82762 - Data Analyst, HR Operations

£45,824 - £50,039
12 Months
London CTS Royal Courts of Justice, WC2A 2LL
Full Time
Analytical, Human Resources, Knowledge & Information Management

Role title:    Data Analyst, HR Operations

Team/Directorate:    Judicial HR Team – HR Operations  

Overview of the Organisation:    

Are you looking for a new challenge? Do you want to be part of a team, and work for a great organisation where your data management and analytical skills and experience will be valued?  You’ve come to the right place!  

The Judicial Office is a small organisation (c400 people) which works in support of the Lord Chief Justice and Senior President of Tribunals.  More generally, the Judicial Office is a very collegiate place to work and there are opportunities to get involved in a range of things, be it by becoming a member of the Shadow Board, joining the Learning & Development Group or work shadowing colleagues.

As this is an operational role, the hybrid working requirement is for a minimum of 60% of time spent in person at the Royal Courts of Justice. This may increase depending on operational business need.

Summary of the role:    

The Judicial HR Team supports the Lord Chief Justice and the Senior President of Tribunals in their responsibilities for the welfare and deployment of the judiciary and for encouraging judicial diversity. People analytics enable HR and the judiciary to measure and report on key workforce areas such as diversity, well-being, and progression. 

This is an exciting opportunity in a fast evolving, dynamic and high-profile area. Whilst this post is located at the Royal Courts of Justice you will work closely with MoJ analysts based in Canary Wharf and Westminster and collaboratively with the analyst to Judicial Private Offices. 

The post-holder will work within the Management Information and Insight team alongside another SEO and HEO Data Analyst on several high impact areas of analysis including:

•    The Judicial Office’s annual contribution to the combined Official Statistics release on judicial diversity and developing the eligible pool that feeds into the combined statistical release.
•    The analytical contribution to the Senior Salaries Review Board (SSRB), as well as other areas of work including
•    Develop judicial data sources and data management processes, and use these resources to inform Judicial Policy, presenting data and analysis to teams within Judicial HR, the wider JO, and senior leaders within the judiciary.
•    Development work to monitor career trajectories and the effectiveness of HR interventions (including mentoring and work shadowing), and to pursue a cross-JO/JAC/MoJ programme of analyses to enhance understanding of the impact and successes of HR interventions and identify where these may be most effective.

This is an independent, interesting, and innovative role. The post-holder will have plenty of opportunity to develop professional and Civil Service competencies. 
For more information, please see the Judicial Office website. 


Responsibilities, Activities & Duties:    

Reporting to the G7 Head of Management Information and Insights Team (MIIT)  the postholder will provide independent analytical advice to the senior judiciary, giving analytical and policy support to the Judicial Executive Board, individual judges, and Judicial Office colleagues. The role will also require close working with colleagues in HM Courts & Tribunals Service and the Ministry of Justice.  

Main responsibilities:

•    Delivery of the Judicial Office’s contribution to the combined Official Statistics release on judicial diversity, including negotiating publication content and commentary to meet user needs.
•    Delivery of the annual SSRB contribution, and publication of the evidence provided.
•    Provision of wider analysis and evidence to support senior judiciary in collaboration with colleagues from JO, JAC and other MoJ analysts.
•    Delivery of briefing material and ad-hoc requests for senior leaders in the Judicial Office.
•    Develop analysis to monitor career trajectories and effectiveness of interventions.
•    Leading on ad-hoc requests from JO colleagues and contributing to FOI responses.
•    Automating publication and reporting processes, through the use of R, embedding the use of reproducible analytical pipelines processes.
•    The implementation of Judicial HR’s data strategy
•    Producing internal HR MI dashboards in Power BI, judicial HR have begun the production of MI dashboards which the post holder will develop further, with scope to producing additional dashboards according to business need.

CV and Statement of Suitability

You will be asked to provide a CV during the application process in order to assess any demonstrable experience, career history and achievements that relate to the role.

You will also be asked to upload a Statement of Suitability of no more than 1000 words stating what you would bring to the role, with reference to the Skills and Experience listed above.

Behaviours (for Recruitment/Success Profiles):    


·    Making Effective Decisions 
·    Managing a Quality Service 
·    Delivering at Pace
·    Communicating and Influencing

If large volumes of applications are received the sift will focus on Managing a Quality Service

For badged analysts from all professions, as well as the four civil service behaviours stated above, you will be assessed on two sets of professional competencies at interview

For unbadged candidates, as well as the four civil service behaviours stated above, you will be assessed on your analytical knowledge, experience and abilities, and the impact of your analytical work. 

