DDaT- Head of People Data and Insight

We are looking for a Grade 6 Head of Data and Insights to shape how the People Function uses data to improve decisions, services and transformation outcomes across Defence. You will set direction for People data architecture, strengthen data governance, lead trusted insight, and work with senior stakeholders across Defence to make People data easier to find, understand, use and trust. This is an opportunity to build a lasting data and insight capability that supports modern, evidence-led People services for Defence.

This position is advertised at 37 hours per week.

The People Digital, Data, and Technology (DDaT) team is a small enabling team at the heart of the People Function. It provides strategic leadership on digital, data and technology, coheres demand for People products and services, and provides expert advice, guidance, and assurance so that services align with strategic intent and appropriate standards.

The People Function is modernising services and platforms across Defence. This requires a step change in how People data is governed, architected, analysed, and communicated so that leaders can make better, faster and more evidence-based decisions.

The Defence People data ecosystem is complex. Data is held across multiple systems, programmes, functions, and services. Without strong Data and Insights leadership, there is a risk of inconsistent standards, duplicated effort, poor data quality, weaker insight, and reduced confidence in decisions.

The Head of Data and Insights will work across the Defence People portfolio, including major transformation activity. At Grade 6, the role is expected to lead through authority and influence, set direction, build capability, assure data-related decisions, and represent People data interests across Defence and wider government where required.

This is a strategic leadership, governance, and assurance role. It is not a substitute for programme-level data delivery, analytical ownership, or supplier accountability.

• Main dutiesSet the vision and direction for the People Function’s use of data, data architecture and insight, aligned to the People strategy, digital strategy, and wider Defence Data Strategy.
• Coherently bring together cross-Defence People data strategies, standards and plans so that activity across the Function is joined up, reusable and aligned to enterprise outcomes.
• Champion data architecture by collaborating and communicating at senior levels across Defence, wider government and, where appropriate, industry.
• Define, maintain, and govern common People data standards, metadata expectations, assurance routes, data architecture patterns, and ways of working.
• Assure data at project, portfolio, and enterprise level, ensuring People systems and services are designed in accordance with enterprise data architecture and data governance requirements.
• Provide expert advice to project teams and oversee the management of the full data product lifecycle, from data definition and quality through to analysis, visualisation, publication, and continuous improvement.
• Guide the development of trusted data analysis and insight products that help senior leaders understand workforce, service, and transformation issues, including risks, opportunities, options, and decisions.
• Strengthen data quality assurance, validation, linkage, and metadata management so that People data is easier to find, understand, use, and trust.
• Influence governance forums by presenting clear advice on data risk, design trade-offs, standards compliance, analytical confidence, delivery implications, options, impacts, and recommendations.
• Build effective senior relationships across Defence Reform Areas (including the Military Commands), Defence People communities, Defence Business Services, Defence Digital & Data, delivery partners, and suppliers, while strengthening internal cyber capability and reducing avoidable reliance on external consultancy.

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)

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

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

To apply, please upload your CV in the relevant section on the Civil Service Jobs application section, ensuring it clearly demonstrates how you meet the essential criteria outlined in the person specification. You must also submit a statement of suitability (maximum 1,000 words) providing evidence of how you meet these criteria.

Please find a link to our video, which gives you helpful tips and guidance, on the CS Jobs application process: How to apply for roles on Civil Service Jobs

At sift, candidates will be assessed against their CV and Personal Statement and the following:

Behaviours:

• Leadership
• Communicating and Influencing

In the event of a high volume of applications, an initial sift will be based on the Behaviours (Leadership, Communicating and Influencing) only. Where the required standard for these behaviours are met, you will continue to be sifted on the remaining criteria's CV and Personal Statement otherwise your application will be rejected.

At interview, candidates will be assessed against the following:

Behaviours:

• Leadership
• Communicating and Influencing

Technical Skills:

Government Digital and Data Profession Capability Framework

• Strategic thinking and leadership
• Communicating between technical and non-technical
• Data governance
• Data standards and data architecture

Presentation:

• Candidates will also be asked to prepare and deliver a 5-minute (maximum) presentation on a topic related to the role. Further details will be provided prior to interview.

Further Information:

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.

There may be occasions where it is not practicable or appropriate to interview all DCS candidates that meet the minimum criteria for the job. For example, in certain recruitment situations such as a high volume of applications, seasonal demand, or peak periods, the employer may wish to limit the overall number of interviews offered to both DCS and non-DCS applicants.

As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical. This role does not meet that category, and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points-based system.

Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.

The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.

The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out.

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