Job title: Insight Manager

Job salary: £50,000 - £55,000 per annum

Job location: London, SE1 (hybrid working, minimum 2 days per week in the office)

Deadline: 19th April 2024

Purpose of the job

Key tasks and responsibilities

• Manage writing of research briefs and ensure that the design commissioned is appropriate to meet objectives, budgets, and timescales. These will include research activities across broad consumer groups, harder to reach audiences, and third-party data sources
• Liaise with internal and external stakeholders to deliver insight across different workstreams
• Liaise with internal teams on their plans to help ensure team planning effectively reflects wider organisational plans, and support internal teams to utilise research findings effectively and efficiently via clear communication
• Manage the designing and delivering of research projects conducted in-house with support from junior team members, and secondary analysis projects that re-utilise existing research and data to provide strategic insight
• Support internal teams in incorporating insight into their campaign briefs, design evaluation plans for activity, and support in the setting of KPIs / success criteria for activity
• Support with financial planning, scheduling, and design of selected research strands for sign-off by the Head of Insight & Analytics
• Oversee liaison with research agencies, and provide support to junior team members so that they can effectively manage primary research projects
• Perform reviews on research findings to be published externally, such as those being published to media or external stakeholders, supported by the Head of Insight & Analytics
• Provide line management to executives in the team
• Contribute to, alongside the other Insight Manager(s), team resource planning and identification of training requirements for junior team members, the latter to be signed off by the Head of Insight and Analytics
• Alongside others in the team, manage requests for research and insight from across the business to ensure the effective utility of the work of the insight team. This will include working with the HOIA to identify priorities and how work is delivered
• Support the HOIA and Senior Insight Managers in mentoring junior members and identifying efficiencies in team processes
• Oversee peer reviews of third-party research and insight and ensure that relevant
  findings are integrated into the planning

Skills, experience, and competencies

Essential

• Experience working in a relevant marketing research or insight role, with a genuine passion for working in a creative and busy marketing environment
• Experience and knowledge of a range of primary research methodologies, including end to end project management of primary research studies (both qualitative and quantitative), ensuring that project designs are appropriate for the objectives at hand
• Experience in analysing and generating insight from both qualitative and quantitative data, using a variety of primary research methods along the customer journey
• Confident in distilling and interpreting research findings from multiple sources into clear and actionable stories, with demonstrable implications for strategic priorities
• Creative and innovative in your approach to insight, able to think laterally and contribute effectively to designing compelling insight systems
• Strong organisational skills, ability to manage other team members and multiple projects concurrently in order to meet internal timelines to budget
• Confident in building and managing relationships with internal and external stakeholders, including clear communication of information and data
• Experience in line management and coaching of more junior team members
• Strong IT skills, including Microsoft Office (PowerPoint / Excel / Word)
• Excellent communication skills (verbal/writing)

Desirable

• Experience in advertising research and broad familiarity with best practices in research design for the sector, in particular around advertising testing
• Appreciation of the objectives and activities of Smart Energy GB
• Appreciate the diversity of the people and communities of Great Britain and embrace this diversity in your approach to work

Welcome to Smart Energy GB. It’s our task to engage everyone in England Scotland and Wales with the national rollout of smart meters - and we are all thrilled to have this once-in-a-career chance to communicate with the whole of our diverse nation.

Every British home and microbusiness has the opportunity to upgrade to new gas and electricity smart meters, which will utterly transform the way we all buy and use energy and pave the way to a smarter, more energy efficient future. It’s one of the biggest technological and infrastructural investments of our time, the smart meter rollout has already converted just over 50 per cent of British households. The goal for this voluntary technological upgrade is to engage every household in Great Britain, and so there is a continuing critical role for Smart Energy GB in the years ahead (government has recently indicated that Smart Energy GB’s campaign should continue until at least 2025, and potentially beyond).

Our campaign is one of the most far-reaching of any campaign in the country. We are talking to consumers from all backgrounds, across the whole of Great Britain. Our legal duties mean that we have a particular need to make sure that consumers who are harder to reach or need greater support are not left behind (already an important part of our responsibilities and likely to be an increasing focus over the period leading to 2025).

