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People Insights & Systems Manager

February 27, 2026

People Insights & Systems Manager Hi, we're Northern Gas and PowerNorthern Gas and Power (a subsidiary of Global Procurement Group) is an international energy procurement specialist and is the largest energy consultancy in Europe. We guide businesses of all sizes ranging from SMEs to global organisations in purchasing their energy contracts. What’s in it for you?<ul><li>Industry-leading compensation package: Negotiable base salary up to £40,000</li><li>Work-life balance</li><li>Career growth and progression opportunities</li><li>Northern Gas and Power are recognised as a Real Living Wage Employer</li><li>Unrivalled perks (including but not limited to):</li><li>Extended time off in December (incentivised)</li><li>Company getaways and retreats abroad!</li><li>Exclusive discounts on dining at selected restaurants!</li><li>Cinema society membership</li><li>Company health plan with Simplyhealth</li><li>Festival and Event tickets (such as Silverstone, Wimbledon, Tomorrowland, Lost & Found, Champions League and more!)</li><li>Good Business Charter Award 2025</li></ul> What is the job about?As our People Insights & Systems Manager, you will play a pivotal role in enabling a data-driven approach across the employee lifecycle. Sitting within the People team and formally reporting into Core HR, the role partners across the wider People function including Recruitment, Talent, Learning, Health & Safety, Facilities, and Corporate Services.You will lead the development and optimisation of the HRIS and related people systems, ensuring they deliver accurate, timely, and insightful data. Leveraging automation and AI tools, you will generate predictive insights, streamline workflows, and produce actionable reporting that informs decision-making, improves processes, and supports strategic outcomes. What exactly will you do? People Analytics & Reporting<ul><li>Deliver accurate, timely, and meaningful people data and reporting across all People functions</li><li>Produce regular dashboards and KPI reports covering the full employee lifecycle, including headcount, turnover, absence, ER cases, diversity, recruitment, learning, and talent metrics</li><li>Provide ad-hoc trend analysis and insight to support decision-making by People teams and senior leadership</li><li>Produce senior leadership reports and contribute to predictive analytics (e.g., attrition trends, hiring forecasts) using AI and automation where appropriate</li><li>Identify trends, risks, and improvement opportunities, clearly communicating insights to non-technical audiences</li><li>Ensure consistency, integrity, and governance of data across reports and systems</li><li>Conduct periodic data audits to maintain data accuracy and quality</li></ul> Recruitment<ul><li>Analyse recruitment funnel performance (time-to-hire, drop-off stages, cost-per-hire)</li><li>Own and maintain recruitment dashboards, tracking systems and reporting</li><li>Provide monthly recruitment performance reports and insight to hiring managers and People teams </li></ul> Learning, Training & Coaching<ul><li>Analyse training effectiveness and ROI</li><li>Track LMS activity, compliance, completions, and skill development</li><li>Measure coaching impact and present insights to relevant stakeholders to support colleague development initiatives</li></ul> Data Governance & Compliance<ul><li>Ensure people data is managed in line with GDPR, and internal governance standard</li><li>Maintain data integrity across all people systems through regular data quality checks and periodic audits</li><li>Support statutory, regulatory, and audit reporting requirements with accurate and timely data</li><li>Identify data quality issues and work with People teams, system owners, and IT to drive improvements</li></ul> Health & Safety (Data-Led Responsibilities)<ul><li>Track and report on H&S metrics (incidents, compliance, near misses)</li><li>Support audits with accurate and timely reporting</li><li>Analyse trends to inform proactive safety interventions</li></ul> Facilities<ul><li>Produce workplace analytics such as occupancy, space usage, and employee feedback</li><li>Support Facilities with data for building access, resource use, and improvements</li></ul> People System & HRIS Development<ul><li>Support the ongoing development, optimisation, and effectiveness of the existing people systems</li><li>Configure and improve workflows, permissions, dashboards, and reporting functionality</li><li>Work with system owners, vendors, People teams, and IT to enhance system capability and user experience</li><li>Support system upgrades, testing, and implementation of new functionality</li><li>Maintain reporting documentation, data definitions, and user guidance</li></ul> What we’re looking for<ul><li>Degree or equivalent qualification in Business Analytics, IT, or related field.</li><li>Evidence of continuing professional development in HRIS, ATS, LMS, data analytics, or AI tools</li><li>Expert in Power BI or similar data visualisation tools, and proficiency in Excel</li><li>Mid-level experience as a Data Analyst within a People function or related corporate function</li><li>Demonstrable experience in producing people analytics and dashboards to inform actionable insight and decision-making</li><li>Demonstrable experience with HRIS or people systems</li><li>Experience working in a multi-site, fast-paced environment, working with multiple stakeholders.</li><li>Highly analytical, detail orientated and solutions-focused.</li><li>Strong communication skills, with the ability to explain data concepts to non-specialists</li><li>Ability to coach and train others in system use and data interpretation</li><li>Highly organised with the ability to manage multiple priorities and deadlines</li><li>High level of confidentiality, integrity, and discretion in handling sensitive information</li><li>Ability to leverage AI and automation to enhance reporting, predictive analytics, and decision-making</li></ul> Diversity in our heritage, inclusion in our future.NGP is a Disability Confident employer and is committed to inclusion and diversity. We welcome applications from people with a disability or long-term health condition.We do our utmost at Northern Gas and Power, part of Global Procurement Group (GPG) to value our People for who they truly are. We want all our colleagues to feel free to be themselves at work.Our People Strategy reflects our vision of an attractive and diverse organisation. Between all our companies, our colleagues make up over 30 nationalities from five countries around the globe.We’re building a welcoming workplace where we recognise, respect, and celebrate each other’s stories. Be part of our story. Be you at NGP. #BeYouAtNGPFor more information on how we process your data, please refer to our Candidate Privacy Policy. This can be found on our Careers page

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

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When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

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Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

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This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...

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