DDepartment for Environment, Food and Rural Affairs
Senior People Data Governance Analyst
Senior People Data Governance Analyst in Defra's People Analytics & Insights (HR) team: owns workforce data standards, the People Data Dictionary, data lineage and UK GDPR/security compliance, and liaises with the Cabinet Office on cross-government workforce reporting. Work centres on governance documentation, data definitions and sensitive-data controls rather than hands-on coding.
Compensation
£44.1K–£46.8K / yr
Location
Bristol, London, Newcastle-upon-Tyne, York
Work setup
Not specified
Seniority
Senior
Employment
Part time
Experience
5+ years
Category
Data engineering
Posted
Skills
accessibility
analytics
data-governance
data-lineage
data-quality
gdpr
metadata-management
near-miss-reporting
people-analytics
rpa
stakeholder-management
Must have
Experience of working with data, analysis or information management in a complex organisation
Experience of producing clear governance documentation, guidance or standards
Knowledge of data governance principles, including data standards and data lineage
Experience of developing and maintaining data definitions, business glossaries or data dictionaries
Strong stakeholder management skills; ability to build relationships and influence at different levels
Ability to communicate complex data concepts to technical and non-technical audiences
Strong analytical and problem-solving skills with excellent attention to detail
Qualification eligible for membership of government analytical professions (e.g. BA Hons 2.1+ with a statistical component)
Nice to have
Experience within HR Analytics, Workforce Planning or HR Information Systems
Experience of working with sensitive data
Experience of working with workforce data and people analytics products
Understanding of Civil Service workforce reporting requirements and cross-government data standards
Knowledge of the NOVA Functional Reference Model and associated HR data standards
Knowledge of UK GDPR, Data Protection and Information Governance principles
Full description
Job grade: Senior Executive Officer
Contract type: Permanent
Business area: DEFRA - DGCS - Human Resources
Type of role: Analytical
Working pattern: Flexible working, Full-time, Job share, Part-time
Number of jobs available: 1
Location
Bristol, London, Newcastle-upon-Tyne, York
About the job
Job summary
The Senior People Data Governance Analyst is a new role. They will play a key role in ensuring workforce data is defined, governed and managed consistently. Working within the People Analytics and Insights team (PAI), the post holder will lead the consistent capture, maintenance, and verification of people data metric definitions, the capture of data lineage, and compliance with Data Protection and security, enabling the delivery of trusted workforce insights and evidence-based decision making. Key pillars are standards and definitions; Data Protection; and data security.
The role will act as the principal liaison between PAI (who sit in the HR Directorate), the Cabinet Office, and other data teams within Defra including Data and Analytics Teams within the COO directorate and the Office of the Chief Data Officer, ensuring that workforce reporting aligns with cross-government standards and departmental requirements. Working collaboratively with colleagues responsible for data quality, data protection and information governance, the post holder will help ensure that workforce data remains accurate, well-understood and fit for purpose.
Job description
Key ResponsibilitiesPeople Data Governance
Review existing governance documentation and arrangements for workforce and people data and analysis products within PAI. Build on these to ensure consistent capture and compliance with government standards.
Act as a subject matter expert on workforce data standards, definitions and governance practices, including Cabinet Office guidelines, and ensure the team uses current guides.
Support government governance forums and contribute to the development of policies, standards and guidance relating to workforce data.
Ensure workforce data assets are documented, managed and governed in line with organisational requirements, building on existing process documents and using systems determined in collaboration with other key stakeholders in Defra.
Identify and escalate risks relating to the governance and use of people data, including ensuring compliance with UK GDPR, Data Protection legislation and organisational policies; and ensuing appropriate handling of sensitive and personal information.
Workforce Data Standards and Definitions
Own and oversee maintenance of the People Data Dictionary and associated documentation. Ensure other PAI team members understand their role in supporting this, and develop a positive governance culture within the team.
Senior People Data Governance Analyst at Department for Environment, Food and Rural Affairs (Bristol, London, Newcastle-upon-Tyne, York) — aijobsearch
Develop, document and communicate standard definitions for workforce metrics and key people data assets.
Ensure consistent application of agreed definitions across reports, dashboards and analytical products.
Manage changes to workforce metrics and definitions through appropriate governance processes. Contribute to stakeholder communications of any change.
Promote the use of common standards and a single source of truth for workforce reporting.
Work closely with colleagues on the Synergy programme to ensure adherence to agreed definitions and calculations. Where there is deviation from previously agreed definitions, ensure that is logged and dated.
Cabinet Office and Cross-Government Engagement
Act as the primary point of contact for Cabinet Office workforce metric definitions and reporting standards.
Maintain awareness of emerging cross-government requirements relating to people data.
Coordinate the implementation of new or revised workforce metrics and definitions.
Represent the organisation at relevant cross-government communities of practice, working groups and professional networks.
Ensure alignment between organisational workforce reporting and government-wide standards, including the NOVA Functional Reference Model where appropriate.
Data Lineage and Metadata Management
Develop and maintain documentation describing workforce data flows from source systems through to analytical outputs. Act as critical friend on the HR Data Repository build process, with regard to Data Protection governance and lineage, holding the team responsible for build to appropriate standards of documentation.
Establish and maintain data lineage and definitions for key workforce metrics and reporting products.
Assess the impact of changes to systems, processes and reporting requirements on workforce data assets, with particular focus on Synergy changes.
Support assurance, audit and compliance activities through clear documentation and traceability of data.
Collaboration and Assurance
Work closely with colleagues responsible for Data Protection, Information Governance, Security and Corporate Data Management.
Promote good data governance practices across HR, workforce planning and analytical communities.
Work with colleagues across HR and wider Defra to ensure positive relations and good understanding of governance.
Act as the gatekeeper for access to sensitive data and dashboards, maintaining a log of requests that fall outside the agreed Role Based Access Controls and rationale for granting / declining access.
Person specification
Essential Criteria
Experience of working with data, analysis or information management in a complex organisation.
Experience of producing clear governance documentation, guidance or standards.
Knowledge of data governance principles, including data standards and data lineage.
Experience of developing and maintaining data definitions, business glossaries or data dictionaries.
Strong stakeholder management skills, with the ability to build effective relationships and influence colleagues at different levels.
Ability to communicate complex data concepts clearly to both technical and non-technical audiences.
Strong analytical and problem-solving skills, with excellent attention to detail.
Experience within HR Analytics, Workforce Planning or HR Information Systems.
Experience of working with sensitive data.
Experience of working with workforce data and people analytics products.
Understanding of Civil Service workforce reporting requirements and cross-government data standards.
Knowledge of the NOVA Functional Reference Model and associated HR data standards.
Knowledge of UK GDPR, Data Protection and Information Governance principles.
Qualifications
Qualifications that would render the candidate eligible for membership of government analytical professions (GSS, GSR, GORs), ie BA hons usually at 2.1 or above in subject with a statistical component.
Behaviours
We'll assess you against these behaviours during the selection process:
Communicating and Influencing
Working Together
Delivering at Pace
Making Effective Decisions
Technical skills
We'll assess you against these technical skills during the selection process:
GSS Technical competency - strand - Acquiring data and understanding customer needs. Advising and leading on governance rules. Collaborating to acquire quality data and complies with governance, regulations, and ethics.
Benefits
Alongside your salary of £44,052, Department for Environment, Food and Rural Affairs contributes £12,761 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).
Learning and development tailored to your role
An environment with flexible working options
A culture encouraging inclusion and diversity
A Civil Service pension with an employer contribution of 28.97%
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, Experience and Technical skills.
The process will include a CV and personal statement, with the sift will based on these. There will be a pre-interview job related task. This will be followed by a panel interview assessing relevant skills and competencies.
Application process
As part of the application process you will be asked to submit:
CV
a personal statement of no more than 1000 words. Your personal statement should provide detailed evidence of how you meet the criteria in the person specification section of the job advert.
Further details around what this will entail are listed on the application form.
Sift
Should a large number of applications be received, an initial sift may be conducted using the CV. Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
Sift and interview dates to be confirmed.
Interview
If successful at application stage, you will be invited to interview where you will be assessed on skills and the following Civil Service behaviours: Making Effective Decisions, Working Together, Communicating and Influencing and Delivering at Pace.
Interviews will take place online via Microsoft Teams.
Further InformationLocation
As part of the pre-employment process for this post, successful candidate(s) will be able to agree a contractual workplace from those locations listed in this advert. The agreed contractual workplace is then the substantive and permanent place of work for the successful candidate(s).
Where the location is ‘National’ the successful appointee should discuss and agree an appropriate contractual location in line with both Defra’s location policy and site capacity, prior to proceeding with pre-employment processes.
The agreed amount of time spent at a workplace for this post will reflect the requirement for Civil Servants to spend at least 60% of their working time in an organisation workplace with the option to work the remaining time flexibly from home. Working time spent at a workplace may include time spent at other organisational locations including field-based operational locations, together with supplier, customer or partner locations. This is a non-contractual agreement which is consistent with common Civil Service expectations.
Travel costs to non-contractual workplaces will be subject to departmental travel and subsistence policies. Travel costs to contractual workplaces are the responsibility of the employee.
The successful candidate is required to carry out all their duties from a UK location, and cannot do so from an overseas location at any time.
Defra includes the core department, APHA, RPA, Cefas and VMD.
Salary
New entrants to the Civil Service are expected to start on the minimum of the pay band. The internal roles rules apply to existing Civil Servants, i.e. level transfers move on current salary or the pay range minimum, transfers on promotion move to new pay range minimum or receive 10% increase. Either case is determined by whichever is the highest.
Reserve List
A reserve list may be held for a period of 12 months from which further appointments can be made.
Childcare Vouchers
Any move to DEFRA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.
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 defrarecruitment.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.
Accessibility
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
Visa Sponsorship Statement
Please take note that Defra does not hold a UK Visa & Immigration (UKVI) Skilled Worker License sponsor and are unable to sponsor any individuals for Skilled Worker Sponsorship.
Near Miss
Candidates who are judged to be a near miss at interview may be considered for other positions in Defra which may be at a lower grade, but have a potential skills match.
Merit Lists
Where more than one location is advertised, candidates will be appointed in merit order for each location. You will be asked to state your location preference on your application.
Criminal Record Check
If successful and transferring from another Government Department a criminal record check may be carried out.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service 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.
Internal Fraud Database Check
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.
Security Clearance
All of these posts require the successful candidate to hold basic security clearance. Candidates posted to London may be subject to a higher level of clearance because of the security requirements for that location. Job offers to these posts are made on the basis of merit. Security vetting will only take place after the receipt of a job offer.
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
For further information on National Security Vetting please visit the Demystifying Vetting website.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is developed vetting (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.
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 the
Civil 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 : Dr Joan Donnelly
Email : joan.donnelly@defra.gov.uk
Recruitment team
Email : defrarecruitment.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: defrarecruitment.grs@cabinetoffice.gov.uk
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: here