Reporting to the Director of People & Organisational Development, you will lead on creating and maintaining high-quality reporting and insight that is derived from our people data. By doing so, you will make a substantial contribution to our charitable aims by providing essential information for operational and strategic decision-making purposes.
You will work closely with various stakeholders across the organisation to understand their needs relating to people data and will create meaningful reports and visualisations to meet these needs.
Along with the Director of People & OD, you will establish clear KPIs, and metrics linked to the charity’s objectives and contractual requirements, ensuring effective monitoring is in place. The results of your work will enable the Executive Board and managers to facilitate improved individual and organisational performance.
The People & OD team are responsible for delivering first class customer service and support to internal customers and colleagues across the charity, enabling Rethink Mental Illness staff to flourish and perform at their best, in line organisational values and behaviours.#
What I do and achieve
- Collaborate with organisational leaders to establish clear KPIs and metrics linked to the charity’s objectives and people related contractual requirements, ensuring effective monitoring is in place.
- Production of employee metrics which incorporate into corporate dashboards and other business platforms used for decision-making, ensuring that these are accurate and timely.
- Empowering organisational leaders to base decisions from data insights, through your skills leveraging in data to generate actionable recommendations.
- Lead on production and completion of statutory reporting, ensuring that submissions are accurate and timely. Including: gender pay gap reporting and quarterly/annual returns to ONS.
- Ensuring that diversity, equity, and inclusion remain an integral consideration in all analysis of people related data.
- Supporting the evolution of the charity’s newly implemented pay and reward policy, utilising basic financial modelling techniques to allow for scenario modelling and/or forecasting.
- Supporting various HR initiatives through analysing and identifying trends in workforce data.
- Abiding by best practice within data analytics over the course of the data analysis lifecycle. From gathering initial requirements through to continuous improvement after deployment.
- Build and maintain a HR data quality assurance framework. Identifying and addressing data quality issues before they have a chance to cause a significant risk to the organisation.
- Navigating and mitigating against the limitations of existing HRIS applications, while also seeing past these limitations when feeding in requirements to future HRIS implementations.
- Administration of systems/applications that require an in-depth understanding or use of technical skills. Such as leading on use of our salary benchmarking tool or configuring the parameters of our employee benefits systems (buying and selling annual leave).
- Work with different HR functions to provide administrative improvements and bespoke tools that drive efficiencies and improve reporting.
- Staying up to date with trends in the data analytics industry. Continuously enhancing own knowledge or emerging technologies and applying new methodologies where applicable (AI, Machine learning, Natural query/processing language, and an increased ethical focus etc.)
Who I am?
- Demonstrable experience of analysing HR/LD related data within a HR environment.
- Demonstrable experience of extracting data from different HRIS (either through front end functionality or backend querying).
- Demonstrable experience of utilising a data analysis lifecycle to achieve charitable or business outcomes.
- An analytical mindset, with excellent skills in problem-solving and critical thinking.
- A meticulous approach to data cleansing, validation, data analysis and presentation.
- Excellent written and verbal communication skills which allow communication of complex concepts to non-technical stakeholders, including an excellent ability to visualise data effectively.
- Strong interpersonal skills to work collaboratively across a variety of teams and functions.
- Excellent business acumen – an ability to understand the goals of the organisation and utilise effective data analysis to achieve charitable outcomes and objectives.
- The capacity to persevere in solving technical problems alone, as support from colleagues will be limited to non-technical assistance.
- An ability to negotiate deadlines with senior stakeholders and ensure deadlines are met.
- A capability to handle multiple projects simultaneously, prioritising tasks effectively so that deadlines are consistently met.
- Enthusiasm for keeping up to date with emerging technology and best practice within data analytics. Willing to expand own knowledge through self-directed learning.
Essential technical skills:
- Demonstrable intermediate to advanced skills within Microsoft Excel and excellent skills across other Microsoft applications.
- Demonstrable experience of working with a range of analytical and business intelligence software/languages (PowerBI, DAX, PowerQuery, Tableau, Google Analytics etc).
Appointments will be at the minimum of the band - the starting salary for this role is £36,317 per annum (plus £3000 Greater London allowance)
We do reserve the right to close this advertisement early if we receive a high volume of suitable applications.
Please see further details on our website.
You can also follow us on Facebook / Twitter / Instagram and LinkedIn to find out more about the work we do!
Caring for our people
We offer a wide range of support. Some of our benefits include:
- PULSE: our recognition, rewards, wellbeing, and benefits platform. Providing access to thousands of discounts and benefits including cashback; reloadable cards; savings etc. As well as being able to thank colleagues and nominate them for awards.
- Wellbeing support: our Wellbeing hub gives physical, emotional, and mental health support. We also have a BUPA Employee Assistance Programme with access to appointments.
- Taking time for you: we work flexibly –you get to choose where you work, managing your own diary. We have generous annual leave, starting at 25 rising to 30 days, plus bank holidays, as well as your birthday off. We also offer the opportunity to buy and sell annual leave.
- Planning for the future: We have a contributory pension scheme.
- Structured Corporate Induction: Onboarding you into the Charity supporting your wellbeing along the way.
- £300 when you introduce a Friend: receive up to £300 when you introduce a friend or family member.
Who are we?
We’re Rethink Mental Illness, a leading charity provider of mental health services in England. We support thousands of people through our groups, services, policy, campaigns and advice and information. Our work supports us in delivering on our mission: “A better life for everyone severely affected by mental illness.”
It is an exciting time to join our growing charity. We are on a transformation journey, one that supports the delivery of the organisation strategy – delivering Communities that Care. Supporting employees, managers and leaders through this change is a key priority for the People function. Just like its key that we attract diverse people to come and work for us.
Diversity, Equity, Inclusion
Diversity is important to us and we appreciate difference through difference, inclusiveness and belonging. It gives us a deeper understanding of the world, our society and the diverse communities we’re working with. By including everyone, we are able to draw on the unique experiences and expertise of our people to help shape and enrich our workplace and improve our services. One way we are doing is through our valued staff networks which play a critical and highly valued role in keeping us focused on creating a diverse, inclusive and engaged employer. We recognise and support staff networks for our Black, Asian and minority ethnic and our LGBTQIA+ colleagues. We are also proud to have been awarded Disability Confident Employer status and are a signatory to the Business in the Community Race at Work Charter.
Becoming a truly anti-racist organisation
We have an ambition of become a truly anti-racist employer, campaigning organisation and service provider - and in our efforts to influence policy and wider societal factors impacting on mental health set out in our anti-racist statement . We have designed a multi-year anti-racist programme of work contained in our Race Equality Action Plan which demonstrate our intention to hold ourselves accountable and be judged on our progress on becoming a truly anti-racist organisation.
We therefore actively encourage and welcome applications from everyone, including applicants with lived experience, those who are Lesbian, Gay, Bisexual, Transgender, Queer (or questioning), Intersex and (asexual) (LGBTQIA+), people with a disability, and people from Black, Asian and Minority Ethnic (BAME) backgrounds.