Chief Data Officer

This is a pivotal opportunity to lead the transformation of HSE's data landscape. Following the launch of HSE's Strategy in 2022, which laid the groundwork for our data journey, further development in 2024/25 has refined our approach-combining short-term wins with long-term foundational initiatives. The Chief Data Officer (CDO) will play a central role in delivering the Data Strategy, driving innovation, and embedding a data-driven culture across the organisation. As a regulator under increasing scrutiny from environmental and customer perspectives, HSE is committed to harnessing the power of data to better serve duty holders, regulated organisations, and the communities we protect. This transformation will reshape how we operate, enabling us to:

• Recognise and unlock the strategic value of data.

• Enhance collaboration across HSE through targeted data initiatives.

• Manage risks associated with complex and evolving data structures.

• Support evidence-based decision-making and robust outcome assessments. The CDO will lead the implementation of HSE's data strategy, embedding the principles that data is a shared asset, and ensuring existing capabilities are leveraged before new solutions are introduced. This role will champion a hub-and-spoke model-balancing centralised data governance with divisional empowerment-aligned with HSE's broader strategic, digital, and transformation programmes. This newly established role will consolidate existing data activities to form the foundation of a central Data Hub. The CDO will deliver high-impact use cases while simultaneously building organisational data capability, driving momentum, and meeting stakeholder expectations. The post holder will manage teams of technical specialist and data professionals, it is probable that the Data Hub will increase in size relatively rapidly as the segmentation of central control and the empowerment of local teams is further developed. It is expected that some technical roles and functions will sit in the central team, under the CDO, with spoke teams managing local requirements, but using the data sets developed by the Data Hub, and under the guidance and frameworks put in place by the CDO. The nature of the role will also mean that matrix management will be in place, with the post holder tasking individuals and teams, who will not be in the CDO line management chain, and will be responsible for their output quality and deliverables., This is a senior role, reporting directly to HSE's Director of Transformation and Operational Services. The Chief Data Officer will be responsible for:

• Leading the delivery of HSE's Data Strategy and implementation plan by building and establishing organisation wide data transformation.

• Working with the Executive Committee to develop and implement the hub-and-spoke Target Operating Model (TOM).

• Establishing and overseeing the Data Hub and specialist groups, ensuring high standards and measurable impact.

• Acting as the Senior Responsible Owner (SRO) for data use across HSE, setting robust standards for responsible data management.

• Ensuring data governance and quality across the whole organisation, enabling and delivering the extraction of actionable insights through analytics.

• Driving forward a culture focussed on the use of data and intelligence to drive business value and strategic goals.

• Driving, where appropriate, the adoption of advanced analytics, such as AI and machine learning, to identify opportunities whilst managing risk.

• Accountable for the oversight of HSE's data activities, many of which will be outside the postholders direct line management responsibility, guiding and advising where necessary and staging effective interventions if required.

• Empowering and leading Data Hub teams, driving efficiency and value through improved data utilisation., 1.A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years. 2.A Statement of Suitability (max 1250 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification. Failure to complete both sections of the online application form (CV and Statement of Suitability) will mean the panel only have limited information on which to assess your application against the criteria in the person specification. Should you encounter any issues with your online application please get in touch with us via: scscandidate.grs@cabinetoffice.gov.uk Selection Process: If you are shortlisted, you may be asked to take part in Individual Leadership Assessments. These assessments will not result in a pass or fail decision. Rather, they are designed to support the panel's decision making and highlight areas for the panel to explore further at interview. For more information about the assessment process, please follow this link: https://scs-assessments.co.uk/ You may also have the opportunity to speak with Angela Storey prior to the final interview to learn more about the role and organisation. Please note this is not part of the formal assessment process. Candidates will be asked to complete a presentation as part of the interview process, you will be given the subject in advance. Full details of the assessment process will be made available to shortlisted candidates. Offer and feedback Regardless of the outcome, we will notify all candidates as soon as possible. We will send you a copy of any report for any assessment that you may have undergone as part of the recruitment process (if requested). Unfortunately, due to the anticipated number of applicants for this role, we are unable to provide feedback to those not successful at shortlist stage. Candidates who are shortlisted and attend an interview will be offered verbal feedback from a member of the interview panel. Reserve Lists: If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without the need for a new competition. Indicative Timeline: We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change. Please note Interviews for this role will be held face to face at HSE, Redgrave Court, Bootle, Liverpool. Advert Close: 23:55 pm, Sunday 7th December 2025 Shortlist: Week commencing 5th January 2026 Assessments (ILA & SEE): Week commencing 12th and 19th January 2026 Interview: Thursday 5th February 2026 in Bootle Merseyside Reasonable Adjustment If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service at: scscandidate.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the 'assistance required' section in the 'personal information' page of your application form to provide information we should be aware of that will enable us to support you further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a Language Service Professional. Further Information If you are experiencing accessibility problems with any attachments on this advert, please contact: scscandidate.grs@cabinetoffice.gov.uk Feedback will only be provided if you attend an interview or assessment. This role has a minimum assignment duration of 3 years. An assignment duration is the period of time a Senior Civil Servant is expected to remain in the same post to enable them to deliver on the agreed key business outcomes. The assignment duration also supports your career through building your depth of expertise. As part of accepting this role you will be agreeing to the expected assignment duration set out above. This will not result in a contractual change to your terms and conditions. Please note this is an expectation only, it is not something which is written into your terms and conditions or indeed which the employing organisation or you are bound by. It will depend on your personal circumstances at a particular time and business needs, for example, would not preclude any absence like family friendly leave. It is nonetheless an important expectation, which is why we ask you to confirm you agree to the assignment duration set out above.

