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General Information

Salary
The national salary range is £71,381 - £80,419, London salary range is £75,674 - £85,257. Your salary will be dependent on your base location
Working Pattern
Full Time, Part Time, Part Time/Job Share, Flexible Working
Vacancy Approach
Internal
Location
National
Region
National
Closing Date
19-May-2026
Post Type
Permanent
Civil Service Grade
Grade 6
Number of jobs available
2
Reserve List
12 Months
Job ID
17339

Descriptions & requirements

Job description

Job Title:  Head of People Analytics (2 roles)

Grade:  G6

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 seeking high performing, motivated analytical leaders to operate at the heart of a complex, fast paced and high profile environment. Successful candidates will demonstrate a strong track record of delivering innovative, high impact analytical solutions, underpinned by proportionate, robust and efficient analytical and statistical approaches. 

Postholders will provide strategic leadership for the continued development and maturation of the Ministry of Justice’s PA&I team. They will maximise the value of people related data and analysis, enabling the People and Capability Group - and the wider organisation - to make well evidenced, tactical, operational and strategic workforce decisions that support delivery of MoJ’s priorities.   

The post holders will:  

  • Provide strategic leadership for People Analytics, leading four specialist analytical teams through four direct reports, ensuring delivery of priorities while balancing workload, capability development and team wellbeing.
  • Shape and mature the analytical approach across the People and Capability Group, increasing strategic influence over workforce decisions and embedding a strong, evidence led culture.
  • Set the direction for insight production and dissemination, ensuring analysis is accessible, high quality and routinely used to inform senior decision making, including ExCo and Permanent Secretary forums.
  • Lead high priority people analysis, delivering timely, decision focused insight to support organisational and workforce strategy.
  • Provide assurance, oversight and constructive challenge across people data activity, ensuring outputs meet business needs and professional standards.
  • Build sustainable analytical capability, driving adoption of robust methods, automation and modern tools (including R and Python) to improve efficiency, resilience and impact.
  • Develop strong senior stakeholder relationships across MoJ, influencing direction and promoting effective use of evidence.
  • Champion advanced and innovative analytics, deepening insight into workforce behaviour, productivity and outcomes to support evidence based HR strategy.
  • Uphold professional, ethical and quality standards, ensuring robust governance, assurance and compliance across all analytical products.
  • Lead delivery of urgent and high profile commissions, including PQs, FOIs and Permanent Secretary requests.

The postholder of role 1 will be responsible for leading the following four teams within the Division: 

  • Professional Standards & Culture
  • Data Engineering & Modelling
  • Core People Analytics, and
  • Data Champions/Digital Design.

The postholder of role 2 will be responsible for leading the following four teams within the Division: 

  • Probation Services Recruitment MI
  • Prison Services Recruitment MI
  • Learning Data Analysis and Vetting Data Analysis
  • Reward Analysis and Pay Design.

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.
  • Strong analytical skills: including the ability to derive insight from multiple data sources, use of data to support debate, and problem solve complex people challenges. Experience of conducting statistical analysis on people data, connecting findings with business and behavioural context to deliver insights is imperative.
  • Excellent leadership skills: Experience of leading and developing a high-performing multi-disciplinary data and analytical teams.
  • Strong stakeholder management skills: Excellent interpersonal skills and ability to build and maintain strong working relationships with a diverse and challenging set of partners and stakeholders. Experience in engaging proactively and confidently with senior stakeholders to understand their needs and priorities.
  • Communication: Experience of communicating insights with a range of executive and non-executive stakeholders to influence people and policy decision making and drive positive action.
  • Delivering at pace and in ambiguity: Ability to work to tight timescales and adapt to changing circumstances, managing competing priorities and ensuring delivery of quality products and advice.
  • Technical skills: Knowledge and experience of using tools for analysis and visualisation, such as: Power BI, SQL and R.

Qualification

  • 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. 

Desirable Criteria

  • Experience with R programming.
  • Experience in using innovative visualisation techniques such as R Shiny.
  • 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.

Please note that whilst we don’t assess or score ‘desirable’ criteria, we may consider evidence provided that demonstrates meeting the desirable elements of the role, only after essential criteria is assessed and where there is a need to differentiate between closely scored candidates.

How to apply

Application Stage

Behaviours

We'll assess you against these behaviours during the selection process:

  • Leadership
  • Seeing the Big Picture
  • Making Effective Decisions
  • Communicating and Influencing

Experience

Please submit:

  • An anonymised CV. 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.   

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.

Technical

  • In 250 words, please describe a time you improved the reliability or performance of a recurring MI/dashboard product using SQL and Power BI, and where R supported validation or deeper analysis.

Please include:

  • what problem you were solving (e.g., refresh failures, inconsistent definitions, slow queries, manual steps)
  • what you changed in SQL (query design, data model, automation)
  • what you changed in Power BI (data model, measures, visuals, refresh approach)
  • how you used R (validation, analysis, reproducibility) and how you assured quality

We will aim to sift the Behaviours, CV, Statement of Suitability and Technical but, in the event of a large number of applicants, an initial short sift may be conducted on the Statement of Suitability 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  

Behaviours

We'll assess you against these behaviours during the selection process using Success Profiles -Success Profiles: Civil Service behaviours - GOV.UK: 

  • Leadership
  • Seeing the Big Picture
  • Making Effective Decisions
  • Communicating and Influencing

You will be assessed using strengths which aren’t shared prior to interview.

Technical skills

We'll assess you against these technical skills during the selection process:

  • Technical question – based on your analytical profession

Experience

As part of the interview, candidates will be expected to do a presentation, details for this will be shared with successful candidates.   

For any enquiries please contact - Deborah.Coombes@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 roles: 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.

Eligibility

Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised “cross-government” are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

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.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.

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.

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

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.

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:

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 17339

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 17339

Application form stage assessments

Behaviours
Behaviours Application Form Question Word Limit
250
Leadership
Seeing the Big Picture
Making Effective Decisions
Communicating and Influencing
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 tools for analysis and visualisation, such as: Power BI, SQL and R.
Specific qualification requirements
Please answer 'yes' to meeting the qualification requirements if you have:
1) 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; and/or
2) Equivalent experience in an analytical, statistical or social/behavioural science discipline
If you are answering yes to option 2, please note this down and it will be assessed using your CV/SOS.

Interview stage assessments

Interview Dates
Expected early June
Behaviours
Leadership
Seeing the Big Picture
Making Effective Decisions
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
Knowledge and experience of using tools for analysis and visualisation, such as: Power BI, SQL and R.

Other Assessments

Which assessment methods will be used?
Presentation
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.