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).
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
* 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.
* 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.
* 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.
* 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
* 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.
* 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.
Application
Apply before 11:55 pm on Friday 24th April 2026
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