HR/People Analytics & Insight Lead

• Salary: National (Edinburgh and Leeds) ranging from £49,600 to £74,400 and London from £54,500 to £81,600 (salary offered will be based on skills and experience)
• This role is graded as:  Lead Associate, Corporate
• Your external recruitment contact is Raimonda via raimonda.stankute@fca.org.uk
• Your internal recruitment contact is Lauren via Lauren.McHale@fca.org.uk
• Applications must be submitted through our online portal. Applications sent via social media or email will not be accepted.

 About the FCA and team 

We regulate financial services firms in the UK, to keep financial markets fair, thriving and effective. By joining us, you’ll play a key part in protecting consumers, driving economic growth and shaping the future of UK finance services.

Reporting to the HR Systems & Analytics Manager, you will lead the People Analytics team and drive the development of our people analytics capability. Working across People, Finance, Technology and the wider organisation, you will turn complex workforce data into actionable insights that support strategic decision-making.

You will develop our ability to understand workforce trends, identify future opportunities and risks and provide evidence-based recommendations. Alongside setting the team's priorities and building capability, you will oversee complex analysis and ensure high standards of data quality, governance and responsible use of technology.

This is an opportunity to shape a growing people analytics function, delivering insights that improve workforce planning, organisational performance and employee experience.

• →Set and deliver the FCA’s people analytics strategy, priorities and programme of work, ensuring effective use of Workday and business intelligence tools
• →Lead and develop the People Analytics team, setting clear objectives and managing workloads and supporting colleagues to build their skills
• →Develop the FCA’s ability to explain workforce trends, anticipate future needs and recommend practical action
• →Undertake complex analysis and transform workforce data into clear evidence and practical recommendations for senior leaders and decision-making forums
• →Work across HR, Finance, Technology and the wider organisation to connect workforce insight with business and financial planning
• →Set standards for data quality, access, privacy and responsible use and help colleagues use insight to make better decisions

• Experience leading and developing an analytics, insight or business intelligence team
• Experience leading a people or workforce analytics strategy or programme
• Experience analysing workforce or organisational data and presenting practical recommendations to senior decision-makers

• Good knowledge of people analytics, including data modeling, visualization and techniques used to explain trends and anticipate future workforce needs
• Ability to manage strategic projects, regular reporting and urgent analytical requests
• Demonstrated ability to set standards that make analysis accurate, consistent, and actionable
• Good understanding of data governance, privacy, security and the responsible use of employee data
• Experience building collaborative partnerships across HR, Finance, Technology, and other business functions
• Demonstrated skill in advancing analytical capability and enabling teams to work effectively
• Ability to guide leaders and colleagues in using workforce insights to shape informed decisions

Our colleagues are the key to our success as a regulator. We are committed to fostering a diverse and inclusive culture: one that’s free from discrimination and bias, celebrates difference and supports colleagues to deliver at their best. We believe that our differences and similarities enable us to be a better organisation – one that makes better decisions, drives innovation and delivers better regulation.

If you require any adjustments due to a disability or condition, your recruiter is here to help - reach out for tailored support.

We welcome diverse working styles and aim to find flexible solutions that suit both the role and individual needs, including options like part-time and job sharing where applicable.

Disability confident: our hiring approach
We’re proud to be a Disability Confident Employer and therefore, people or individuals with disabilities and long-term conditions who best meet the minimum criteria for a role will go through to the next stage of the recruitment process. In cases of high application volumes we may progress applicants whose experience most closely matches the role’s key requirements.

Useful information and timelines

Timeline:

• Job advert closes: 11:59pm, 1st November 2026
• CV Review/Shortlist: 4th November 2026
• Interview: 12th -13th November 2026
• Your Recruiter will discuss the process in detail with you during screening for the role, therefore, please make them aware if you are going to be unavailable for any date during this time. 
• SC Clearance is required for this role (SC Guidance) - you will hold or will be required to obtain Security Check (SC) level vetting