Professional Competencies

Professional Competency (1) Knowledge & Skills

•    GSS - Data Analysis. 
•    GORS - Knowledge and application of OR Skills and Techniques. 
•    GES - Analysis of Data. 
•    GSR - Knowledge and application of GSR technical skills 

Professional Competency (2) Influence & Impact

•    GSS - Presenting and disseminating data effectively. 
•    GORS - Achieving impact with analysis. 
•    GES - Effective communication. 
•    GSR - Using and promoting social research 

For more information regarding Professional Competencies please refer to the analytical profession internet links below. Please note that some aspect of the professional competency may overlap with the behaviours listed above. We therefore recommend that in providing evidence for the professional competency, candidates focus on the technical and methodology aspects of the competencies that are specific to the profession. 

Government Statistician Group (GSG): Further information, including a user guide, can be found within the link below:  

GSS Competency Framework 2021

Government Social Research Service (GSR): Further information can be found within the link below: 

GSR Competency Framework 2022

Government Operational Research Service (GORS): Further information can be found within the link below:  

GORS Competencies 

Government Economic Service (GES): Further information can be found within the link below: 

GES Professional Standards 2022

Essential Knowledge, Experience and Skills:    

·    Be able to establish, lead, and manage several pieces of analytical work for corporate, policy or operational partners.
·    Ability to take responsibility for balancing resources and for the quality and timeliness of outputs including ensuring adherence to professional standards.
·    Ability to identify and utilise appropriate methodologies in more complex projects, delivering quality outcomes to deadline and identifying risks.
·    Able to work with partners to generate ideas and analytical options and to evaluate their relative merit,
·    Ability to manage partners’ expectations over time, dealing constructively with challenge and where appropriate adapting the analytical programme when requirements and circumstances change.
·    Develop and maintain effective relationships with diverse stakeholder groups.
·    Have strong written and oral communication and interpersonal skills and the ability to explain complex technical data and analytical concepts and practices to non-technical stakeholders, including senior leaders, judicial office holders and ministers.
·    Strong analytical ability - in particular robust data skills and good working knowledge of the main quantitative, qualitative and/or evaluative research methodologies of relevance in their field of expertise.

Desirable Knowledge, Experience and Skills:

    •    Knowledge of judicial office holders across the magistrates, courts and tribunals judiciary would be an advantage.
•    Experience of managing and developing others, prioritising, and delegating tasks in line with organisational objectives.  

Qualifications:    N/A

Security clearance required:    CTC

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices.


The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.


The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.


The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.


The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.


  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Interviews estimated w/c 29th January.

12/01/2024, 23:55 hours.

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail Moj-recruitment-vetting-enquiries@gov.sscl.com 

Please quote the job reference - 82762.

Counter-Terrorism Check (CTC)

To apply for roles in MOJ you will need to confirm your employment history for at least 3 years prior to the date of application so that pre-employment checks (BPSS) can be undertaken. If you have spent significant time abroad (a total of 6 months in the past 3 years) you would be required to give a reasonable account of the reasons why. 

For some roles you will be required to successfully complete National Security Vetting at Counter Terrorism (CTC), Security Clearance (SC) or Developed Vetting (DV) level as a condition of appointment. To meet CTC/SC/DV requirements you will normally need to have been resident in the UK for at least 3/5/10 years prior to the date of application (The level of checks that are required are stated in the advert).

If you do not meet the above requirements, you may still be considered if, for example:

  • You've been serving overseas with HM Forces or in some other official capacity as a representative of HM Government
  • You were studying abroad
  • You were living overseas with parents

In such cases you will need to be able to provide referee cover for the period(s) of residence overseas. The duration of overseas residence and the country of abode will also be taken into account.

Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.

if you feel that your application has not been treated in line with the Civil Service Recruitment Principles, please contact SSCL (Moj-recruitment-vetting-enquiries@gov.sscl.com) in the first instance

We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.

Application form stage assessments

Managing a Quality Service - 250 word limit
Communicating and Influencing - 250 word limit
Delivering at Pace - 250 word limit
Making Effective Decisions - 250 word limit
Statement of Suitability - 1000 word limit
A sift based on the lead behaviour, Managing a Quality Service, may be held if a large number of applications are received. If a large number of applications remain after the initial sift, your application will be progressed to a full sift, where all behaviours will then be considered.

Interview stage assessments

There is 1 interview stage for this vacancy.
Managing a Quality Service
Communicating and Influencing
Delivering at Pace
Making Effective Decisions
Technical Skills
Data Analysis
Presenting and disseminating date effectively

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

This job is broadly open to the following groups:

· UK nationals

· nationals of the Republic of Ireland

· nationals of Commonwealth countries who have the right to work in the UK

· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families

· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)

· individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020

· Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

This Vacancy is closed to applications.