We are looking for an experienced and motivated Workforce Information & Analytics Lead to lead and develop our Workforce Information & Analytics service.
This is not simply a reporting or dashboard-development role . We are looking for someone who understands workforce data and can take information from source to insight – ensuring it is accurately extracted, transformed and validated, then using it to identify trends, risks and opportunities and translate these into meaningful intelligence and recommendations.
You will lead the Trust’s workforce information and analytics provision, including workforce reporting, workforce planning, forecasting and modelling, establishment analysis, data quality and the continued development of interactive and self-service reporting.
You will work closely with colleagues across Workforce Systems, HR, Finance and operational services, providing specialist analytical advice and constructive challenge and ensuring that workforce decisions are supported by robust evidence.
You will also line manage and develop the Workforce Information Officer and help build a sustainable and responsive workforce analytics service.
Please Note: This role is PENDING AFC SALARY BANDING APPROVAL; therefore, salary cannot be fully confirmed until the Banding is approved.
This vacancy may close early if a sufficient number of applications are received. We encourage interested candidates to apply promptly to avoid disappointment.
What we’re looking for
You will have significant experience in Workforce Information, Workforce Analytics or Workforce Planning within a medium to large complex organisation, together with experience of using ESR or an equivalent HR information system to extract, validate, analyse and interpret workforce information.
You will be able to demonstrate experience of:
workforce planning, modelling, forecasting and establishment analysis;
developing workforce reporting frameworks, dashboards and management information;
analysing complex workforce information and translating it into meaningful insight and recommendations;
improving data quality and reporting methodologies;
working effectively with senior stakeholders across HR, Finance and operational services; and
supporting service improvement, digital transformation and reporting automation.
You will have highly developed analytical and problem-solving skills, advanced Excel capability and experience of Business Intelligence/data visualisation and data-transformation tools such as Power BI, Qlik Sense, Power Query or equivalent.
Wrightington, Wigan and Leigh Teaching Hospitals NHS Foundation Trust is proud to provide high‑quality acute hospital and community services to the people of the Wigan Borough and surrounding areas. At WWL, our staff are central to everything we do — we believe that happy staff make for happy patients , and this ethos underpins our culture and our success.
We have a strong, recognised track record in staff engagement and in living our values:
People at the Heart
Listen and Involve
Kind and Respectful
ONE Team
We are committed to placing patients at the heart of every decision and delivering safe, effective care that protects dignity and enhances experience. We seek to recruit people who share our values, our passion for high‑quality care, and our belief in working together as One Team.
At WWL, we recognise the strength that comes from a rich and diverse workforce. We welcome applications from all sections of society and are dedicated to creating an inclusive environment where everyone can thrive.
1. Service Leadership and People Management
Lead the day-to-day delivery and development of the Workforce Information & Analytics service, translating organisational priorities into a clear work programme and reporting timetable.
Line-manage, support and develop the Workforce Information Officer, including work allocation, objective setting, supervision, appraisal, wellbeing, performance and professional development.
Set service standards, reporting principles and quality expectations and ensure outputs are delivered accurately and within agreed timescales.
Prioritise competing operational, statutory and strategic demands, negotiating realistic timescales and escalating material risks where required.
Work with the Head of Workforce Systems & Analytics and Workforce Systems Lead to maintain an integrated service with clear accountability for systems, data, information and analytics.
Deputise for the Head of Workforce Systems & Analytics on workforce information and analytics matters as agreed.
2. Workforce Information and Analytical Insight
Lead the production, interpretation and presentation of complex workforce information for the Board, Executive Team, committees, People Services, Finance, divisions and operational services.
Develop and maintain reporting frameworks, definitions, analytical methodologies and controls that support consistent and transparent workforce reporting.
Undertake complex analysis of workforce trends, variances, relationships and risks, drawing together data from multiple sources where appropriate.
Translate analysis into clear insight, options and evidence-based recommendations for technical and non-technical audiences.
Provide specialist advice and constructive challenge where data is incomplete, conclusions are unsupported or proposed actions do not align with the evidence.
Lead or quality-assure responses to complex ad hoc requests, Freedom of Information requests and organisational assurance requirements within the remit of the service.
Ensure analytical products clearly state scope, definitions, limitations, assumptions and appropriate interpretation.
3. Workforce Planning, Forecasting and Modelling
Lead the development and delivery of workforce planning, forecasting, establishment analysis and scenario modelling across the Trust.
Integrate workforce, finance, activity, productivity and service information to support medium- and long-term workforce planning.
