People Analytics and Insights Lead

Job summary

Can you turn complex workforce data into clear, actionable insight?

Have you delivered people analytics, workforce reporting or business intelligence products that support better decision-making?

Are you confident leading a team, improving reporting processes and using tools such as SAP SuccessFactors and Power BI?

If so, we’d love to hear from you!

The Driver and Vehicle Standards Agency (DVSA) helps keep Britain moving, safely and sustainably. This role sits in the People and Places directorate, supporting strategic workforce planning and people-related decision-making through high-quality workforce data, reporting and insight. You will lead the people analytics function, helping transform HR Management Information services into a modern, insight-led service that supports senior leaders and stakeholders across DVSA.

Joining our department comes with many benefits, including:

• Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here
• 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave), plus 8 bank holidays a privilege day for the King’s birthday.
• Flexible working options where we encourage a great work-life balance.

Read more in the Benefits section below!

Find out more about what it's like working at DVSA.

Job description

As People Analytics and Insights Lead, you will build and lead DVSA's people analytics capability, transforming workforce data into powerful insight that shapes strategic decisions at the highest levels of the organisation. You will use analytics, forecasting, and predictive techniques to identify workforce risks and opportunities, helping the Agency make informed decisions about talent, skills, capacity, productivity, and future workforce needs.

Working closely with senior leaders, you will drive a shift from retrospective reporting to forward-looking workforce intelligence, positioning people analytics as a key enabler of organisational performance and long-term workforce strategy.

Your responsibilities will include, but aren’t limited to:

• Lead the delivery of people analytics and workforce insight products, providing high-quality analysis, reporting and evidence to support strategic workforce planning and people-related decision making.
• Develop and apply predictive analytical approaches to identify workforce trends, risks, opportunities, and future workforce implications.
• Translate complex workforce data into clear and compelling insights, making recommendations, reports, dashboards, and presentations tailored to a range of stakeholders, including senior leaders.
• Support the development of DVSA's people analytics capability by introducing improved analytical methods, tools and visualisation techniques that enhance workforce understanding and organisational decision making.
• Work collaboratively with Strategic Workforce Planning, HR colleagues, and business stakeholders to understand analytical requirements and ensure outputs support organisational priorities.
• Lead the development, maintenance and continuous improvement of workforce reporting, dashboards, and analytics products, ensuring they remain accurate, relevant, and aligned to business needs.
• Act as the team's subject matter expert for SAP SuccessFactors, Power BI, and workforce data, identifying opportunities to improve reporting processes, data quality, and user experience.
• Evaluate existing reporting and management information arrangements, implementing improvements that increase automation, standardisation, and accessibility of workforce insight.
• Work with Digital, Shared Services, system suppliers, and stakeholders to maximise the effectiveness of people systems, reporting platforms and workforce data structures.
• Ensure appropriate governance, quality assurance and compliance arrangements are maintained so workforce data is accurate, reliable and supports audit, information management, and data protection requirements.

Great line management is important to us as an organisation, and we will equip and support line managers to develop the skills set out in the Civil Service Line Management Standards.

For further information on the role, please read the role profile. Please note that the role profile is for information purposes only - whilst all elements are relevant to the role, they may not all be assessed during the recruitment process. This job advert will detail exactly what will be assessed during the recruitment process.

Person specification

Required experience:

To be successful in this role you will need to have the following experience:

• Experience of developing, producing and improving workforce reporting, management information or people analytics products using HR or workforce data.
• Strong analytical capability, including experience of interrogating workforce datasets, identifying trends, risks, patterns and anomalies, and drawing clear evidence-based conclusions.
• Experience of using reporting and visualisation tools, such as Power BI, to analyse, present and communicate workforce information clearly to a range of audiences.
• Experience of working with HR systems, such as SAP SuccessFactors, and workforce data sources, with the ability to understand data structures, reporting requirements and data quality considerations.
• Ability to translate complex workforce information into clear insight that explains the “so what” for senior stakeholders and supports workforce, organisational and people-related decisions.
• Ability to use data storytelling, visualisation and accessible commentary to present findings, implications and recommendations in a way that supports action.
• Experience of reviewing and improving reporting processes, identifying opportunities to increase efficiency, improve data quality and enhance the user experience.
• Experience of working collaboratively with stakeholders to understand analytical requirements and deliver reporting or insight that supports business decision-making.
• Experience of managing, developing or supporting staff to deliver team objectives and build capability.
• Good understanding of data governance, data quality and information management principles, including the handling of sensitive workforce information.

Relevant professional experience in people analytics, workforce reporting, HR management information, data analytics, business intelligence or a related analytical field is essential for this role.

You should also hold a qualification in HR analytics, data analytics, business intelligence, HR (CIPD), or a related discipline, or be willing to work towards this when in post.

Working hours, office attendance and travel requirements

Full time roles consist of 37 hours per week.

Whilst we welcome applications from those looking to work with us on a part time basis, there is a business requirement for the successful candidate to be able to work at least 30 hours per week.

This role is suitable for hybrid working, which is a non-contractual arrangement where a combination of workplace and home-based working can be accommodated subject to business requirements.

The expectation at present is a minimum of 60% of your working time a month will be spent at either your designated workplace (one of the locations cited in the advert) or, when required for business reasons, in another office/work location/visiting stakeholders. Your designated workplace will be your contractual place of work. There may be occasions where you are required to attend above the minimum expectation.

This role may require some travel for team meetings and attendance at stakeholder engagement events.

