People Insights and Analytics Lead in Stirling

Overview

At Robertson, we see challenges as opportunities and solutions. We’re bold enough to ask questions, brave enough to look at things differently, and confident enough to be ourselves. Join us and you’ll be part of the UK’s largest family-owned construction, infrastructure, and support services business.

Your new role

Working within the People Systems and Data Team, the People Insights & Analytics Lead will provide operational leadership for colleagues within the People Insights and Analytics activity, while overall team management remains with the People Systems and Data Manager. The role will own the people MI and reporting framework and partner with senior stakeholders to deliver high-quality insights, enhance data literacy, and drive innovation through predictive analytics and AI-enabled solutions.

What you’ll do:

• Lead and develop the People Insights and Analytics activity, providing coaching, direction, and support to the team to ensure high-quality delivery.
• Own the people analytics and reporting agenda, including the MI calendar, reporting framework, metric definitions, and insight narrative.
• Produce and present complex people analytics, dashboards, and insight packs that support workforce planning and key people strategies.
• Analyse workforce data to identify trends, risks, and opportunities, providing actionable recommendations to drive business performance.
• Build strong relationships with senior stakeholders, influencing evidence-based decision-making through clear and compelling insight.
• Champion data literacy across the business, supporting stakeholders to interpret people data, dashboards, and reporting effectively.
• Lead predictive analytics and AI-enabled initiatives to enhance reporting efficiency, insight generation, and proactive workforce planning.
• Drive continuous improvement in people reporting, data quality, and analytics processes to maximise the value of workforce data.
• Ensure the secure and compliant management of employee data in line with UK GDPR and company information governance requirements.

What you’ll need:

• Experience leading, coaching, or developing colleagues, with the ability to support delivery and drive high performance within a team environment.
• Strong experience working with HR data, people systems, and sensitive employee information.
• Advanced analytical skills, with the ability to interpret complex datasets and translate data into meaningful business insights.
• Proven experience producing people analytics, management information, dashboards, and insight reports using tools such as Power BI and Excel.
• Strong stakeholder management skills, with the ability to influence decision-making and build effective relationships across all levels of the organisation.
• Excellent communication and data storytelling skills, with the ability to present complex information clearly to non-technical audiences.
• Experience developing and maintaining reporting frameworks, metric definitions, and reporting governance standards.
• A data-driven mindset with the ability to identify trends, risks, and opportunities and provide actionable recommendations.
• Passion for innovation and continuous improvement, with experience of or interest in predictive analytics and AI-enabled solutions.
• Strong attention to detail and commitment to data accuracy, quality, and continuous improvement.
• Knowledge of HR practices and an understanding of how people data supports operational and strategic decision-making.
• Understanding of data protection, confidentiality, and information governance requirements, including UK GDPR.

This is an exciting opportunity to play a key role in shaping how people data and insight support strategic decision-making, helping to drive business performance and the future development of people analytics across Robertson. Join us and help build a more insight-led organisation, where data empowers better decisions, enhances colleague experience, and supports sustainable business growth.

What's in it for me

Our Principles - The Robertson Way

Our principles are our roadmap to achieving positive outcomes and delivering on our purpose. They influence daily decisions around what we do and how we do things, creating an environment of growth, innovation, and high performance.

• We listen: Listening enables us to work positively and collaboratively, and gives customers, partners, and colleagues the assurance that their voices are always heard.
• We are professional: Our mix of prudence and diligence, care and attention to detail means that our customers have certainty and assurance in everything we do and trust us to deliver.
• We take responsibility: Each of us is accountable for what we do. From the smallest detail to team safety and caring for our communities and the environment, we know that everything matters.
• We are determined to succeed: Every challenge is an opportunity. We work collaboratively and focus on safety, productivity, and quality to find solutions we can be proud of and that provide a positive, lasting benefit.
• We are one team: We work as one - in our teams and partnerships, and with our customers. We respect each contribution, and everyone stands up to be counted.

Benefits of working with Robertson:

• 33 days annual leave (pro-rata for part-time or FTC positions, increases with length of service).
• Salary Sacrifice Pension Scheme.
• Life Assurance.
• Cycle to Work Scheme.
• Discounts (gym memberships, restaurants, days out etc.) with Hapi Rewards App.
• Annual Flu Vaccine.
• Access to E-Learning.
• Health & Wellbeing Support.
• Life Management & Financial Support.

Diversity & Inclusion:

When it comes to diversity and inclusion, we see things differently at Robertson. That’s why we’re working hard to create an environment where everyone can feel welcome, and where we can all be ourselves. We encourage applications from people of all races, ages, genders, religions, sexual orientations, and more.

This role will be subject to pre-employment screening, including references. The level of screening may vary depending on role responsibilities and will be discussed at interview.