Can you use problem structuring and soft skills methodologies to help understand how an organization works and responds to issues? Are you a collaborative, curious problem-solver who can engage stakeholders, shape a data-driven culture, and provide tools and insight that guide evaluation and decision-making? Can you turn complex people data into clear outputs using tools like Power BI, Python or R? If so, we’d love to hear from you! About the team You’ll join the People Data and Analytics team within the Department for Transport’s Analysis Directorate, part of a dedicated People Analytics function supporting colleagues in Human Resources. Working alongside specialists, you’ll deliver insight on workforce trends, culture and transformation using tools like Power BI, R and Python, helping shape evidence-based decisions and improve employee experience. Joining our department comes with many benefits, including: Employer pension contribution of 28.97% of your salary. Read more about Civil Service Pensions here 25 days annual leave, increasing by 1 day each year of service (up to a maximum of 30 days annual leave), plus 8 bank holidays a privilege day for the King’s birthday Flexible working options where we encourage a great work-life balance. Read more in the Benefits section below! Find out more about what it's like working at Department for Transport Central - Department for Transport Careers The Job holder will lead analytical projects that deepen understanding of workforce dynamics, combining modelling, insight generation and stakeholder engagement to inform strategic HR decisions. They will guide stakeholders to an understanding of problems and then design and deliver innovative data and modelling products, integrate multiple analytical approaches, and contribute to shaping policies and interventions by evaluating their impact across the organisation, ensuring insight is practical, accessible and aligned to business priorities. Responsibilities will include, but aren’t limited to: Build networks and relationships and developing a clear understanding of the factors that influence organization transformation, and how current and future work will drive desired change. Use soft OR skills like problem structuring methodology to develop this understanding in partnership with the business and create appropriate outputs that communicate insight to stakeholders. Build and improve models that allow for workforce prediction and forecasting, or analysis of the impact of changes. Regular ad-hoc analysis on topical issues such as return to the office, location of staff, performance and talent Support quality assurance and analytical scrutiny across both the immediate team and in improving rigour across the HR function within the wider DfT group Building out reporting into prescriptive and predictive analytics with insights, and themes and creating repeatable analytical pipelines to bring richness to products created in R, Python or Power BI. Bring or develop an understanding of the HR business context and the scope and limitations of available data and how it can best be used; provide insight and suggestions for continuous improvement. Develop new ways of working, and more integrated approaches that draw in and model data from across HR, the wider organization, and the Civil Service at large. Understand the requirements around handling personal information in line with GDPR and be able to challenge inappropriate use or presentation of data. For further information on the role, please read the role profile. Please note that the role profile is for information purposes only - whilst all elements are relevant to the role, they may not all be assessed during the recruitment process. This job advert will detail exactly what will be assessed during the recruitment process. Proud member of the Disability Confident employer scheme Disability Confident About Disability Confident A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident .