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People Analytics Analyst

ClearbankLondon Office - HybridPosted 3 Oct 2026

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About this role

People Analytics Analyst About Us ClearBank is a technology-enabled bank built to help transform banking and payments. We combine banking expertise and technology to provide infrastructure that enables our clients to deliver innovative financial products and services. Our culture is founded on trust, accountability, learning, collaboration and the confidence to challenge established ways of working responsibly. We built ClearBank on the belief that banking infrastructure would no longer slow down progress.

Instead, it would be a catalyst that unlocks the potential to innovate. It would adapt to different needs so a new era in financial services could begin. We’re here to challenge the status quo in banking, are you? We all know that transforming banking forever is not an easy mission, but we’re more than ready to rise to that challenge. We all do it every day; navigating new, unexpected and sometimes even daunting challenges.

But we believe in ourselves and trust we can do it. Want to innovate? Go for it. Push for a better way? You Can. If you think you have it in you, this is Where You Can. The role: Reporting to our Head of Reward, as the People Analytics Analyst you will help the People Team make informed, evidence-led decisions by turning data into clear, accurate and actionable insight. Working across the People Team you will deliver reporting and analysis that supports organisational effectiveness, particularly focusing on Reward and People Operations among the wider team.

You will strengthen data quality, reporting controls and analytical capability across the People function, making insight easier to understand and use while protecting the confidentiality of employee information. Key Responsibilities Produce regular and ad hoc people reporting that gives stakeholders a clear view of workforce trends, risks and opportunities. Analyse data across the employee lifecycle, including workforce composition, recruitment, retention, progression, performance, absence, engagement and inclusion.

Develop accessible dashboards, reports and visualisations that turn complex data into clear insights for People and business stakeholders. Partner with Reward to support pay benchmarking, reward reviews, pay-positioning analysis and other compensation-related activity through accurate data preparation and analysis. Maintain accurate and consistent people datasets, including clear data definitions, validation checks, reconciliation, documentation and version control.

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Investigate data anomalies and work with People, Finance, Payroll and other stakeholders to resolve root causes and improve source-data quality. Support workforce planning and organisational analysis by identifying patterns, modelling scenarios and presenting evidence-based observations. Provide analytical support for People projects and recurring processes, ensuring outputs are accurate, timely and appropriate for their intended audience.

Improve reporting processes through automation, standardisation and the reduction of unnecessary manual activity. Promote responsible use of people data by applying appropriate confidentiality, access, governance and quality controls. What success looks like in the role: Stakeholders receive accurate, timely and decision-ready people insights that help them understand workforce priorities and take appropriate action. Core People reporting is supported by clear definitions, effective controls and reliable data that stakeholders trust.

People analytics increasingly covers the wider employee lifecycle, while Reward receives consistent and high-quality analytical support. Recurring reports and processes become more efficient, scalable and easier to use through thoughtful automation and standardisation. Complex findings are communicated clearly, with appropriate context, enabling stakeholders to understand both the evidence and its limitations. Skills & Experience: Experience in people analytics, HR reporting, workforce analytics, business analysis or another data-focused role.

Strong analytical and numerical skills, including experience working with detailed or complex datasets. Ability to translate analysis into concise insights, clear visual outputs and practical recommendations. Strong Excel capability, including formulas, data validation, reconciliation, data manipulation and structured analysis. Use or advocacy of AI is welcome. Experience producing recurring reports, dashboards or management information for different stakeholder groups.

Strong attention to detail and a consistent approach to checking, documenting and controlling analytical outputs. Understanding of data quality, confidentiality and the responsible handling of sensitive employee information. Ability to investigate anomalies, identify root causes and work collaboratively with others to resolve data issues. Strong planning and organisational skills, with the ability to manage recurring reporting alongside ad hoc analytical requests.

Clear communication and stakeholder-management skills, including the ability to explain analytical findings to non-technical audiences. Nice-to-have Experience working within a People or HR function in a regulated organisation, financial-services business or technology company. Familiarity with HR information systems, reporting platforms or data-visualisation tools. Experience supporting workforce planning, organisational design, employee-listening or inclusion analysis.

Exposure to reward analytics, salary benchmarking, pay-review modelling or compensation data. Experience improving or automating reporting and data processes. Ways of Working & Culture Care like we mean it: Handle people data with care, respect and discretion, while producing insight that considers its impact on colleagues and the organisation. Build trust together: Take ownership of data quality and delivery, follow through on commitments, exercise sound judgement and raise risks or limitations early.

Grow with the challenge: Stay curious, seek feedback and build analytical capability while adapting to changing priorities and new questions. Succeed as one: Work collaboratively across People, Reward, Finance, Payroll and the wider business, engaging stakeholders early and focusing on shared outcomes. Clear a bold new path: Challenge inefficient reporting practices, test better approaches and build solutions that can scale as the organisation’s analytical needs evolve.

Role Level: 2 If this sounds like you then we encourage you to dust off that CV and apply! *Please note that we are not currently able to sponsor applicants for immigration purposes. A little bit more about us! ClearBank is Where You Can belong: At ClearBank we think about Diversity, Equity and Inclusion (DE&I) a lot. Not because we think we should. But because we know we should – how else can we build a happy workforce and be successful as a business.

We’re committed to making sure our teams reflect society. And we put energy and effort into making this a place where everyone feels at home, where they’re given the trust and encouragement to do their very best work. Here are some of the things we’re most proud of: 42% of our senior management roles are held by women Our enhanced family leave policies Launching our partnership with Code First Girls Increasing awareness of neurodiversity in the workplace through our partnership with the Inclusive Group Our hiring process and what you can expect: Application: a member of our talent acquisition team will review your application against the key requirements for the role and let you know within two weeks whether you’re moving forward to the next stage; Screening: You’ll spend 30-45 minutes speaking to one of our recruiters learning more about the role and ClearBank, and we’ll get it know more about you, your experience and how your skills align with the role (this will be via phone or Teams video call).

You can expect to hear back from us within seven days following this meeting (if things are taking longer than expected, we’ll let you know that too); First Interview: You’ll spend one hour with a member of our hiring team focusing on your skills, competencies and your ways of working at the same time we’ll give you time to ask more questions about the role, the team and learn more about the ClearBank culture. This will be via Teams.

Second Interview: This will be a competency-based interview with one or more members of our team. Final Stage: You will have a final meeting with the Head of Department. This will be around 45-60 minutes. Offer: Congratulations! Get ready to transform banking forever! Our commitment to you as a candidate: We will always try our best to get back to you within seven days of your interview whether you’ve been successful or not and provide you with feedback.

Sometimes things take a little longer, so we may not have a decision to share but we will get it touch to let you know we need a little more time. We’re unable to provide specific individual feedback at the application or screening stage but know that your application was reviewed and considered carefully. We wish you the best of luck with your application and maybe we’ll be celebrating your new role at ClearBank soon! Equal Opportunities ClearBank is committed to ensuring equal opportunities throughout every stage of the recruitment process.

ClearBank recognises that diversity is vital to the long-term success of the business in the communities and markets in which it operates. ClearBank is also a firm believer that an inclusive culture fosters greater employee engagement and collaboration. ClearBank strives for diversity and inclusion of all forms, including (but not limited to): gender, age, educational and professional background, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief and sexual orientation.

As part of the Company’s commitment to equal employment oppo

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