<p><strong>In a nutshell</strong></p> <p>The primary purpose of this role is to drive consistent and reliable insight to ensure we have the right workforce to succeed as well as underpinning operational, supplier and cost efficiency for the Technology division. A key focus is&nbsp;ensuring the accuracy and optimisation of workforce data, creation and delivery of efficient workforce management process and supporting strategic workforce planning.</p> <p>&nbsp;</p> <p>Through having an eye for data, the role requires the holder to interpret and analyse multiple dashboards and reports and provide insight that enables effective decisions to be taken. The role holder needs to influence senior stakeholders, including presenting insight in a compelling way and looking across the domains for synergies.&nbsp;</p> <p>&nbsp;</p> <p>At Sainsbury’s Tech, we work in empowered teams that contain the skills and support needed to deliver at pace. Our culture encourages teams to innovate, collaborate, learn and take ownership.</p> <p>&nbsp;</p> <p><strong>What I am accountable for&nbsp;</strong></p> <ul> <li><strong>Data Accuracy:</strong>&nbsp;Ensuring the accuracy and completeness of workforce data</li> <li><strong>Reporting and Analysis:&nbsp;</strong>A deep understanding of the reporting provided and the ability to identify trends and propose data-driven decisions regarding workforce allocation to support strategic decision-making by senior stakeholders</li> <li><strong>Workforce Planning Support:</strong>&nbsp;Drive the implementation of workforce planning initiatives and projects.</li> <li><strong>Cost-Effectiveness</strong>: Supporting teams to optimising workforce allocation to minimise costs and maximise return on investment</li> <li><strong>Collaboration:</strong>&nbsp;Collaborating with Technology, Product teams to understand their workforce needs and alongside the People team, support them to identify and implement strategies to increase capacity where necessary, such as upskilling existing employees or hiring new talent</li> <li><strong>Trends:</strong> Engage with Recruitment to understand historical data and market trends to identify potential workforce shortages or surpluses</li> <li><strong>Proactive Issue Resolution:&nbsp;</strong>Identifying and addressing potential workforce issues before they impact project timelines or budgets.</li> <li><strong>Supplier Payment Accuracy:</strong>&nbsp;Ensuring all supplier payments are accurate and processed within agreed timelines by the team</li> <li><strong>Stakeholder Communication:</strong>&nbsp;Maintaining regular communication with internal and external stakeholders to ensure smooth operation of payment processes and workforce data accuracy.</li> <li><strong>Cost Optimisation:</strong>&nbsp;Identifying opportunities for cost savings and implementing strategies to optimise workforce-related expenses.</li> <li><strong>Continuous Improvement:</strong>&nbsp;Identifying and implementing improvements to payment processes and workforce management to enhance efficiency and accuracy.</li> <li><strong>Training and Support:</strong>&nbsp;Providing training and support to team members on payment processes, systems, and workforce management best practices.</li> </ul> <p>&nbsp;</p> <p><strong>What I need to know&nbsp;</strong></p> <p>&nbsp;</p> <p><strong>Essential Criteria&nbsp;</strong></p> <ul> <li>Experience with workforce planning and strategy development.</li> <li>Strong knowledge of payment processes and controls.</li> <li>Experience in managing supplier payments and purchase orders.</li> <li>Excellent problem-solving skills and attention to detail.</li> <li>Strong communication and interpersonal skills for stakeholder management.</li> <li>Strong analytical skills and experience with data analysis and reporting.</li> <li>Proficiency in Microsoft Excel and other data analysis tools.</li> <li>Ability to work independently and as part of a team.</li> </ul> <p>&nbsp;</p> <p><strong>Desirable&nbsp;</strong></p> <ul> <li>Experience in a similar role within a large organization.</li> <li>Knowledge of Sainsbury’s financial systems and processes.</li> <li>Knowledge of the Technology and Product sectors.</li> <li>Membership in professional bodies related to Human Workforces or Workforce Management.</li> </ul> <p>&nbsp;</p> <p><strong>What I need to show</strong></p> <p>Our Valued Behaviours are our common DNA that every colleague should live by and provide the benchmark for how we deliver our goals/individual contribution, and how we relate to other colleagues in the organisation.</p> <p>&nbsp;</p> <ul> <li><strong>Own it</strong> <ul> <li>Consistently deliver on outcomes and communicate clear plans and goals to others, resolving problems independently</li> <li>Clearly and respectfully speak you mind, invite others to challenge or build on ideas and actively listen&nbsp;</li> <li>Proactively seek to understand the changing business context and work with peers to solve business challenges. Regularly review your goals to ensure you are focused on the right things&nbsp;</li> </ul></li> <li><strong>Make it better&nbsp;</strong> <ul> <li>Embrace new ways of doing things without fear of failure, supporting others to do the same&nbsp;</li> <li>Open minded and proactively adapt your approach during times of change, supporting others to deal with unforeseen situations</li> <li>Show curiosity about how the wider business operates&nbsp;</li> <li>Proactively seek feedback from a broad range of colleagues to build a robust development plan. Give feedback to colleagues at all levels.</li> </ul></li> <li><strong>Be human</strong>&nbsp; <ul> <li>Appreciate others’ moods and feelings and consciously adjust your approach accordingly</li> <li>Proactively build relationships based on honesty and integrity</li> <li>Always consider the customer’s perspective, continually looking for opportunities to build a great customer experience</li> </ul></li> </ul> <p>&nbsp;</p> <p>In addition to role modelling the Valued Behaviours, all People Managers should be consistently driving all four Leadership Performance Expectations, all the time. The Leadership Performance Expectations are:</p> <p>&nbsp;</p> <p><strong>Obsessed with the customer</strong></p> <ul> <li>Use data and insight to understand customer needs and solve customer problems</li> <li>Use our Purpose to support decision making everyday</li> <li>Role model living our customer commitments and guide teams to do the same</li> <li>Obsessed with performance</li> </ul> <p>&nbsp;</p> <p><strong>Obsessed with Performance</strong></p> <ul> <li>Know and be accountable for your part to play, delivering it brilliantly</li> <li>Align team goals and ruthlessly prioritise workforces to deliver our Customer Commitments&nbsp;</li> <li>Assign clear accountabilities, hold people accountable (in your team and out) and act on performance both good and bad</li> <li>Lead beyond boundaries</li> </ul> <p>&nbsp;</p> <p><strong>Lead Beyond Boundaries&nbsp;</strong></p> <ul> <li>Actively share and seek to understand the big picture, both internal and external</li> <li>Story tell our Next Level Sainsbury’s strategy to drive end-to-end thinking&nbsp;</li> <li>Build productive partnership inside and outside our organisation</li> <li>Lead fearless teams</li> </ul> <p>&nbsp;</p> <p><strong>Lead Fearless Teams&nbsp;</strong></p> <ul> <li>Create the environment for diverse perspective and challenge, where we are always looking to raise the bar</li> <li>Grow everyone around you (up, down and across) through adult-to-adult feedback and coaching</li> <li>Know yourself (strengths, weaknesses and impact on others) and continuously develop&nbsp;</li> </ul> <p>&nbsp;</p> <p><strong>Support we will provide</strong></p> <ul> <li>Full system and process training for the role</li> <li>Wider Tech Ops and Portfolio team for direction and guidance</li> <li>Access to personal development tools e.g. Bitesize talks, online self-development tools, internal mentoring etc.</li> </ul>