Security 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 (opens in a new window). See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service Further information on nationality requirements (opens in a new window)

Working for the Civil Service The Civil Service Code (opens in a new window) 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 (opens in a new window). 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.

Diversity and Inclusion 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 (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

• Experienced in leading the development and implementation of successful data strategies that enhance organisational performance, effectiveness, and efficiency. Skilled in analysing complex problems, organising information, and identifying key factors and underlying causes. Capable of generating evidence-based, objective insights and making effective decisions in critical situations and dilemmas.
• Experience in data risk management including getting owners of data assets to take responsibility for risks, and helping people use risk assessment results to make decisions instead of relying on opinion.
• Success in senior-level data leadership, fostering cultural change and advancing data maturity with the ability to build cross-organisational relationships and deliver tangible outcomes.
• Excellent communication skills with a proven ability to influence stakeholders and communicate effectively across complex organisational structures. Is able to demonstrate sound judgement and credibility at all levels with experience in understanding what matters to senior/executive level leaders, and communicating matters and value, in ways that resonate at their level.
• Outstanding problem-solving skills, the ability to work with focus and pace, adapt to ever-changing environments and react quickly to emerging challenges.
• Extensive experience leading large-scale strategy and data transformation initiatives, Adept at evaluating existing data systems and technologies to define and implement the data architecture and strategic direction required to achieve organisational objectives and drive long-term success.
• Build and lead inclusive high performing teams that demonstrate accountability and innovation by acting as a visible and authentic role model. Champion a culture of trust, empowerment, and continuous improvement., + Leadership
• Communicating and Influencing
• Delivering at Pace
• Changing and Improving
• Making Effective Decisions

Alongside your salary of £81,000, Health and Safety Executive contributes £23,465 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides. Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career within the Civil Service. It is crucial that our employees have the right skills to develop their careers and meet the challenges ahead, and you'll benefit from regular performance and development reviews to ensure this development is ongoing. As a Civil Servant, you'll be entitled to a large range of benefits. Pensions Your pension is a valuable part of your total reward package. A competitive contributory pension scheme that you can enter as soon as you join where we will make a significant contribution to the cost of your pension; where your contributions come out of your salary before any tax is taken; and where your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire. Visit www.civilservicepensions.org.uk for more details. Generous parental leave Generous paid maternity and paternity leave which is notably more then the statutory minimum offered by many other employers. Childcare benefits The Government has introduced the Tax-Free Childcare (TFC) scheme. Working parents can open an online childcare account and for every £8 they pay in, the government adds £2, up to a maximum of £2000 a year for each child or £4000 for a disabled child. Parents then use the funds to pay a registered childcare. Existing employees may be able to continue to claim childcare vouchers, so please check how the policy would work for you here. Onsite facilities Opportunity to use onsite facilities including fitness centres and staff canteen (where applicable) Sick Pay Occupational Sick pay.