UK Government - Department for Science, Innovation & Technology
460061
£40,415 - £48,620
A Civil Service Pension with an employer contribution of 28.97%
GBP
Senior Executive Officer
Fixed term
Loan
24 months
DSIT - Digital, Technologies and Telecoms
Human Resources
Flexible working, Full-time, Job share, Part-time
1
Birmingham, London, Manchester
The UK AI Security Institute exists to make frontier AI systems secure, trustworthy, and beneficial for society. We work at the heart of the UK government with direct lines to Number 10 advancing our understanding of how to evaluate and govern advanced AI systems so they can be deployed safely and responsibly. Our mission is to strengthen state technical capacity in AI security research to support both government and global partners in managing the risks and harnessing the opportunities of this transformative technology. Were building a world-class team of scientists, policy specialists, and operational professionals united by one goal: ensuring AI benefits all humanity. The AISI People Team is the engine driving the AI Security Institutes bold transformation of government human resources for technical institutes. As AISI scales rapidly, were setting the pace, breaking new ground, and raising the bar for whats possible in public‑sector people operations. Our team is central to building a high‑performance, talent‑dense culture where initiative and impact matter.
Were developing new approaches across the whole people lifecycle, from day one in AISI to supporting people when they move on. The People Data Lead (SEO) sits at the heart of this. You will own and evolve our People management information (MI) and analytics, covering areas such as headcount, joiners/leavers, progression, pay, MI compliance, diversity and inclusion, risk, and pipelines, and turn it into the evidence base for important organisational decisions. Youll work closely with the Head of People, the Deputy Director (DD) for Talent and Operations, senior leaders across AISI, the Department for Science, Innovation and Technology (DSIT) HR, Finance and Legal teams, and with AISIs engineers where we need to automate or integrate.
Day‑to‑day, working in the People Team feels like being in a small, high‑agency start‑up inside government: hands‑on, high‑energy, and very visible. We are activity‑managed by AISI, with expert support from DSIT HR, which means you get the best of both worlds: freedom to innovate and the backing of a central HR function. If you want to build the HR data function of tomorrow, not just maintain todays reporting, this is the team to join.
The role As People Data Lead (SEO), youll own and improve AISIs people analytics, turning HR data into clear dashboards and insights that drive decisions on hiring, performance, pay and workforce planning.
What youll do:
Impact and success
In the first few months youll get our core dashboards into good shape and used regularly by the People Team and senior leaders. Over 612 months youll have a stable, trusted People MI suite in place, and the organisation will routinely rely on your packs for large scale decisions, and manual spreadsheet reporting will be largely replaced by repeatable, well‑governed dashboards. Person specification Who were looking for:
Who were looking for:
Essential criteria
Desirable criteria
We'll assess you against these behaviours during the selection process:
Alongside your salary of £40,415, Department for Science, Innovation & Technology contributes £11,708 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.
The Department for Science, Innovation and Technology offers a competitive mix of benefits including:
Office attendance
The Department operates a discretionary hybrid working policy, which provides for a combination of working hours from your place of work and from your home in the UK. The current expectation for staff is to attend the office or non-home-based location for 40-60% of the time over the accounting period.
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 for more information on appropriate and inappropriate use.
This vacancy is using Success Profiles , and will assess your Behaviours, Strengths and Experience.
As part of the application process, you will be asked to complete a CV and personal statement.
Further details around what this will entail are listed on the application form.
Please use your personal statement (in no more than 750 words) to address the following:
Describe one or two examples where you used data or automation to solve a problem or improve how a team worked.
What impact did it have on decisions, behaviour or workload?
If you have limited past experience, you can instead outline what you would do in this role if given the chance.
What do you think you uniquely bring to a data/analytics role in a fast‑paced environment like AISI?
How would you use those strengths to help AISI make better people and workforce decisions?
Applications will be sifted on CV and personal statement.
In the event of a large number of applicants, applications will be sifted on **********
Candidates who pass the initial sift may be progressed to a full sift, or progressed straight to assessment/interview.
Interviews
Interview 1: Short screening interview to understand your motivation to join AISI
Interview 2: Interview encompassing presentation task, behaviours and strengths questions
Interview 3: Senior interview panel
Sift and interview dates
Sift and interview dates to be confirmed.
Further Information
Reasonable Adjustment
We are proud to be a disability confident leader and we welcome applications from disabled candidates and candidates with long-term conditions.
Information about the Disability Confident Scheme (DCS) and some examples of adjustments that we offer to disabled candidates and candidates with long-term health conditions during our recruitment process can be found in our DSIT Candidate Guidance. A DSIT Plain Text Version of the guidance is also available.
We encourage candidates to discuss their adjustment needs by emailing the job contact which can be found under the contact point for applicants' section.
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.
If successful and transferring from another Government Department a criminal record check may be carried out.
New entrants are expected to join on the minimum of the pay band.
A location-based reserve list of successful candidates will be kept for 12 months. Should another role become available within that period you may be offered this position.
Candidates who meet the minimum benchmark may be placed on a Reserve List for consideration for similar roles, including those at a lower grade. Candidates who narrowly miss the benchmark and are not placed on the Reserve List may still be considered for an offer in a similar role at a lower grade.
Please note terms and conditions are attached. Please take time to read the document to determine how these may affect you.
Any move to the Department for Science, Innovation and Technology from another 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.
DSIT does not normally offer full home working (i.e., working at home); but we do offer a variety of flexible working options (including occasionally working from home).
DSIT cannot offer Visa sponsorship to candidates through this campaign.
DSIT holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify.
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 [email protected] stating the job reference number in the subject heading.
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 applicants 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.
For further information on National Security Vetting please visit the Demystifying Vetting website.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Successful candidates must undergo a criminal record check.
Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check .
See our vetting charter .
People working with government assets must complete baseline personnel security standard (opens in new window) checks.
This job is broadly open to the following groups:
Further information on nationality requirements
The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles .
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy .
This vacancy is part of the Great Place to Work for Veterans initiative.
Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.
Appointment to the Civil Service is governed by the Civil Service Commissions Recruitment Principles. If you feel that your application has not been treated in accordance with the recruitment principles, and wish to make a complaint, then you should contact in the first instance [email protected] . If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: Click here to visit Civil Service Commission/Complaints.