Workforce Planning & Analytics Manager

Job summary

The role
We’re looking for someone who enjoys combining strategic thinking, data‑led insight and collaboration to help shape the future workforce of Registers of Scotland.

In this role, you will lead the development and delivery of RoS’ Strategic Workforce Plan. You will work across directorates to understand future organisational needs, assess current workforce supply, and model scenarios that support informed, evidence‑based decisions about future capability, organisational structure, talent and investment.

You will provide clear, accessible and high‑quality insight to senior leaders, translating complex data into compelling narratives and practical recommendations. Your work will directly influence workforce design, talent pipelines and organisational change activity.

As Strategic Workforce Planning & Analytics Manager, you will work as part of a small, high-impact team and be responsible for the line management of one colleague.

We welcome applications from a range of backgrounds and experiences. This role requires relevant experience aligned to the requirements outlined, but we recognise that these skills can be developed in different contexts. If you feel your experience and capability closely match the role, we encourage you to apply.

Job description

On a typical day you will…
Strategic Workforce Planning

• Lead the design and delivery of RoS’ Strategic Workforce Plan, ensuring alignment with corporate strategy and directorate priorities.
• Develop and enhance workforce planning methodologies to assess future demand, capability needs and workforce risks.
• Analyse workforce supply, capability, demographics and costs to identify gaps and opportunities for improvement.
• Model workforce scenarios and produce insight to support strategic choices and organisational design decisions.

Insight, Metrics and Analytics

• Develop high-quality analytics, dashboards and metrics to support senior leadership decision-making.
• Identify and present workforce trends, risks and dependencies, offering balanced options and recommendations.
• Work collaboratively with data colleagues to integrate data sources and improve workforce reporting systems.
• Translate complex analysis into clear, accessible narratives and visualisations for different audiences.

Collaboration and Relationships

• Partner with directorates to understand strategic priorities and convert these into actionable workforce requirements.
• Build trusted relationships across RoS to influence workforce-related decisions and secure engagement.
• Promote collaborative problem solving and inclusive decision making across teams.

Change & Project Leadership

• Provide project management oversight for the Strategic Workforce Plan, ensuring effective governance and risk management.
• Assess and support workforce impacts of organisational change, contributing to transition planning and long-term capability building.
• Contribute to workforce interventions that support long term capability and organisational effectiveness.

Person specification

Essential Criteria – Skills and Attributes for Success

Experience/Technical:
We will assess you against the following Experience and Technical skills during the application and assessment process:

Experience

• Experience applying workforce and people planning methods in a complex organisational environment.
• Ability to support senior leaders with tools and techniques to develop alternative workforce scenarios and forecast future requirements.
• Strong analytical capability, including modelling, forecasting and scenario analysis.
• Ability to translate complex data into clear, actionable insight for senior decision-makers.
• Experience designing workforce interventions aligned to organisational strategy.

Technical

• CIPD qualified or equivalent relevant experience.
• Proficiency in Excel and data visualisation tools.

Behaviours
At assessment stage, you will be scored against all Behaviours:

Changing and Improving

• Use workforce insight to identify opportunities to streamline processes and improve ways of working.
• Encourage colleagues to share ideas and challenge existing approaches constructively.
• Support teams through change with clarity, empathy and practical guidance.

Making Effective Decisions

• Analyse complex information to support evidence-based decision-making.
• Identify risks, interdependencies and stakeholder impacts.
• Make balanced judgements and clearly communicate your rationale.

Working Together

• Build strong, productive relationships across directorates.
• Collaborate effectively with a wide range of stakeholders.
• Contribute to an inclusive working culture that values diverse viewpoints.

Communicating and Influencing

• Communicate workforce insights clearly and compellingly.
• Influence senior leaders with balanced options and recommendations.
• Use storytelling, visuals and plain English to enhance understanding and engagement.

Further information on Success Profiles, including full behaviour descriptors, can be found here.

Behaviours

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

• Changing and Improving
• Communicating and Influencing
• Making Effective Decisions
• Working Together

Benefits

Alongside your salary of £50,243, Registers of Scotland contributes £14,555 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

This job is for you if you want…

• Work with purpose: working for the people of Scotland to set the bar for land and property registration worldwide.
• Flexible and hybrid working: depending on the role and team requirements, work when and where it’s best for you and your stakeholders.
• Benefits: enjoy pay progression, pension contributions of up to 28.97%, up to a year’s parental leave, and 38 days annual holiday, increasing to 42 days with length of service.
• Investment in professional development: we invest in all our people so that they have the right skills to be productive and confident in their job.
• Diversity and Inclusion: We are an ‘Investor in People’ and a ‘Disability Confident’ employer. We are inclusive, stronger together, and committed to putting our people first.
• Positive work culture: RoS is an agile, digital organisation using leading-edge technology. Colleagues understand their role in achieving our strategy and have the autonomy to deliver.

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.

Stage one - Application Process
To apply, click on 'Apply now' and complete the online application form.
You will need to submit:

1. A CV outlining your career history and how you meet the Technical/Experience criteria (max 4 pages).
2. A Supporting Statement (600 words max) detailing an example of a Strategic Workforce Plan you have produced, including:

• The workforce planning methodologies you used to identify key gaps between current and future workforce needs.
• The data and analytics you collated (and how you collated them) to generate workforce insights.
• The key actions implemented to address the risks and gaps identified, and how successful those actions were.

Please use the STAR method (Situation, Task, Action, Result) in your example.

Your CV and Supporting statement should be submitted as a single MS Word file.

Please note:

• If we receive a high volume of applications, we may complete an initial sift on the technical criteria.
• Applications that are not accompanied by CVs will not be scored or supporting statements over 600 words will not be considered.
• We strongly advise you review our policy on responsible use of AI in the application process. RoS may check answers with an AI detection tool and will contact you for a pre-screening call to verify your responses.
• Applications and appointments are subject to a strict merit-based assessment process, in line with the Civil Service Recruitment Principles.

Stage two – assessment
If successful at application stage, you will be invited to an in-person interview which will include the following:

• Behaviour based interview.
• Preprepared presentation exercise, submitted in advance of your assessment and delivered on the day, followed by a Q&A session.

Behaviour based interview questions will be given to candidates 15 minutes before the start of the interview to allow candidates to prepare in advance. You will be able to take short notes with you into the interview from your preparation.

Information on Success Profiles
For further information on success profiles, visit here- Success Profiles.

Recruitment timeline

• Closing date: Sunday 10 May 23:59
• Application sift: 11-14 May
• Invites to assessment: Friday 15 May
• Presentation materials submitted: Monday 25 May
• Interviews: Commencing 26 May

*Please note this is subject to change.

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

Security

Successful candidates must undergo a criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security 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.

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 : Talent Acquisition
• Email : talent@ros.gov.uk

Recruitment team

• Email : talent@ros.gov.uk

Further information

Further information
For further information relating to RoS, including:
· Additional details on pay & benefits

· The Civil Service Code

· Complaints process

· Use of AI in the application/recruitment process,

Please view our additional information page online

If you have any questions, please contact talent@ros.gov.uk

https://www.ros.gov.uk/