19577 - Senior People Analyst - 19577 - Ministry of Justice

Descriptions & requirements

Job description

Job Title Senior People Analyst (2 roles)

Grade SEO

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 motivated leaders to work in a challenging and exciting environment within the team. We are looking for candidates with a track record of delivering innovative 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. SEO Senior 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:

Applying robust statistical techniques to bespoke analytical questions, generating deeper evidence‑based understanding of patterns and experiences.
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.
Working collaboratively with analytical colleagues to translate complex quantitative findings into clear, insight‑driven narratives, ensuring analytical outputs are contextualised, actionable and aligned to business decision‑
Designing, developing and assuring analytical products to ensure they are methodologically sound, fit for purpose and compliant with required quality assurance and governance standards.
Building the confidence and capability of HR, business, and other stakeholders to interpret, interrogate and apply analytical insights effectively.
Communicating analytical outputs clearly and effectively to stakeholders, ensuring findings are accessible, well‑interpreted and support informed decision‑making.

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: Strong quantitative data analysis skills and expert in manipulating and presenting data, including the ability to derive insight from multiple data sources, use of data to support debate, and problem solve complex people challenges.
Data: Experience using large, complex datasets and ensuring they are fit for analytical use.
Communication: Experience in communicating insights with a range of stakeholders to influence people and policy decision-making and drive positive action.
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 lead, plan and prioritise strands within the team’s portfolio of 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.

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 sift:

Managing a Quality Service (Lead Behaviour)
Working Together
Delivering at Pace

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 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.

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.

They 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)
Working Together
Delivering at Pace

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 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

To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
To the Civil Service Commission (details available here)

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:

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 19577

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

A sift based on the lead behaviour, Managing a Quality Service, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Behaviours Application Form Question Word Limit

250

Managing a Quality Service

Working Together

Delivering at Pace

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

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.

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

Select yes to meeting the qualification requirements if you meet at least one of the following:

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.

Ministry of Justice

19577 - Senior People Analyst

General Information

Descriptions & requirements

Job Description Attachment

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Application form stage assessments

Interview stage assessments

Other Assessments