Job Introduction
We are seeking a Business Intelligence Manager to join the team at level A. This is the entry point of the role, so you will need to be able to demonstrate the relevant knowledge, experience and skills to get you started, but you will be supported to develop in your role through induction, probation and a supportive Performance Appraisal and Career Conversation. All elements of level A listed within the person specification are essential. Through your induction you will be introduced to the Career Progression Framework (CPF), which will help you to identify your areas of strength and any development needs.
The Business Intelligence Manager is responsible for driving data innovation and scalability within the organisation. This role involves investigating emerging trends and performing horizon-scanning to introduce innovative data related approaches. Recognised as a specialist and adviser, the Business Intelligence Manager provides guidance on best practices, champions data and data science to support organisational priorities, and ensures the delivery and maintenance of scalable data products.
As the Manager you will manage stakeholder expectations, mediate complex discussions, and represent the team at various internal and external events.
The Business Intelligence Manager will create and lead cross-functional project teams with other analysts, data scientists, and subject matter experts, delivering corporate data and data science projects and initiatives, as well as within the Business Support and Regeneration, Culture, and Environment departments.
This includes collaborating with various departments to understand their unique needs and tailoring data solutions to enhance efficiency and drive success across the organisation. You will be an advocate for the use of data, guiding business departments in effective data creation and usage, ensuring there are appropriate processes to maintain data accuracy and relevance. Through fostering collaborative working across professions, the Business Intelligence Manager plays a crucial role in embedding data and data science into the core operational framework, ensuring that all departments can leverage data-driven insights to achieve their strategic objectives. Liaise with stakeholders in a way that promotes the One Medway Council Plan and embeds our values and behaviours.
Accountabilities and outcomes:
Data Management: Develop and promote a culture of data stewardship, ownership and quality within the council Data Analysis and Science: Perform advanced quantitative and qualitative analysis and participate in data science projects to support complex business situations, such as strategy development, performance improvement, statutory returns, and service reviews.
Advanced Tools and Techniques: Demonstrate in-depth knowledge of data science tools and techniques to support the delivery of public services.
Innovation: Investigate emerging trends in data-related approaches and perform horizon-scanning for the organisation to introduce innovative ways of working and best-practice data innovation across the organisation's analytical function.
Advisory Role: Be recognised as a specialist and adviser in data innovations, including user needs, generation of ideas, methods, and tools.
Leadership: Provide leadership to create a robust data culture by guiding and mentoring analysts, stakeholders, and other users.
Product Delivery: Take responsibility for delivering scalable data and data science products into the organisation and establishing maintenance support.
Best Practices: Contribute to the development of best-practice data and data science approaches across the organisation's analytical function.
Championing Data Science: Champion the role of data and data science in supporting organisational priorities and fostering collaborative working across professions.
Stakeholder Management: Manage stakeholder expectations and moderate discussions about high risk and complexity, even within constrained timescales.
Developing a Data Culture: Speak on behalf of and represent the team at internal and external meetings and events. Continuous self-learning: you should keep up to date with technical developments, enhance your skills, and take responsibility for your own professional development.
At the discretion of the Head of Service, such other activities as may from time to time be agreed consistent with the nature of the job described above.
If you would like to have an informal discussion with the recruiting manager, please e-mail David Holloway on david.holloway@medway.gov.uk
Career Progression Frameworks (CPF) have been introduced for all roles at Medway Council. These frameworks provide a mechanism for employees to take ownership of their development within their post and be rewarded accordingly. This means that the salary you will be offered will be at level A unless, based on an assessment against the CPF criteria, you demonstrate that you are meeting the criteria of level B or C. There will be further opportunity once in post to progress from level A to B, and B to C.
When writing your application, it is important to ensure you identify your suitability against the requirements of the job profile, as this information will be used for shortlisting and may contribute to the CPF assessment. Your application may be rejected if the minimum required criteria is not met. Further information relating to the requirements for this role can be found in the CPF Guidance document attached.
The person specification of a job profile is split into three levels:
Level A details the essential criteria that all applicants must be able to demonstrate through their application and interview.
Level B details the developed competencies that an individual who is practised in this role would be able to demonstrate and will be a progression of knowledge, experience and skills from level A.
Level C requires the highest level of competence and applicants would need to fully meet and demonstrate all aspects of the job profile, including qualifications, knowledge, skills and experience.
Important Information-
Applicants must be able to demonstrate all essential requirements as listed in the job profile
For further information, and for details of the benefits of working for Medway Council, please refer to the Medway information pack available as a download or to view online.
Please be advised that if you are not contacted within 3 weeks of the advert closing date then you have not been shortlisted. All recruitment correspondence, including interview letters and contracts of employment will usually be sent out via email.
Please visit http://www.mindfulemployer.net/ for information on how Medway Council put good practices in place to ensure employees and job applicants who declare mental health issues receive the right level of support.
We reserve the right to close this vacancy at any time prior to the closing date.
