Performance Reporting Lead
2 days ago
London
Birmingham, Bristol, Exeter, Leeds, London, Newcastle-upon-Tyne, Nottingham, Reading, Warrington, York Job Summary Join a dynamic, high-performing Business Management Team within the Defra group, dedicated to delivering efficient and sustainable solutions. As Performance Reporting Lead, you will play a pivotal role in shaping how Human Resources leverages data to understand activity and performance. You will work closely with senior leaders to transform HR’s data capabilities ensuring the right data is used effectively to drive decision-making and growth. This role demands expertise in data analysis, insight generation, and performance reporting, alongside a proactive approach to identifying opportunities for improvement. Job Description The successful candidate will lead the delivery of high-quality reporting and briefings on HR performance and outcomes, ensuring data-driven insights support strategic decision-making across Defra. This role requires strong analytical capability, attention to detail, and the ability to communicate complex information clearly to senior stakeholders. In addition, you will actively contribute to the wider HR community, collaborating with colleagues across HR functions to share best practice, support collective priorities, and strengthen the overall impact of HR within Defra. • Prepare and deliver external reports for the Cabinet Office and Government People Group, as well as internal HR performance briefings., • Define and shape the HR performance metrics that Defra will be accountable for., • Manage Group Corporate Services and ExCo reporting, annual assurance reporting, and accounts preparation., • Produce quarterly and monthly reports on KPIs, risks, and functional standards., • Create and maintain briefing materials, including Day One packs, HR information packs, and ad-hoc updates., • Deliver weekly situation reports (sitrep) for the Business Management Office and updates for the Delivery Board and G6 community. The successful candidate will lead the delivery of high-quality reporting and briefings on HR performance and outcomes, ensuring data-driven insights support strategic decision-making across Defra. This role requires strong analytical capability, attention to detail, and the ability to communicate complex information clearly to senior stakeholders. In addition, you will actively contribute to the wider HR community, collaborating with colleagues across HR functions to share best practice, support collective priorities, and strengthen the overall impact of HR within Defra. • Prepare and deliver external reports for the Cabinet Office and Government People Group, as well as internal HR performance briefings., • Define and shape the HR performance metrics that Defra will be accountable for., • Manage Group Corporate Services and ExCo reporting, annual assurance reporting, and accounts preparation., • Produce quarterly and monthly reports on KPIs, risks, and functional standards., • Create and maintain briefing materials, including Day One packs, HR information packs, and ad-hoc updates., • Deliver weekly situation reports (sitrep) for the Business Management Office and updates for the Delivery Board and G6 community. Person specification Leadership & Management • Coordinate and manage work across multiple business areas, ensuring alignment with strategic objectives., • Provide oversight and guidance on performance reporting processes., • Undertake line management responsibilities, including supporting team development, performance management, and capability building. Data Analysis & Reporting • Prepare, produce, and analyse high-quality, accurate, and timely data to inform decisions., • Develop robust processes and standards for tracking and analysing data., • Create data models and performance dashboards to highlight trends, issues, and opportunities., • Ensure data availability, accuracy, and clarity across all programs of work. Stakeholder Engagement & Change Implementation • Build and maintain strong relationships with internal and external stakeholders., • Collaborate to understand data requirements and deliver effective analytical solutions., • Communicate insights with impact, influencing senior leaders and decision-makers., • Drive and implement change by engaging senior leaders and influencing key stakeholders to adopt new processes, systems, and ways of working. Continuous Improvement • Lead initiatives to improve data analysis processes and reporting standards., • Champion new systems, tools, and ways of working across Defra and ALB’s., • Identify and implement opportunities for efficiency and innovation. Person Specification Essential Criteria • Proven ability to interpret complex datasets, develop actionable metrics, and create performance dashboards while aligning insights with organizational goals and anticipating future needs., • Ability to produce clear, actionable reports and present complex information in an accessible performance dashboard., • Experience managing cross-functional work and driving process improvements., • Strong relationship-building skills and ability to influence across teams., • Qualification or demonstrable experience in change management., • Track record of identifying efficiencies and implementing innovative solutions., • A willingness to learn and/or experience in tools such as Excel, Power BI, Fabric, Power Apps Behaviours We'll assess you against these behaviours during the selection process: • Seeing the Big Picture, • Changing and Improving, • Communicating and Influencing, • Managing a Quality Service We only ask for evidence of these behaviours on your application form: • Seeing the Big Picture Alongside your salary of £42,665, Department