It’s an exciting time to join one of the most talented and creative teams in the country. We have an exciting mission, and we pride ourselves on having a fully inclusive working environment.

We love what we do. We are flexible, eager to learn and hugely motivated by this chance to be part of one of the biggest-ever behaviour change campaigns, which brings with it benefits for both individual households and the environment.

We’re looking forward to meeting you, and hope you’ll be as fired up about the challenge ahead as we are.

The Smart Energy GB team

Smart Energy GB is an equal opportunity employer and we value diversity. We use data to measure the effectiveness of our attraction and selection methods to ensure that they are fair and equitable and that opportunities at Smart Energy GB are accessible to people from all backgrounds.

We actively encourage applications from currently under-represented groups. We have identified ethnic minority, lower socio-economic background, disability and gender as the key areas we would like to focus our recruitment efforts in.

What do we do at Smart Energy GB to promote diversity and inclusion?

Every person who applies for a role at Smart Energy GB is asked to complete a diversity questionnaire and they are asked whether or not they consent to their diversity data being taken into consideration at the shortlisting stage.

Disability Confident Scheme

We have the Disability Confident Leader status and we are committed to making our recruitment practices as inclusive and fair as possible for all applicants. Disability Confident is a government scheme designed to help us make the most of the talents of those with disabilities and/or health conditions in the workplace.

All disabled applicants who meet the minimum requirements of the job as set out in the job description and person specification will be guaranteed an interview. If there’s anything we can do to make our interview process or working environment more inclusive and to meet your particular needs please let us know. Our offices have full wheelchair access.

We consider our commitment to the Disability Confident scheme in many aspects of our work life, including our offices. We moved to a new London office in September 2021, and having an accessible layout was a high priority in this search.

All In Champions

We’re committed to creating a workplace where everyone feels like they belong. That’s why we’re proud to be one of the first organisations awarded All In Champion status, as part of the Advertising Association, ISBA and IPA’s initiative. To achieve this, we provided evidence that we have adopted the first six actions from the All In Action Plan – improving the experience and representation of:

• Black talent
• Disabled talent
• Working-class talent
• Women
• Asian talent
• Older talent

You can read more about how to become an All In Champion and what it means here.

Rooney Rule

We are building a team that is able to understand the needs of and effectively communicate with the whole of our diverse nation. We want our team to reflect the diversity of the wider population. This includes the representation of people from ethnic minorities and lower socio-economic backgrounds. We apply the Rooney Rule to achieve this.

Subject to consent, out of the candidates who meet the essential selection criteria for the role and who are from ethnic minority or lower socio-economic backgrounds, at least one will be shortlisted for the next stage in the recruitment process, which is usually an interview.

Every member of our team goes above and beyond, helps one another out and contributes to the achievement of our ambitious goals. We think it’s only right for us to reward them accordingly:

• Competitive pension scheme
• 25 days annual leave (plus bank holidays)
• Gym memberships
• Private medical insurance
• Annual health check
• Annual eye test
• Season ticket loan
• 5 annual volunteer days
• £1,000 (net) work anniversary gift
• Local discounts with Better Bankside Buzz Offers
• Option to buy additional annual leave
• Option to take out a personal loan
• Cycle to work scheme
• Free standard breakfast and healthy snacks provided in the office
• An in-house wellbeing programme, Thrive

Thrive

We take our role as an employer seriously and work hard to create a great place for people to work. But we also have an opportunity to support our employees outside work. In order to do so, we’ve rolled out Thrive; a programme to help our people live healthier, feel better and deal with life’s curveballs.

Through our employee assistance programme we’re all able to, anonymously and confidentially, access financial, medical and mental health advice if we would ever need it. We’ve even extended this offer to our employees’ immediate families. Throughout the year we also invite various experts, such as mental health and wellbeing coaches to help us live life a little smarter.

Alongside this, we also have the ‘Thrive Room’ in our London office, which is used as a private and comfortable space. It can be used for people to take time out, meditate, pray, or for new mums returning to work who may be breastfeeding and need to express milk.