People Data Lead

Job summary

The Infected Blood Compensation Authority (IBCA) is a new arm’s-length body set up, at unprecedented pace, to administer compensation to people whose lives have been impacted by the infected blood scandal.

IBCA will ensure payment is made in recognition of the wrongs experienced by those who have been infected by HIV, Hepatitis B or C, as well as those who love and care for them. They have been frustrated and distressed by the delays in achieving proper recognition, and we must help put this right.

We are committed to putting the infected and affected blood community at the centre of every decision we make and every step we take to build our organisation to deliver compensation payments.

IBCA employees will be public servants. If successful in this role you will be appointed directly into IBCA, on IBCA terms and conditions as a public servant.

Successful applicants will join the Civil Service Pension Scheme.

Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA’s work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer.

IBCA's People Data Lead is a key technical role that sits at the intersection of Human Resources (HR) and Data Analytics. As the People Data Lead, you will be responsible for guiding IBCA’s Workforce Data approach, acting as IBCA's technical expert and people data advocate. You will lead on collection and analysis of employee engagement data, as well as internal workforce information and statutory data reporting (such as Gender Pay Gap).

Job description

You will be responsible for turning raw workforce data into actionable intelligence, and for developing stakeholder capability to ensure that Business area leads and the wider People Group are able to make effective use of the intelligence you provide. Your work will directly inform strategic decision-making on resourcing, managing and engaging IBCA’s workforce, ensuring the IBCA can deliver its public duty effectively and compassionately.

This is an exciting opportunity to build a new organisation’s workforce reporting, developing the approach and products from the ground up, and getting involved in a rich mix of qualitative and quantitative data analytics. The successful candidate will work with the Head of Employee Experience & Engagement, Head of Strategic Workforce Planning, the People Systems lead, Human Resources Business Partners and others across the people team to define the workforce reporting requirements for a range of audiences, and to create a viable offer. The People Data Lead will be responsible for drawing together the picture for the organisation as a whole, and for clearly articulating the underlying risks and opportunities for IBCA’s workforce. Key datasets will include recruitment, retention and sickness data, diversity metrics, engagement survey data and, increasingly, data covering skills and capability.

Responsibilities

• Reporting and communication:

- Develop and maintain a robust system of reporting, extracting high-level insights to produce headline reports for distribution to a diverse range of internal and external stakeholders.
- Create clear and informative visualisations of IBCA’s key workforce data, trends, forecasts, and metrics, tailored to a range of audiences (including ExCo, HR colleagues, and others).
- Combine quantitative and qualitative data to provide richer pictures of wellbeing, engagement, turnover/retention, and performance.
- Provide relevant context and commentary on data presented, including caveats, explanations, and recommendations.

• Data development:

- Identify and resolve gaps or weaknesses within the existing data offering, and propose and implement solutions to resolve these.
- Iteratively improve the data offer, including by considering reporting cadence and designing approaches to capture and maintain additional datasets (for instance on skills) and by ensuring novel datasets are effectively integrated with the existing offer.
- Develop and implement approaches to engage and upskill stakeholders to empower them to effectively interpret, use and “own” their workforce data.

• Data management & governance:

- Define and manage permissions for access to workforce datasets, taking into account information management, data security and GDPR principles.
- Build a standardised workforce data library in order to deliver consistent time-series and ongoing reporting assurance, including to answer Freedom of Information Requests (FOIs), statutory reporting (such as Gender Pay Gap and similar) and ad-hoc queries.

• Employee engagement:

- Act as a people intelligence expert, drawing together a range of organisational metrics in the context of workforce and people priorities, and provide an informed, human-centric analysis that accounts for HR concepts such as engagement, employee voice, perceived fairness and inclusion.

• Workforce systems development:
  

- Provide expert input and advice into the development of IBCA’s workforce systems and their reporting capability, including clear articulations of data reporting requirements.
- Scope and (as appropriate) design and build standardised on-system reporting.

