Alternatively, Grant Thornton

At Grant Thornton we do things differently - looking to the future, driving ambitious growth and pioneering positive change in our industry. Providing audit, tax and advisory services, we empower clients through strategic insight, curiosity, and genuine partnership. And we empower our people with real opportunity, an inclusive culture and work life balance. A true alternative.

With over 5,000 people in the UK, and a presence in 150 global markets, we're on an ambitious journey, from great to exceptional, and we need the best people to help us achieve our potential. And with that comes the opportunity to help redefine what our industry looks like, and what you want from your career.

Job Description:

MORE THAN YOU EXPECTED

Grant Thornton UK LLP is part of a global network of independent audit, tax and advisory firms, made up of some 58,000 people in over 135 countries. We're a team of independent thinkers who put quality, inclusion and integrity first. All around the world we bring a different experience to our clients. A better experience. One that delivers the expertise they need in a way that goes beyond. Personal, proactive, and agile. That's Grant Thornton.

NEW GROUND WON’T BREAK ITSELF.

Every day our teams help people in businesses and communities to do what is right and achieve their goals.

People & Culture sits at the heart of Grant Thornton UK, supporting a firm of around 5,500 people. We are looking for an experienced HR Reporting Manager to join us, enabling us to translate our people data into actionable insights that drive the decisions that impact our people.  

As well as working closely with our People & Culture leadership team, the HR Reporting Manager will build strong relationships with our Data Office. Working closely with both teams, this role will produce insight and narrative tailored to P&C's priorities, complementing the Data Office's ownership of data models, pipelines and the firm's wider people analytics strategy. This partnership means most day-to-day requests can be handled locally and at pace, with the Data Office on hand for anything that needs a deeper look. 

Success in this role will mean that the P&C leadership will be able to get fast, reliable answers to ad-hoc reporting and data questions, with narrative to the inform decisions made. Certified datasets and dashboards will be used consistently and interpreted correctly, rather than replicated through local workarounds and data quality issues, definition gaps and new data requirements will be escalated to the Data Office clearly and in good time.  

This is a role for someone who can inform the strategy as well as own the detail: shaping what good people reporting looks like for the firm and making sure the story we tell at board level is clear, credible and acted on.

We’re happy to talk flexible working and consider reduced hours and job shares, we’ll support you to balance your work and life.

A look into the role

As the People Data Reporting Manager within our team, your responsibilities include:

• Ad-hoc reporting and analysis: Act as People & Culture's first point of contact for day-to-day reporting and data queries, responding to varied, ad-hoc requests from P&C leadership and teams. 

• Dashboard consumption and interpretation: Use, adapt and interpret existing Power BI reports and dashboards to answer specific P&C questions, rather than building new semantic models or pipelines. 

• Narrative and storytelling: Translate people data into clear, decision-ready narrative for P&C leadership, tailored to the audience and the question being asked. 

• Stakeholder liaison: Act as P&C's day-to-day point of contact for reporting and data queries, working closely with the People Data Analyst and the wider Data Office on anything that needs a change to the underlying data or model. 

• Escalation and feedback: Flag new data requirements, quality issues or definition gaps to the People Data Analyst and Data Office, rather than creating parallel definitions or local fixes. 

• Governance alignment: Apply the Data Office's data classification and access control standards when handling sensitive P&C data, in line with access scopes agreed with the Data Protection Officer. 

• Building confidence: Build stakeholder confidence in P&C reporting through clear, consistent narrative and close alignment with the Data Office's governed data. 

Knowing you’re right for us

Joining us as the People Data Reporting Manager, the minimum criteria you’ll need is following.

• Strong working knowledge of HR data and metrics (e.g. workforce, talent, reward, engagement, DE&I), and a clear sense of what P&C leadership needs. 

• Confident user of Power BI reports and dashboards, comfortable navigating, adapting and presenting from existing reports rather than building semantic models or pipelines from scratch. 

• Strong stakeholder management and communication skills, with the ability to translate data into a clear, decision-ready recommendation for a non-technical audience. 

• Ability to work at pace across a variety of concurrent, ad-hoc requests, prioritising effectively within a business-as-usual reporting cycle. 

• A strong understanding of data protection and governance in an HR context.

It would be great if you had some of the following skills, but don’t worry if you don’t tick every box, we’ll help you develop along the way.

• Experience in an HR, People Analytics or Reporting Analyst role, ideally within professional services or a similarly matrixed organisation. 

• Hands-on experience with core HR systems, particularly Workday. 

• A relevant professional qualification, such as CIPD, or a professional qualification in data or analytics. 

Knowing we’re right for you

Embracing uniqueness, the culture at Grant Thornton thrives on the contributions of all our people, we never settle for what is easy, we look beyond to deliver the right thing, for everyone.  Building an inclusive culture, where we value difference and respect our colleagues helps our people to perform at the best of their ability and realise their potential.

Our open and accessible culture means you’ll interact with leaders who are interested in you and everything you bring to our firm. The things that set you apart, we value them. That’s why we give you the freedom to bring your whole self to work and pursue your passions inside and outside of work.

We’re also committed to supporting you through different life stages, with a range of family friendly and wider leave policies. You can find full details of our reward, benefits and leave policies on our website: Reward and benefits.

Beyond the job 

Life is more than work. The things you do, and the people you’re with outside of work matter, that’s why we’re happy to look at flexible working options for all our roles, and we’ll always do our best to keep your work and life in balance.

The impact you can make here will go far beyond your day job. From secondments, to fundraising for local charities, or investing in entrepreneurs in the developing world, you’ll be giving back to society. It’s that drive to do the right thing that runs through our every move, grounded in our firm’s values – purposefully driven, actively curious and candid but kind.

We’re looking for people who want to contribute, spark fresh ideas and go beyond expectations. People who want to be able to proudly do what’s right, for the firm, our clients, our people and themselves. It’s how it should be.

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