Workforce Costing and Reporting Manager in City of Westminster

HM Courts & Tribunals Service (HMCTS) is responsible for the administration of criminal, civil and family courts and tribunals in England and Wales.

Our roles support our service users and colleagues, where people and businesses access potentially life-changing justice.

We're looking for individuals who are committed to public service and want to make a difference in people's lives in delivering justice.

If you're interested in developing a career with a real purpose, the postholder will support the delivery and governance of the department's 'T-SIP' staffing database, hosted within Power BI, and support the assurance of workforce, financial and operational data are translated into accurate, timely and actionable management information for senior stakeholders. 'T-SIP' provides real-time workforce information and management insights to all HMCTS management grades, forming the basis for workforce allocation costing and staffing controls systems across the whole of HMCTS.

This is a crucial role, directly supporting operations, that requires the effective utilisation of operational data captured through timecard systems, alongside complex financial and performance datasets.

The role will provide expert analysis and constructive challenge to inform decision making to improve workforce data quality, strengthen costing methodologies, and support evidence-based decision making.

Working with stakeholders you will understand business requirements, provide support and influence improvements in workforce data quality, and support organisational awareness of how staffing resources are being deployed.

A key responsibility will be to ensure that data is accurately maintained, appropriately grouped, and aligned with evolving business requirements.

Acting as the primary point of contact within the Cost Drivers team, this includes managing changes to workforce structures and reporting hierarchies to ensure that outputs remain accurate, relevant, and fit for purpose by leveraging technology and analytical tools, the post holder will deliver efficient, insightful, and data-driven solutions for key stakeholders.

In this role you will Your role as Workforce Costing and Reporting Manager will encompass several key responsibilities listed below (but not limited to):

• Produce and manage staffing utilisation reporting through Power BI, providing suggested continuous improvements to support and maintain T-SIP to ensure that HMCTS has robust cost allocation and apportionment framework of staffing costs to service level.

Liaising with finance and wider business stakeholders to help support improve design, accuracy and usability.

• Perform detailed testing and validation of costing model outputs, identifying and informing opportunities for improvement and strengthening confidence in financial reporting.
• Maintain key costing data to a high standard, ensuring information is organised, secure, auditable and easily understood by stakeholders across the organisation.
• Provide and support constructive challenge and assurance regarding data quality and accuracy, supporting informed decision-making and improved financial control.
• Support in the championing of continuous improvement in data design, collection and management processes to enable more sophisticated and accurate cost attribution.
• Work collaboratively with Finance, Governance and Performance (FGP) colleagues to identify, support and implement more efficient ways of working that deliver organisational value.
• Maintain and feed into the development of workforce planning, staffing, and modelling systems.
• Support departmental resource allocation and workforce forecasting activities.
• Support the delivery accurate workforce and cost data to support operational and financial decision-making.
• Drive continuous improvement initiatives through the application of technology and data analytics.
• Provide stakeholders with timely, accessible, and actionable workforce information.
• Support the management of staffing establishments, workforce profiles, and allocation costings.
• Ensure reporting outputs are accurate, reliable, and aligned with business requirements.

Should we receive a high volume of applications, a pre-sift may be conducted on Changing and Improving.

Candidates who pass the pre-sift will be fully assessed on all the sift criteria.

Successful candidates who passed the sift will be invited to interview via Microsoft Teams.

At interview stage, you will be assessed against the following - Technical, and Behaviours.

Details can be found under the interview stage assessment section on the advert.

• Changing and Improving
• Working Together
• Making effective decisions, The Mo J 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 Mo J sites and / or from home (please be aware that this role can only be worked in the UK and not overseas).

All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

• Expected W/C 02/11 subject to change
• Demonstrable equivalent experience in improving and maintaining staff data capture processes, workforce costing methodologies, and supporting workforce planning and resource modelling activities.
• Strong track record of improving data quality, identifying opportunities for innovation and business improvement, and using data insight to support operational efficiency and informed decision-making.
• Commitment to continuously developing operational and business knowledge to ensure workforce and costing models are robust, credible, and trusted by stakeholders.
• Excellent collaborative working, communication and stakeholder management skills, with the ability to build relationships across multidisciplinary teams, present complex financial information clearly, and deliver continuous improvement initiatives.
• Ability to build trust and confidence among finance and non-finance stakeholders through the consistent delivery of high-quality analysis and insight.
• Ability to translate complex data into clear and meaningful management information.
• Strong attention to detail and problem-solving capabilities.
• Desirable skills
• Knowledge and understanding of HMCTS financial, operational, and workforce management systems and processes.
• Power BI knowledge, including dashboard development and maintenance.

The national salary range is £35,335- £37,847.

London salary range is £40,014 - £42,859.

Your salary will be dependent on your base location, Existing Civil Servants applying on promotion, will usually be appointed on the salary minimum of the new pay band, or receive an increase of 10 percent on the current base salary, whichever is higher (This is restricted to the pay maximum of the new band).

• The Mo J 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.

• Pension The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.
• Training The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.
• Networks 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.

• Eligibility Staff on fixed term appointments must have been recruited through fair and open competition.

Vacancies advertised "cross-government" are only open to all Civil Service employees and employees of accredited non-departmental public bodies (NDPBs) who were appointed on merit following a fair and open competition; or were appointed to a permanent post through an exception in the Civil Service Commissioners' rules.

• Support
• 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 www. www.

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.

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