Person specification

Essential Criteria

• Data analysis: Proven ability to analyse management information using spreadsheet programmes (e.g. Excel, Google Sheets), combining quantitative and qualitative data to deliver actionable intelligence. Able to develop time-saving tools for routine reports to free up time to develop richer insights.
• Data management & governance: Experience managing sensitive employee data with a focus on security, integrity, and compliance, alongside cleansing and standardising organisational data to ensure consistent, longitudinal reporting.
• Data visualisation & communication: Demonstrable experience using tools like Power BI or Tableau for end-to-end dashboard development and data modelling, with the ability to communicate complex insights with clarity and impact.
• Workforce forecasting: Ability to generate creative forecasts from existing datasets and build mechanisms to seamlessly integrate supplementary data sources (e.g., surveys) for richer analysis.
• Workforce systems development: Able to provide expert input and advice into the development of workforce systems and their reporting capability, including clear articulations of data reporting requirements.
• Employee engagement: An understanding of employee engagement principles.
  

Desirable Criteria

• Data management/governance: Experience using SQL or similar to build, validate, cleanse and maintain information databases.

Additional information:

A minimum 60% of your working time should be spent at your principal workplace. Although requirements to attend other locations for official business will also count towards this level of attendance.

Behaviours

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

• Seeing the Big Picture
• Making Effective Decisions

Benefits

Alongside your salary of £47,258, Infected Blood Compensation Authority contributes £13,690 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

• Premium allowance paid monthly after probation
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service Pension which provides an attractive pension, benefits for dependants and employer contributions of 28.97%
• 32.5 days of paid annual leave plus 8 bank holidays
• Family friendly policies to support you and your everyday responsibilities
• Enhanced maternity and paternity leave, up to 12 months shared parental leave

Recent changes in skilled worker visa eligibility mean that a Skilled Worker must have a job offer in an eligible skilled occupation from a Home Office-approved sponsor. From 22 July 2025, the job must normally be skilled to level 6 (graduate level) on the Regulated Qualifications Framework for England and Northern Ireland, or the equivalent level in Wales or Scotland, or be included on either the Immigration Salary List or the Temporary Shortage List. Please be aware that if the role is not eligible for a skilled worker visa that we will be unable to provide sponsorship.

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, Strengths and Experience.

As part of your application you will be required to provide a CV setting out your career historyhighlighting specific responsibilities and achievements that are relevant for this role.

You will also be required to provide a Statement of Suitability (1250 words max.)

Please use your statement of suitability to explain how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with reference to the essential criteria in the person specification section of the job advert.

Your CV and Statement of Suitability will be assessed against the essential criteria listed in the 'Person Specification' section of the job advert.

Should you be successful at sift, you will be invited to attend an interview where you will be assessed on Behaviours and Strengths.

You will also be required to provide a presentation at interview. Further details will be sent to candidates who are successful at application stage in their interview invites.

Expected timeline (subject to change)

Expected sift date – TBC
Expected interview date/s – TBC
Interview location - Your interview will either be conducted face to face or by video. You will be notified of the location if you are selected for interview.

Reasonable Adjustment

If a person with disabilities is put 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 IBCA.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.

Further Information

A reserve list may be held for a period of 12 months from which further appointments can be made.

Any move to IBCA from another employer will mean you can no longer access childcare vouchers. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website)

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure Scotland on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to
the operations manager in confidence, or email Info@disclosurescotland.co.uk

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 IBCA if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.

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

PLEASE NOTE: IBCA employees are public servants, therefore the Civil Service Nationality Rules (CSNR) do not apply. Candidates who do not meet the CSNR are welcome to apply and applications will not be rejected: successful candidates however will be subject to a Right to Work check to work within the UK.

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

Security

Successful candidates must undergo a 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

Please note this Post is NOT regulated by the Civil Service Commission.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.

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

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 : IBCA Recruitment Team
• Email : ibca.recruitment@ibca.org.uk

Recruitment team

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

Further information

Our recruitment and selection processes are underpinned by the requirement of selection for appointment on the basis of merit by a fair and open competition. If you feel your application has not been treated in accordance with these principles and you wish to make a complaint, you should contact the Resourcing Team at IBCA.grs@cabinetoffice.gov.uk

Attachments

Employee Offer Opens in new window (pdf, 1851kB)