for Environment, Food and Rural Affairs contributes £12,360 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. • Learning and development tailored to your role, • An environment with flexible working options, • A culture encouraging inclusion and diversity, • A Civil Service pension with an employer contribution of 28.97% Artificial intelligence Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use. Selection process details This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths and Experience. As Part Of The Application Process, You Will Be Asked To Provide a 500-word Personal Statement Demonstrating How You Meet The Essential Criteria And Personal Specification Detailed In The Advertisement. You Will Also Be Asked To Provide 250 Word Statement For Each Of The Following Behaviours • Seeing the big picture Sift Should we receive a large number of applications, we will conduct an initial sift assessing the personal statement. Those who pass the initial sift will be progressed to a full sift or straight to interview. Interview If you are invited to interview, a selection behaviours and strengths will be tested. The following Behaviours will be assessed at interview. • Changing & Improving, • Communicating & Influencing, • Managing a Quality Service Your interview will be conducted virtually via MS Teams. Sift and interview dates to be confirmed. Further Information Artificial Intelligence Artificial Intelligence can be a useful tool to support your application. However, all examples and statements provided must be truthful, factually accurate, and based on your own personal experience. Submitting content that has been generated by AI or copied from others and presented as your own may be considered plagiarism. Applications found to contain such content may be withdrawn, and internal candidates may be subject to disciplinary action. Please refer to our candidate guidance for more information on appropriate and inappropriate use. Location As part of the pre-employment process for this post, successful candidate(s) will be able to agree a contractual workplace from those locations listed in this advert. The agreed contractual workplace is then the substantive and permanent place of work for the successful candidate(s). Where the location is ‘National’ the successful appointee should discuss and agree an appropriate contractual location in line with both Defra’s location policy and site capacity, prior to proceeding with pre-employment processes. Successful applicants currently employed by the hiring Defra organisation for this post may choose to remain in their current contractual location or may choose to change contractual location to one of those listed above. This should be discussed and agreed prior to proceeding with pre-employment processes. The agreed amount of time spent at a workplace for this post will reflect the requirement for Civil Servants to spend at least 60% of their working time in an organisation workplace with the option to work the remaining time flexibly from home. Working time spent at a workplace may include time spent at other organisational locations including field-based operational locations, together with supplier, customer or partner locations. This is a non-contractual agreement which is consistent with common Civil Service expectations. Travel costs to non-contractual workplaces will be subject to departmental travel and subsistence policies. Travel costs to contractual workplaces are the responsibility of the employee. The successful candidate is required to carry out all their duties from a UK location and cannot do so from an overseas location at any time. Defra includes the core department, APHA, RPA, Cefas and VMD. Salary New entrants to the Civil Service are expected to start on the minimum of the pay band. The internal roles rules apply to existing Civil Servants, i.e. level transfers move on current salary or the pay range minimum, transfers on promotion move to new pay range minimum or receive 10% increase. Either case is determined by whichever is the highest. Reserve List A reserve list may be held for a period of 12 months from which further appointments can be made. Near Miss Candidates Candidates who are judged to be a near miss at interview may be considered for other positions in Defra which may be at a lower grade but have a potential skills match. Merit Lists Where more than one location is advertised, candidates will be appointed in merit order. Childcare Vouchers Any move to from another Defra employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website. Criminal Record Check If successful and transferring from another Government Department a criminal record check may be carried out. In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing stating the job reference number in the subject heading. Internal Fraud Database Check Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government. Vetting All of these posts require the successful candidate to hold basic security clearance. Candidates posted to London may be subject to a higher level of clearance because of the security requirements for that location. Job offers to these posts are made on the basis of merit. Security vetting will only take place after the receipt of a job offer. Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter For further information on National Security Vetting please visit the Demystifying Vetting website. Reasonable Adjustment If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via as soon as possible before the closing date to discuss your needs. Complete the ‘Assistance required’ section in the ‘Additional requirements’ page of your application form to tell us wha...
7 Chelsea Embankment, SW3 4LF, London
