We are PXC, the UK’s largest provider of wholesale connectivity. Our vision is to be the UK’s 1 wholesale platform, a one-stop shop provider of connectivity, voice, cloud and security underpinned by the UK’s most robust, secure, resilient and reliable network. Born from the combination of Virtual1 and TalkTalk’s wholesale services and national network business, we operate across our 3 core sites (Salford, London and Skopje, North Macedonia). Our mission is clear, to be the UK’s best company to work for and best to work with. We believe this success is driven by the power of our employees. We empower our people to become true experts in their field who embody our values every day: we care; we challenge; we commit. About the Team This role sits within the People Leadership Team and is instrumental in shaping and delivering the PXC People Agenda across a workforce of 1,000 colleagues in the UK and North Macedonia. Reporting directly to the Chief People Officer, you’ll collaborate across the People Team to provide actionable data and insights that enable smarter, people-centric decision-making. About the Role We’re looking for a proactive and hands-on People Insights Manager to lead our people data strategy. This standalone role is central to the People & Property function and plays a critical role in enabling data-driven decision-making across the business. You’ll work closely with HR, Finance, business leaders, and the Central Insights & Analytics team to assess current capabilities, identify gaps and opportunities, and build a streamlined, scalable people analytics approach. Your mission is to enhance what exists, simplify and automate where possible, and align with central practices to ensure the model is sustainable, adaptable, and future-ready. You’ll own the design and delivery of data-driven insights that improve decision-making, business performance, and employee experience. This includes supporting a range of strategic, operational, and tactical initiatives. Thought leadership in data-led decision-making is essential bringing forward proactive, innovative insights that influence and shape outcomes. A strong working knowledge of People Systems is important (experience with Workday is a plus), and you’ll partner closely with the People Systems Manager and Technology teams especially during periods of change to ensure alignment and integration. What you will be involved In Some of the key aspects of this role include (but not limited to): People analytics strategy Develop and lead the people analytics strategy, aligned to business and people goals. Evaluate current reporting, processes and data flows to identify opportunities to simplify, automate and align the standards to the central Insight hubs. Build a people analytics approach that is lightweight, robust, and futureproofed, able to run day-to-day with minimal effort, and adapt as the business evolves. Build strong links with the Central Insights & Analytics team, ensuring consistency, minimising duplication, and embedding efficient models that can be maintained centrally. Regular reporting: Own the delivery of people metrics and insights (e.g. attrition, hiring, DEI, engagement, absence) and proactively recommend improvements. Responsibility for maintaining existing and creating new Workday and PowerBI Reporting, along with the corresponding PowerBI / Fabric infrastructure. Provide expert guidance to HRBPs and senior leaders on interpreting people data and taking data-informed action. Delivering reporting within and outside of the People team, following careful data management sharing protocols. Responsibility for the provision of People data required to meet regulatory and investor needs, including reporting on Gender Pay Gaps and investor / shareholder surveys. Project engagement: Partnering on various projects both within the People Team and wider stakeholders. Examples of projects may include delivery of our engagement survey, analysis of organisational design proposals, and supporting pay modelling. These projects may involve direct or matrix management of others, either for a short or medium term, but typically the role holder will be part of a project team led by a member of the Senior People Team. Whilst some of these projects are cyclical, many can be ad hoc and so prioritisation of competing demands will be necessary, as well as refining problem statements to avoid duplicated work ensuring a valuable return on the time invested. Predictive analytics: Enabling forward-looking commercial decision-making, using predictive models and forecasts to anticipate issues, scenario plan, and determine best outcomes. You’ll also advise on the likely success or risk associated with business decisions. Continually reviewing and challenging how and what is done at PXC through People Insight. This could be identifying automation opportunities, in-life training and performance evaluation, pre-emptive action proposals around high-risk and attrition areas etc. People Data management: Working within the People team to optimize our data strategy, how we store, access, and surface information and which platforms are most effective (both in production and for end users). Acting as the guardian of our people data, reviewing all requests from a data protection perspective, ensuring provision of data is in line with GDPR. Responsible for managing the confidentiality of our data by following established security/confidentiality standards. Educating the People team on using and interpreting data in an effective manner whilst encouraging self-serve and drive data-driven/educated decision-making within the team. What you’ll need to be Successful Expert in tools and techniques for data analysis and data visualisation (Typically Excel and PowerBI, but Python/R would be an advantage). Solid understanding of how to approach predictive modelling and forecasting for a range of problem types (Time series, classification etc). Good working knowledge of Fabric including dataflows and lakehouses. Clear communicator with ability to share complex ideas to non-technical audiences in a language which meets the needs of different users. Good working knowledge of HR and common terminology / approaches. Experience of Workday and Gender Pay Gap reporting would be advantageous, although not required. How we look after our employees Our brand new “PXC Flex” benefit launched in January 2025, which includes Flex30, an additional 30 hours* of leave every year for you to use how you wish Our hybrid working policy offers you flexibility to work from home 60% of the time, with the other 40% connecting with your colleagues in one of our accessible and collaborative office spaces A starting holiday allowance of 25 days* holiday and up to 10 extra days* leave via our holiday purchase scheme Free private healthcare for all employees, competitive pension scheme and the opportunity to earn bonus Free broadband for all employees plus gifts for major life events such as marriages and births Flexible salary sacrifice scheme including dental, gym, electric car scheme and much more, plus a huge range of shopping and leisure discounts so you can save even more cash A range of inclusive employee networks to help integrate employees into life at PXC (* Days and hours are based on a full-time employee’s working pattern and leave is pro-rated for part-time employee) A t PXC, we know that diversity means success and innovation. We want our workplace to reflect the communities and customer we serve. Being inclusive is part of our DNA; we are all 100% human, and we create a culture where you can truly be yourself. We’re also not your usual 9-5. We are a dynamic workplace and we want to talk to you about how you like to work.