Develop analytical models that assess workforce supply, demand, affordability, vacancies, turnover, recruitment, retention and temporary staffing.
Support organisational redesign, Cost Improvement Programmes, business cases and transformation programmes by modelling workforce impacts, risks and options.
Work in partnership with Finance, HR and operational leaders to reconcile workforce plans, funded establishment and actual workforce deployment.
Monitor delivery against workforce plans and provide insight on variances, emerging risks and corrective action.
4. Source Systems, Data Management and Data Quality
Lead the end-to-end “source to insight” process for workforce information, ensuring data is extracted, transformed, validated, documented and used appropriately.
Use ESR or an equivalent HRIS, e-rostering, recruitment and other approved data sources to develop integrated workforce reporting and analysis.
Work closely with the Workforce Systems Team on system changes, hierarchies, organisational structures and data-quality issues, while maintaining clear separation from technical system ownership.
Establish and maintain controlled reporting datasets, data models, data definitions, data lineage and reproducible analytical processes.
Lead data-quality improvement activity, including validation frameworks, reconciliation, exception reporting and action tracking.
Quality-assure new or amended reports and analytical products before publication or implementation.
Identify the implications of data limitations and advise stakeholders on proportionate use and interpretation.
5. Digital Reporting, Business Intelligence and Automation
Lead the design, development and maintenance of interactive workforce dashboards and self-service analytical products using Power BI, Qlik Sense or equivalent tools.
Develop a prioritised roadmap for digital workforce reporting aligned with user needs, organisational priorities and available technology.
Gather and translate business requirements into appropriate data models, measures, visualisations and reporting products.
Use data-transformation and automation tools, including Power Query or equivalent, to improve efficiency, consistency and reproducibility.
Lead user testing, validation, implementation, guidance and adoption of new reporting solutions.
Monitor dashboard use, feedback and performance and use this evidence to inform continuous improvement.
Evaluate emerging technologies, including automation and artificial intelligence, and support their responsible, secure and proportionate use within workforce analytics.
6. Information Governance, Assurance and Reporting Standards
Ensure workforce information is managed in accordance with data protection, information governance, confidentiality and records-management requirements.
Develop and maintain appropriate access controls, version control, documentation and approval arrangements for workforce reporting products.
Support internal and external audit, statutory reporting, assurance reviews and information requests within the remit of the service.
Coordinate or quality-assure agreed national, regional and corporate workforce submissions and benchmarking information.
Maintain an evidence base of reporting definitions, methodologies and decisions to support transparency and organisational assurance.
Develop, implement and review Workforce Information and Analytics policies, reporting standards, definitions and procedures, including changes that affect services and stakeholders beyond the immediate Workforce Information and Analytics Team.
7. Stakeholder Advice, Communication and Partnership Working
Build effective relationships with senior leaders, HR, Finance, Workforce Systems, Digital, operational services and external partners.
Present complex workforce information, risks and recommendations clearly in meetings, reports, dashboards and formal papers.
Facilitate discussions with stakeholders to clarify analytical questions, agree definitions and identify appropriate measures of success.
Provide specialist workforce information and planning advice to organisational programmes, committees and decision-making forums.
Represent the Trust at relevant regional and national workforce information, analytics and planning networks.
Promote the effective and responsible use of workforce data across the organisation.
8. Continuous Improvement and Professional Practice
Lead continuous improvement within Workforce Information & Analytics and identify opportunities to reduce duplication, manual processing and avoidable reporting burden.
Benchmark service practice and analytical approaches and incorporate relevant learning into local methods and standards.
Maintain specialist knowledge of workforce information, workforce planning, analytics, HRIS reporting and digital reporting developments.
Develop analytical capability within the team through coaching, quality review, shared standards and structured learning.
Contribute to apprenticeship, talent and succession planning opportunities within the service.
Work autonomously within broad organisational objectives, professional standards and Trust policies, seeking direction where matters have significant organisational, legal or reputational implications.
9. Responsibility for Resources
The postholder is responsible for the effective management and development of the Trust’s workforce information resources.
This includes responsibility for ensuring workforce information is accurate, secure, appropriately governed and used effectively to support organisational decision making.
Whilst the postholder does not hold direct budgetary responsibility, they will provide workforce intelligence and analytical modelling that informs financial planning, workforce investment decisions, establishment reviews and productivity programmes.
The postholder will exercise professional judgement in determining analytical priorities, methodologies and reporting approaches, working with a high degree of autonomy and acting as the Trust’s recognised specialist for Workforce Information & Analytics.
