Job Title: People Performance Insights Co-ordinator
Salary: The starting salary is £40,519, which includes allowances totalling £3,009 allowance.
The salary is broken down as £37,510 basic salary, which will increase annually until you reach the top of the scale £40,141 Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.
Location: Hendon, Westminster
Are you motivated by turning evidence into meaningful action and supporting leaders to deliver high‑quality people‑performance outcomes? We are looking for a proactive and insight‑driven People Performance Insights Coordinator who can combine analytical thinking with strong coordination skills to support the design, interpretation and delivery of activities that strengthen leadership capability, engagement, learning impact and overall people performance across the Learning & Development (L&D) directorate.
About the role
This is a key insight, coordination and performance‑support role within the Strategy & Performance team. Reporting to the People Performance Manager, you will not only bring together data and evidence - you will help shape understanding, support interventions, and coordinate delivery of key activities that improve performance culture across L&D.
You will produce high‑quality written reporting for senior audiences, integrate multiple sources of insight, and directly support the planning and delivery of initiatives aligned to the L&D People Plan and People Performance Framework.
Your work will help leaders take informed action, track progress, manage risks, and embed continuous improvement practices across the directorate.
This role is ideal for someone who enjoys interpreting information, supporting implementation, coordinating activity, and ensuring senior leaders have credible insight and organised delivery mechanisms that drive positive change.
Key responsibilities
- Produce integrated people‑performance insight, bringing together quantitative data, survey findings and qualitative evidence into clear written reports and meaningful performance commentary that support informed action.
- Explain trends, progress and emerging issues, highlighting what they mean for capability, engagement, inclusion and learning impact, and advising on implications for next steps.
- Prepare, maintain and quality‑assure people‑performance reporting products — including reports, dashboards and templates — ensuring they align with the L&D People Plan and support effective decision‑making.
- Coordinate people‑performance activities and delivery, ensuring actions, milestones, dependencies and risks are tracked, monitored, well‑communicated and escalated where required.
- Plan, review and report on staff and pulse survey results, translating findings into accessible insight that supports action planning, learning and continuous improvement across L&D.
- Maintain and improve reporting standards, guidance and templates to ensure consistent, accurate and credible people‑performance insight and reporting.
- Support the implementation of agreed improvement actions, coordinating tasks, preparing materials and enabling changes to practice to be embedded effectively.
- Monitor benefits and review outcomes against agreed objectives, using before‑and‑after measures to understand impact, identify learning, and support ongoing improvement.
- Manage action logs, reporting cycles and governance requirements, ensuring ownership is clear, progress is evidenced, and risks, dependencies and mitigations are documented.
About you
You will have strong analytical judgement, excellent written communication skills, and the confidence to translate evidence into clear meaning and practical next steps. You will be comfortable engaging with multiple stakeholders, coordinating delivery, and producing reporting that is credible, reliable and aligned to organisational standards.
Skills:
- Insight and Evaluation Writing – Able to produce clear written commentary that explains performance, highlights implications and supports senior decision‑making.
- Interpretation and Judgement – Able to weigh multiple sources of evidence, identify themes and assess relevance, significance and potential risk within established frameworks.
- Information Synthesis – Able to integrate qualitative and quantitative information into coherent performance narratives without unnecessary technical detail.
- Planning and Coordination – Able to coordinate reporting cycles, manage dependencies and track actions across multiple stakeholders.
- Stakeholder Engagement – Able to communicate confidently with managers and senior colleagues to gather information, clarify expectations and progress actions
- Quality and Assurance – Able to apply consistent definitions, ensure accuracy and maintain confidentiality and governance standards in reporting.
Knowledge:
- People Performance Drivers – Knowledge of leadership capability, engagement, inclusion, learning transfer, recognition and other factors that influence people performance and organisational behaviour.
- Performance Measurement and Evaluation – Knowledge of approaches for assessing progress and impact, including understanding how evidence demonstrates outcomes rather than activity.
- Survey and Workforce Insight – Understanding of survey methodologies, workforce measures and qualitative feedback as tools for organisational insight rather than technical reporting.
- People Performance Drivers – Knowledge of factors that influence people performance and organisational behaviour.
Experience:
- Experience producing people performance, workforce or organisational insight for senior or governance audiences.
- Experience writing evaluative commentary or reports that inform decisions.
- Experience coordinating reporting cycles, action tracking or business planning activities
- Experience working within HR, L&D or people‑related functions in a complex organisational environment.
Application Process
The application will also be based on the CVF question below (max 500 words)
CVF Competency: We Analyse Critically (Level 2)
Please describe a time when you analysed people, workforce or organisational information and produced insight or written commentary that informed a decision, action or recommendation.
In your response, please explain the context, how you interpreted the evidence, the steps you took to ensure your insight was clear and accessible, and the impact your analysis had on the next steps and outcome.
How to apply
To begin your career at the Met, please click the "apply button “. The application process requires a comprehensive CV, a Personal Statement, and an online application form. In your Personal Statement, you should explain your interest in the position and illustrate how your skills and experiences make you a suitable candidate. Please note that you should not submit two copies of your CV, and ensure that your documents are saved in either PDF or Word format, clearly labelled as CV and Personal Statement.
Completed applications must be submitted by 23:55 on 31st March 2026.
Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence 1-2 weeks after the vacancy has closed.
Following application review, successful candidates will be invited to interview. Interview dates will commence 1-2 weeks after the hiring managers review.
