Head of Workforce Systems & Data Analytics
| Posting date: | 06 February 2026 |
|---|---|
| Salary: | £55,690.00 to £62,682.00 per year |
| Additional salary information: | £55690.00 - £62682.00 a year |
| Hours: | Full time |
| Closing date: | 22 February 2026 |
| Location: | Wigan, WN1 1XX |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | C9302-26-0049 |
Summary
Strategic Leadership & Integration Act as the Trusts lead for workforce systems, workforce data and workforce analytics. Own the long-term coherence and integration of workforce systems and analytics, ensuring they operate as a unified capability rather than discrete functions. Ensure workforce systems generate data that is analytically robust, decision-ready and aligned to workforce planning and transformation needs. Provide expert advice, assurance and risk-based escalation to the Associate Director of Workforce Planning & Transformation. Workforce Systems Strategy & Digital Enablement Own the strategic direction and roadmap for workforce systems, including ESR, e-rostering and successor national platforms. Provide senior leadership for the stabilisation, optimisation and governance of current workforce systems. Lead organisational readiness for the NHS Workforce Solution, including data quality, configuration standards, process redesign and analytics enablement. Drive digital workflows and automation to reduce reliance on manual, paper-based workforce processes. Ensure workforce systems evolve in line with national policy, digital standards and service needs. Workforce Data, Analytics & Insight Lead the development and sustainability of a modern workforce analytics capability, including dashboards, visualisation and self-service insight. Ensure workforce analytics deliver deep analysis, narrative insight and clear recommendations for senior leaders. Own the triangulation and reconciliation of workforce data across systems, analytics and finance to maintain a single version of the truth. Ensure analytics capability remains forward-looking, supporting scenario modelling and strategic planning. Accountability for Workforce Reporting & Returns Hold overall accountability for the quality, accuracy and assurance of all internal and external workforce reporting. Provide senior oversight of workforce information presented to Trust governance forums, such as the Trust scorecard, Integrated Performance Reporting (IPR), People Committee and Board-level reporting. Be accountable for statutory and national workforce data submissions, including the Provider Workforce Return (PWR) and NHS England mandated returns. Programme & Portfolio Leadership Act as Programme or Project Lead for complex workforce systems, data and digital initiatives. Lead and coordinate a portfolio of inter-dependent projects, managing scope, milestones, risks, dependencies and benefits. Chair or lead appropriate project boards and workstreams, ensuring alignment with Trust governance and delivery frameworks. Provide clear reporting and assurance on progress, risks and outcomes to senior leaders. Workforce Planning Enablement & Transformation Enable workforce planning and transformation through robust data standards, analytics models, tools and methodologies. Ensure workforce planning assumptions and outputs remain transparent, consistent and evidence-based. Support productivity, CIP and service redesign initiatives through system enablement and high-quality insight. Stakeholder Engagement & External Leadership Build and maintain senior-level relationships across People Services, including HR Business Partners, OD, L&D and Medical Workforce. Act as the senior workforce digital and data partner to Finance, Payroll, IT, Digital and Corporate Data teams. Represent the Trust at Greater Manchester, regional and national workforce systems, workforce analytics and digital workforce forums. Lead external benchmarking and translate learning into sustainable local standards and improvements. Information Governance & Data Asset Ownership Act as the Information Asset Owner or delegated senior data owner for workforce systems and workforce data. Ensure compliance with GDPR, DSPT and Trust information governance requirements. Lead Data Protection Impact Assessments (DPIAs) and ensure appropriate access controls, audit and assurance arrangements. Be accountable for workforce data integrity, lineage, retention and appropriate use. Leadership, Culture & People Development Provide visible, inclusive and values-led leadership to direct reports and wider teams. Lead leaders and specialists, setting clear expectations, providing coaching and holding people to account. Ensure consistent communication, engagement and alignment across teams. Build a high-performing, psychologically safe culture aligned to Trust values. Support staff development, resilience, wellbeing and succession in a changing environment. Finance & Resource Responsibilities Manage the delegated budget for the team, ensuring value for money in supplier contracts. Support Payroll and Finance colleagues in reconciliation, establishment control, and audit compliance. Monitor roster efficiency, aligning workforce deployment with financial targets (including agency/bank spend reduction). Other Act as an ambassador for the Trust, representing the organisation to relevant partners, other NHS bodies, regulators, voluntary sector, and other relevant organisations, developing constructive relationships to the benefit of the Trust. Participate in relevant internal and external working groups/projects, services and initiatives to provide, information and expertise. Promote the values, behaviours, vision, and goals of the organisation. Protect sensitive employee data at all times, in line with the Data Protection Act Please Note: This role is PENDING AFC SALARY BANDING APPROVAL; therefore, salary cannot be fully confirmed until the Banding is approved.