This role can be based at any UK DVSA Office location, subject to capacity at the location. Your presence at one of the locations will form part of the working arrangements agreed with you. This role is suitable for hybrid working, and therefore a combination of workplace and home-based working can be accommodated subject to business requirements. Hybrid working is a non-contractual arrangement where employees have the flexibility to work remotely combined with a minimum of 60% of their working time a month at either their principal workplace or, when required for business reasons, to carry out separate duties at alternative working locations or DVSA sites. There may be occasions where you are required to attend above the minimum expectation.

If you have questions regarding how hybrid working is practiced within the business area, or any reasonable adjustments or flexible working arrangements you may currently have or need in place if successful in your application, please contact the Vacancy Holder (see advert for contact details).

Visa Sponsorship

Please note that we do not hold a UK Visa & Immigration (UKVI) Skilled Worker Licence sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship. Candidates must ensure they have the appropriate rights to work in the UK before application.

Behaviours

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

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

Benefits

Alongside your salary of £44,241, Driver and Vehicle Standards Agency contributes £12,816 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

Being part of our brilliant Civil Service means you will have access to a wide range of fantastic benefits:

• Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here
• 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave).
• 8 Bank Holidays plus an additional Privilege Day to mark the King’s birthday.
• Access to the staff discount portal.
• Excellent career development opportunities and the potential to undertake professional qualifications relevant to your role paid for by the department, such as CIPD, Prince2, apprenticeships, etc.
• 24-hour Employee Assistance Programme providing free confidential help and advice for staff.
• Flexible working options where we encourage a great work-life balance.

Find out more about the benefits of working at DfT and its agencies

Things you need to know

Artificial intelligence

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 (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

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

How to apply:

Our selection process ensures a comprehensive assessment of each applicant's qualifications, skills, and potential fit within our organisation.

The selection process for this role will be:

Stage 1: Sift of CV and personal statement

Stage 2: Interview

You must be successful at each stage to progress to the next stage.

Stage 1: Sift

At sift, you will be assessed against the following Success Profile elements:

Experience – you will be asked to provide a CV (unlimited wordcount) and personal statement (1,250-word count). Please provide evidence of your Experience of the following:

• Developing, delivering and continuously improving workforce reporting, management information or people analytics products using HR or workforce data.

• Interrogating workforce datasets to identify trends, risks, patterns and anomalies, drawing clear evidence-based conclusions that support strategic workforce planning and people-related decisions.

• Using reporting and visualisation tools, such as Power BI, alongside data storytelling and accessible commentary to present workforce information clearly, including findings, implications and recommendations that support action.

• Working with HR systems and workforce data sources, with an understanding of data structures, reporting requirements, data quality, information management and the appropriate handling of sensitive workforce information.

The sift will take place from 21st September.

Stage 2: Interview

At interview stage, you will be assessed against the following Success Profile elements:

• Behaviours – Changing and Improving, Seeing the Big Picture, Making Effective Decisions, Leadership, Communicating and Influencing

• Experience

The interview will include a data analysis and presentation task. Guidance will be provided if you are invited to interview.

The interviews will take place week commencing 5th October.

This interview will be conducted online via Microsoft Teams. Further details will be provided to you should you be selected for interview.

You can find out more about our hiring process, how to apply, and application and interview guidance on our careers site.

Please note that we will try to meet the dates set out in the advert. There may be occasions when these dates will change.

Further information on the selection process

We will also hold a 12-month reserve list for this role, which may lead to potential opportunities beyond the role you applied for.

Reasonable Adjustments

As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes.

Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need during the recruitment process. For instance, you may need wheelchair access at an interview, or if you’re deaf, a Language Service Professional.

If you need a reasonable adjustment so that you can complete your application, you should contact Government Recruitment Service via dftrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs.

Document Accessibility

This job advert contains links to the DfT Careers website. Our website provides useful guidance and information that can support you during the application process. If you are experiencing accessibility problems with any attachments on this advert or the information on our website, please contact the email address in the 'Contact point for applicants' section.

Further Information

For more information about how we hire, and for useful tips on submitting your application for this role, visit theHow We Hire page of our DfT Careers website. You can find detailed information about the recruitment process and what to expect when applying for a role.

Pre-employment Checking

If your application is successful but you have been dismissed from the Civil Service, your application could be removed at the pre-employment checking stage depending on the nature of the dismissal.

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. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5-year period following a dismissal for carrying out internal fraud against government.

All External applicants and current employees of accredited non-departmental public bodies (NDPBs) will be required to undergo a Social Media Check. A Social Media Check is a review of your publicly available online activity, typically across platforms like LinkedIn, Facebook, X (formerly Twitter), Instagram, and others. The purpose is to identify any public posts or content that could raise concerns for employers, such as:

Hate speech or discriminatory behaviour

Threats or acts of violence

Illegal activity or substance misuse

Sexually explicit material

Extremist views or affiliations

Importantly, this check does not involve hacking into your accounts or accessing private messages. It only considers content you have chosen to make public. Employers use this kind of screening to help ensure their workplace remains safe, inclusive, and aligned with company values. It’s not about judging your personality or lifestyle—it’s about checking for potential red flags that might affect the role or company culture. If you have questions or concerns about the social media check, we would be happy to explain in more detail what’s being looked at and how your data is handled securely and fairly.

Feedback

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

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.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.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : Kara Jackson
• Email : Kara.Jackson@DVSA.gov.uk

Recruitment team

• Email : dftrecruitment.grs@cabinetoffice.gov.uk

Further information

If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, in the first instance, you should contact Government Recruitment Services via email: dftrecruitment.grs@cabinetoffice.gov.uk
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: Visit the Civil Service Commission website Here

Attachments

People Analytics and Insights Lead JD v2 Opens in new window (pdf, 144kB)