ICRIR
City, Belfast
About the Role We are currently recruiting for a People Systems and Data Manager who will be responsible for leading the organisation's HR information systems (HRIS), workforce analytics, and data governance functions. This is a permanent opportunity and in this role you will deliver high-quality insight, statutory reporting, and compliance assurance to support strategic decision-making across the organisation. You will have oversight of the Monitoring Officer, ensuring robust governance, transparency, and statutory compliance - including duties under Section 75 of the NorthernIreland Act 1998. You will oversee the provision of accurate equality, workforce, and governance data required to meet corporate, legal, and regulatory obligations. Responsibilities HR Systems Management Lead on the selection, optimisation, and development of HR information systems. Oversee system upgrades, testing schedules, user acceptance testing (UAT), and implementation. Manage data structures, user access, permissions and workflows. Work with HR systems and IT teams to improve data structures, reporting capability, and analytics tools. Deliver training and technical guidance to HR and operational colleagues. Lead HR digital transformation and analytics projects. Identify opportunities to enhance processes, automate workflows, and modernise HR systems. Act as liaison with software suppliers and technical support teams. Data Management & Workforce Analytics Collecting, analysing and interpreting complex employee data and workforce metrics. Ensure accuracy, completeness, and integrity of HR data across all systems. Produce high quality workforce dashboards, identifying trends, patterns and anomalies in data for the Leadership Team, Board and People Committee. Analyse organisational data on recruitment, absence, turnover, performance, workforce representation, and equality categories. Provide analytical insight to develop and implement data driven strategies, policy development, resource planning, and organisational plans. Lead collaboration between HR, governance, ICT, and senior management teams to strengthen organisational assurance. Advisory Lead Act as a trusted advisor to senior HR leaders and the Leadership Team, providing clear, evidence based insights and recommendations. Support the evaluation of HR initiatives and organisational change programmes through data led impact assessment. Contribute to the development of the People Strategy by grounding proposals in insight and analysis. Engage with internal stakeholders including ICT, Finance, senior leaders, operational managers, and governance teams. Provide expertise on HR data, reporting, equality monitoring, and system capabilities. Monitoring Officer Oversight & Statutory Compliance General Governance Responsibilities Work in collaboration with the Equality Officer to ensure: compliance with statutory reporting requirements, proper handling of governance queries, robust evidence provision for internal and external audits, adherence to corporate risk, assurance, and governance frameworks. Ensure the Equality Officer receives accurate and timely HR data and analytical support. Section 75 (NI Act 1998) Oversight The People Systems and Data Manager is accountable for ensuring that Section 75 duties are supported through accurate HR data, systems, and governance processes, delivered through and with the Recruitment Team. Responsibilities Include Ensuring HR systems capture complete and accurate equality monitoring information aligned to Section 75 categories. Oversight of equality data reporting, including trend analysis and workforce based insights. Co ordinating the Equality Officer in the production of statutory Section 75 annual progress reports. Supporting screening exercises and Equality Impact Assessments (EQIAs) with robust workforce data. Monitoring workforce representation, recruitment outcomes, and progression trends to identify inequalities or areas requiring intervention. Contributing to the development and monitoring of the organisation's Equality Scheme and Section 75 Action Plan. Ensuring all HR data related processes meet the requirements of equality legislation and good relations duties. HR Policy, Compliance & Governance Provide data driven insights to inform the development and review of HR policies. Ensure organisational compliance with GDPR, FOI, Section 75, and all HR related statutory obligations. Support audit processes by providing validated data, evidence, and analytics. Equal Opportunity Employer We are committed to creating a diverse and inclusive workplace. We welcome applications from all communities and backgrounds, including under represented groups. We value diversity in our workforce as it enhances our ability to serve the communities of Northern Ireland and the United Kingdom.
About the Role We are currently recruiting for a People Systems and Data Manager who will be responsible for leading the organisation's HR information systems (HRIS), workforce analytics, and data governance functions. This is a permanent opportunity and in this role you will deliver high-quality insight, statutory reporting, and compliance assurance to support strategic decision-making across the organisation. You will have oversight of the Monitoring Officer, ensuring robust governance, transparency, and statutory compliance - including duties under Section 75 of the NorthernIreland Act 1998. You will oversee the provision of accurate equality, workforce, and governance data required to meet corporate, legal, and regulatory obligations. Responsibilities HR Systems Management Lead on the selection, optimisation, and development of HR information systems. Oversee system upgrades, testing schedules, user acceptance testing (UAT), and implementation. Manage data structures, user access, permissions and workflows. Work with HR systems and IT teams to improve data structures, reporting capability, and analytics tools. Deliver training and technical guidance to HR and operational colleagues. Lead HR digital transformation and analytics projects. Identify opportunities to enhance processes, automate workflows, and modernise HR systems. Act as liaison with software suppliers and technical support teams. Data Management & Workforce Analytics Collecting, analysing and interpreting complex employee data and workforce metrics. Ensure accuracy, completeness, and integrity of HR data across all systems. Produce high quality workforce dashboards, identifying trends, patterns and anomalies in data for the Leadership Team, Board and People Committee. Analyse organisational data on recruitment, absence, turnover, performance, workforce representation, and equality categories. Provide analytical insight to develop and implement data driven strategies, policy development, resource planning, and organisational plans. Lead collaboration between HR, governance, ICT, and senior management teams to strengthen organisational assurance. Advisory Lead Act as a trusted advisor to senior HR leaders and the Leadership Team, providing clear, evidence based insights and recommendations. Support the evaluation of HR initiatives and organisational change programmes through data led impact assessment. Contribute to the development of the People Strategy by grounding proposals in insight and analysis. Engage with internal stakeholders including ICT, Finance, senior leaders, operational managers, and governance teams. Provide expertise on HR data, reporting, equality monitoring, and system capabilities. Monitoring Officer Oversight & Statutory Compliance General Governance Responsibilities Work in collaboration with the Equality Officer to ensure: compliance with statutory reporting requirements, proper handling of governance queries, robust evidence provision for internal and external audits, adherence to corporate risk, assurance, and governance frameworks. Ensure the Equality Officer receives accurate and timely HR data and analytical support. Section 75 (NI Act 1998) Oversight The People Systems and Data Manager is accountable for ensuring that Section 75 duties are supported through accurate HR data, systems, and governance processes, delivered through and with the Recruitment Team. Responsibilities Include Ensuring HR systems capture complete and accurate equality monitoring information aligned to Section 75 categories. Oversight of equality data reporting, including trend analysis and workforce based insights. Co ordinating the Equality Officer in the production of statutory Section 75 annual progress reports. Supporting screening exercises and Equality Impact Assessments (EQIAs) with robust workforce data. Monitoring workforce representation, recruitment outcomes, and progression trends to identify inequalities or areas requiring intervention. Contributing to the development and monitoring of the organisation's Equality Scheme and Section 75 Action Plan. Ensuring all HR data related processes meet the requirements of equality legislation and good relations duties. HR Policy, Compliance & Governance Provide data driven insights to inform the development and review of HR policies. Ensure organisational compliance with GDPR, FOI, Section 75, and all HR related statutory obligations. Support audit processes by providing validated data, evidence, and analytics. Equal Opportunity Employer We are committed to creating a diverse and inclusive workplace. We welcome applications from all communities and backgrounds, including under represented groups. We value diversity in our workforce as it enhances our ability to serve the communities of Northern Ireland and the United Kingdom.