
 
For more information, please see the Judicial Office website. 

https://www.judiciary.uk/
 

Responsibilities, Activities & Duties:    

Reporting to the G7 Head of Management Information and Insights Team (MIIT)  the postholder will provide independent analytical advice to the senior judiciary, giving analytical and policy support to the Judicial Executive Board, individual judges, and Judicial Office colleagues. The role will also require close working with colleagues in HM Courts & Tribunals Service and the Ministry of Justice.  

Main responsibilities:

•    Delivery of the Judicial Office’s contribution to the combined Official Statistics release on judicial diversity, including negotiating publication content and commentary to meet user needs.
•    Delivery of the annual SSRB contribution, and publication of the evidence provided.
•    Provision of wider analysis and evidence to support senior judiciary in collaboration with colleagues from JO, JAC and other MoJ analysts.
•    Delivery of briefing material and ad-hoc requests for senior leaders in the Judicial Office.
•    Develop analysis to monitor career trajectories and effectiveness of interventions.
•    Leading on ad-hoc requests from JO colleagues and contributing to FOI responses.
•    Automating publication and reporting processes, through the use of R, embedding the use of reproducible analytical pipelines processes.
•    The implementation of Judicial HR’s data strategy
•    Producing internal HR MI dashboards in Power BI, judicial HR have begun the production of MI dashboards which the post holder will develop further, with scope to producing additional dashboards according to business need.

CV and Statement of Suitability

You will be asked to provide a CV during the application process in order to assess any demonstrable experience, career history and achievements that relate to the role.

You will also be asked to upload a Statement of Suitability of no more than 1000 words stating what you would bring to the role, with reference to the Skills and Experience listed above.

Behaviours (for Recruitment/Success Profiles):    

Behaviours

·    Making Effective Decisions 
·    Managing a Quality Service 
·    Delivering at Pace
·    Communicating and Influencing

If large volumes of applications are received the sift will focus on Managing a Quality Service

For badged analysts from all professions, as well as the four civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview

For unbadged candidates, as well as the four civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work. 

Professional Competencies

Professional Competency (1) Knowledge & Skills

•    GSS - Data Analysis. 
•    GORS - Knowledge and application of OR Skills and Techniques. 
•    GES - Analysis of Data. 
•    GSR - Knowledge and application of GSR technical skills 

Professional Competency (2) Influence & Impact

•    GSS - Presenting and disseminating data effectively. 
•    GORS - Achieving impact with analysis. 
•    GES - Effective communication. 
•    GSR - Using and promoting social research 

For more information regarding Professional Competencies please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the behaviours listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. 

Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:  

GSS Competency Framework 2021

Government Social Research Service (GSR): Further information can be found within the link below: 

GSR Competency Framework 2022

Government Operational Research Service (GORS): Further information can be found within the link below:  

GORS Competencies 

Government Economic Service (GES): Further information can be found within the link below: 

GES Professional Standards 2022

Essential Knowledge, Experience and Skills:    

·    Be able to establish, lead, and manage several pieces of analytical work for corporate, policy or operational partners.
·    Ability to take responsibility for balancing resources and for the quality and timeliness of outputs including ensuring adherence to professional standards.
·    Ability to identify and utilise appropriate methodologies in more complex projects, delivering quality outcomes to deadline and identifying risks.
·    Able to work with partners to generate ideas and analytical options and to evaluate their relative merit,
·    Ability to manage partners’ expectations over time, dealing constructively with challenge and where appropriate adapting the analytical programme when requirements and circumstances change.
·    Develop and maintain effective relationships with diverse stakeholder groups.
·    Have strong written and oral communication and interpersonal skills and the ability to explain complex technical data and analytical concepts and practices to non-technical stakeholders, including senior leaders, judicial office holders and ministers.
·    Strong analytical ability - in particular robust data skills and good working knowledge of the main quantitative, qualitative and/or evaluative research methodologies of relevance in their field of expertise.

Desirable Knowledge, Experience and Skills:

    •    Knowledge of judicial office holders across the magistrates, courts and tribunals judiciary would be an advantage.
•    Experience of managing and developing others, prioritising, and delegating tasks in line with organisational objectives.  

Qualifications:    N/A

Security clearance required:    CTC

Person specification

Please refer to job description.

Benefits

Alongside your salary of £45,824, Ministry of Justice contributes £12,784 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Experience and Technical skills.https://justicejobs.tal.net/vx/candidate/cms/About%20the%20MOJ

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check. Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).

See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

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)
• 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)

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.