About the job

Job summary

The Home Office needs great people with relevant professional skills and capabilities to achieve the mission of keeping citizens safe and our country secure. The Home Office Data Reporting Team supports data and reporting needs for the corporate resourcing function, which oversees, manages and administers all resourcing activities within the Home Office.

Working as part of the HR Data Reporting Team closely aligned to the Home Office Resourcing Centre (HORC), the Lead Performance Analyst will also indirectly report to the Head of the Continuous Improvement team within HORC and will ensure quality reporting and analytics to drive resourcing continuous improvement, campaign efficiency and effective resourcing practice across the Home Office.

The Lead Performance Analyst role provides data-based evidence and insight on recruitment and market dynamics and trends to support the design and delivery of short to long term strategic hiring plans and deliver effective reporting informs our ability to recruit to our workforce. These outputs ensure our people plans, policies and processes are data driven and evidence based employing expert forecasting and people analytics using qualitative and quantitative research techniques. The Lead Performance Analyst works closely with HORC to build confidence in the quality of the evidence base and the capability of those using it.

Where business needs allow, some roles may be suitable for a combination of office and home-based working.  This is a non-contractual arrangement where all employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estates capacity.  Applicants can request further information regarding how this may work in their team from the Vacancy Holder (see advert for contact details). 

Job description

We are looking for a Lead Performance Analyst to work in a challenging and exciting environment. Working with a broad range of internal and external stakeholders, you will have the opportunity to develop and embed an evidence-based approach. The role will include ensuring analytical methods transform findings to insightful actions and drive improvements and efficiencies in recruitment and in doing so help to ensure the delivery of Home Office business objectives and the Civil Service workforce agenda.  

Key Responsibilities:

• Deliver quantitative data to HORC and the wider Home Office with supporting qualitative analysis and narrative
• Work with resourcing colleagues to understand and deliver the metrics required to understand the efficiency of the resourcing process and the effectiveness of specific resourcing strategies
• Work with the HORC Brand & Talent Acquisition Manager, Resourcing Consultants & Resourcing Delivery Managers to understand and deliver the metrics and qualitative analysis of different recruitment and campaign strategies
• Work with data & analytical colleagues to bridge the gap between analysis and insights, finding effective ways to explain findings with context, drive action and deliver successful resourcing outcomes
• Build the confidence and capability of HORC to provide a data driven service and draw value from analytical outputs
• Conduct statistical analysis on bespoke questions to provide a deeper understanding of the results of specific recruitment techniques and the effectiveness of specific resourcing strategies
• Drive up knowledge and build capability in the team and more widely, employing a broad range of analytical methods, techniques and approaches to enhance the maturity of analytical findings produced. Identify reporting tools that would enhance capability and supporting work to develop business cases for their acquisition
• Oversee the collection of the demand data from In-Year Planning and create and maintain a demand dashboard and forward look calculations
• Carry out cleansing on data that is provided into usable, good quality data, that is fed into the Analytics dashboards
• Manage the Resourcing Analytics team (2 SEOs): Effectively managing the workload, providing direction and building team capability

Key Interfaces:

• HORC Managers to provide data and insights into service effectiveness and support the design of evidence-based campaign strategies
• HORC Campaign Managers to provide data to drive the effectiveness of campaign delivery
• The Resourcing Continuous Improvements Team to ensure the provision of metrics to identify, design and deliver solutions for improved service including the use of Oracle BI
• The Home Office Data Teams to ensure professional standards and best practice are applied
• Metis and Strategic Workforce Planning Teams to ensure single-source data.

Person specification

• Have an excellent understanding of employing data-based evidence and insight regarding recruitment, workforce and market dynamics and trends to support the design and delivery of short and medium-term strategic hiring plans and deliver effective reporting facilities to support the recruitment function
• They will have an understanding of Whitehall recruitment, specifically how to demonstrate effectiveness of process and service and an understanding of the use of metrics in market and industry/sector insight
• Be required to communicate with a wide range of people across HR, the wider business and across Government. This will frequently include G6 and Director level relationships, and they will need to be able to give clear definitive and persuasive advice and negotiate and influence senior colleagues. On occasion, they may also be required to provide briefings for PUS and Ministers on specific implementation and operational delivery issues
• It is expected that the post holder will have an in-depth understanding of data and analysis techniques and issues that may arise or offer solution where these are impacted by Cross-Whitehall policy or strategy.

Essential Skills

• Strong analysis skills, including the ability to derive insight from multiple data sources, use of data to support debate, and problem solve complex challenges
• Experience of communicating insights with a range of senior stakeholders to influence people and decision making
• Strong leadership, experience of working collaboratively and confidently with senior colleagues and a broad range of diverse and demanding stakeholders
• High level communication (verbal/written) skills
• Able to build effective working relationships with a variety of internal/external service users, stakeholders and partners and respond in a timely manner to specific requests
• Python programming experience
• Advanced excel and/or power query experience

Desirable Skills

• Experience of conducting statistical analysis on recruitment or people related data to deliver insights
• Knowledge and experience of Whitehall recruitment service

Benefits

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an average employer contribution of 27%

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience.

This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

As part of the application process, you will be asked to complete: 

• A CV detailing job history and skills.
• Provide evidence of the behaviour 'Communicating & Influencing' and 'Changing & Improving' (250 words maximum)

Further details around what this will entail are listed on the application form.

The sift will be held on on both behaviours. However, if a large number of applications are received, the sift will be conducted on the lead Behaviour - Communicating & Influencing only.

Your CV should consist of your career history, including any key achievements in each role. Your CV will not be scored, but instead will be used to support conversations at interview.

If you are successful at sift stage, you will be invited to an interview which will be a blended approach consisting of behaviour-based questions on all listed behaviours, strength-based questions and to complete a short data literacy test using Excel.

Sift and Interview dates

Sift is expected to take place week commencing 10th June 2024.

Interviews are expected to take place from 26th June 2024.

Interviews will be carried out via video. Candidates will be required to have access to:

• A laptop (personal or work) with a working webcam
• Good internet connection
• Microsoft Teams

We will try to meet the dates set out in the advert, however on occasions these dates may change. 

PLEASE NOTE: Due to time constraints we may not be able to offer alternative interview date(s). It is therefore expected that candidates who are successful at sift stage will make themselves available during the above time frame given.

Further information

For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV.  A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter

A reserve list may be held for a period up to 12 months from which further appointment may be made. We may also hold a location merit list.

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. All applications are screened for plagiarism and copying and generating of examples/answers from internet sources including Artificial Intelligence. If any is detected the application may be withdrawn from the process. Further action, including disciplinary action, may be considered in such cases involving civil servants. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.

This role is full time only. Applicants who wish to work an alternative pattern are welcome to apply however your preferred working pattern may not be available and you should discuss this with the vacancy holder before applying.

Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.

We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.

New entrants are expected to join on the minimum of the pay band.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.

For further information please see the attached notes for candidates which must be read before making an application.

Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.

Transfer Terms: Voluntary.

If you are invited to an interview you will be required to  bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.

Please see the attached list of Home Office acceptable ID documents.

Any move to the Home Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Reasonable Adjustments

If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. 

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
• Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.

Feedback

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

Security

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. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.