Workforce Analyst

These posts will provide analytical support to site-based hospital teams to ensure decision makers have access to local, accurate, and timely workforce information, enabling the effective and efficient deployment of staff (including medics). The roles will support the delivery of effective people practices by analysing data from our systems and presenting information in a meaningful way, to inform and assist in the delivery of workforce plans.,

• To provide specialised information supporting decision-making and service management of delivery of the workforce plan.
• Design and provide reports to meet local, regional and national requirements, using ESR tools or relevant software.
• Provide accessible, accurate, appropriate and timely information using highly complex data sets.
• Provide and disseminate high quality performance monitoring and management information, including written, verbal and formal presentations as appropriate and to agreed timescales.
• Engage and support site management and HR teams with regard to information requirements, data collection and analysis for designated hospitals
  
  Degree level/equivalent, Demonstrable experience in an analysis or performance review role
• Experience of working on projects where post holder uses own initiative and E manages own timescales
Desirable criteria
• NHS Experience
• Experience of specifying user information needs
• Staff management or supervisory experience
• Experience of working with non NHS organisations, Understanding of analytical techniques and experience of using them
• Sound working knowledge of spreadsheets and relational databases.
Desirable criteria
• Knowledge of contract datasets
• Knowledge of statistical techniques and how/when to use them, Good written and verbal communication skills
• Good report writing skills
• Ability to communicate effectively with managers and staff at all levels
• Ability to work to tight deadlines
• Negotiation skills, Self-starter with confidence to work with limited supervision and to use own initiative
• Attention to detail and accuracy
Desirable criteria
• Desire to offer own ideas to develop systems and performance monitoring as experience in post is gained
  
  Liverpool University Hospitals NHS Foundation Trust was created on 1 October 2019 following the merger of two adult acute Trusts, Aintree University Hospital NHS Foundation Trust and the Royal Liverpool and Broadgreen University Hospitals NHS Trust.
The merger provides an opportunity to reconfigure services in a way that provides the best healthcare services to the city and improves the quality of care and health outcomes that patients experience. The Trust runs Aintree University Hospital, Broadgreen Hospital, Liverpool University Dental Hospital and the Royal Liverpool University Hospital. It serves a core population of around 630,000 people across Merseyside as well as providing a range of highly specialist services to a catchment area of more than two million people in the North West region and beyond.

The Trust is committed to promoting a healthy work-life balance and achieve fair, equitable and consistent practice. We welcome flexible working requests and will consider a variety of flexible working arrangements from day one of your employment. Not all roles are suitable for every flexible working opportunity all of the time. Flexible working options may include reduced hours, compressed hours, fixed shifts, time back in lieu and home working. The Trust is committed to promoting equality and diversity; we value the contribution of individual talent, skills, knowledge and experience and aim for a workforce demography representative of the local community. We encourage applicants from the following groups that are currently under-represented in our workforce black, Asian and minority ethnic, lesbian, gay, bisexual and Transgender (LGBTQ+), disabled, male and age 16-24. Trust policy requires that the cost of submitting & processing the successful applicant/s DBS application be recovered via salary deduction following start in post. The amount of £18+£5 (standard disclosure) or £38+£5 (enhanced disclosure) will be deducted from salary, in manageable monthly instalments for up to 3 months following commencement of employment. Bank posts require upfront payment. From April 2017, Skilled visa applicants and their adult dependant(s) will be required to provide a criminal record certificate from each country they have lived in consecutively for 12 months or more in the past ten years. Applicants requiring sponsorship may wish to determine the likelihood of obtaining sponsorship for this position by assessing themselves against the criteria on the gov.uk website - https://www.gov.uk/check-uk-visa. This organisation has a zero-tolerance approach to the abuse of children, young people and vulnerable adults. All staff must ensure they adhere to the organisations safeguarding children and adults' policy and comply with the Local Safeguarding Children and Adult Board procedures. Staff should be mindful of their responsibility to safeguard children and adults in any activity performed on behalf of the organisation in line with the requirements of statutory guidance and legislation. All employees (and volunteers)are expected maintain their safeguarding knowledge and skills by completing mandatory safeguarding training which includes understanding and recognising the signs of abuse and neglect and taking appropriate action. As an organisation, we have adopted the Merseyside Domestic abuse workplace scheme which supports our staff who are experiencing Domestic Abuse /any forms of sexual violence. If you have any personal requirements that will enable you to participate in our recruitment process please contact a member of the Recruitment Services by phone on at the earliest opportunity to ensure that measures can be put in place to enable your application for this post. Please note: new entrants to the NHS will commence on the first pay point of the relevant band. For agenda for change banded roles; salary payments will reflect the 2023/24 pay scales. The 2024/25 pay scales will be paid in October 2024 including any backpay due. Therefore should the successful applicant start in post prior to October, the salary will initially reflect the 2023/24 pay scales.