Senior Manager, Data Science & AI
- Bank of England
- Leeds, West Yorkshire
- Jul 10, 2026
Job Description
Senior Manager, Data Science & AI, FSSR
Location: Leeds
Financial Stability Strategy and Risk (FSSR)
The Bank's Financial Stability Strategy and Risk (FSSR) Directorate is responsible for producing analysis to help the Financial Policy Committee (FPC) assess the resilience of the UK financial sector and develop policy solutions to ensure UK financial stability. Examples of our work are in our Financial Stability Reports. FSSR sits within the broader Deputy Governorship for Financial Stability (DGFS).
Job description
We are looking for an experienced data scientist to lead and help deliver an ambitious agenda on data science and AI across the directorate. This is a new cross-directorate role and will help delivery of data science-driven and AI-driven analytics in FSSR. This is an exciting opportunity to play a key role in modernising our use of data and analytics to support financial stability analysis, working in conjunction with the relevant analytical divisions within the directorate. You will be given a platform and a mandate to drive that agenda, not just in FSSR, but Bank-wide. It's a fast-changing space where the foundations are being laid for how the Bank operates in future. The person who takes on this role will have a real opportunity to shape how things are done, making a big difference now and in influencing the vision for the future.
The role is split across two core areas of responsibility.
First, the successful role holder will be responsible for leading analytical projects deploying the latest data science and AI tools. The role brings opportunities to bring together analysts and data scientists from across FSSR to deliver analytical solutions, share knowledge and promote best practice.
Second, the role holder will also be responsible for leading and steering FSSR's Data & AI strategy, ensuring that strategic workstreams are progressing effectively and delivering against agreed objectives. This includes developing and implementing data science and AI capabilities across the area and ensuring a smooth transition of the area's large datasets and models onto cloud.
As part of that, the role holder will be the Lead Data Scientist across FSSR and responsible for the professional development of the pool of data scientists that sit in different divisions across FSSR. In addition, they will also bring together the much larger pool of analysts interested in developing their data science and AI skills, and fostering an active network and community across FSSR.
More on specific roles and responsibilities below.
Roles and Responsibilities
1. Develop & implement cloud based analytical solutions for FSSR.
- Finalise FSSR's roadmap for cloud adoption and ensure there is a smooth transition of FSSR's large transaction-level datasets and models onto the Bank's Cloud by aligning with the Bank's broader cloud timelines.
- Oversee the design of end‑to‑end lifecycle of data pipelines supporting FSSR needs. Ensure solutions and architecture align to the Bank's Technology Target Operating Model.
- Lead the development of Cloud based analytical and AI products including dashboards. Partner with divisions across FSSR to create accessible and integrated dashboards that monitor financial stability vulnerabilities.
2. Build FSSR's AI and data science capabilities.
- Lead the design and deployment of LLM and data science tools to support the analytical work of the directorate.
- Lead the FSSR automation and innovation agenda, including the development and adoption of AI-enabled tools and agents to improve efficiency and analytical capability.
- Embed best practices in coding, modelling and documentation across divisions in the area.
- Embed AI principles to ensure responsible AI usage is embedded in the directorate (governance, explainability, auditability, safety).
3. Provide leadership of key policy projects deploying the latest data science and AI tools.
- Act as senior data scientist on key policy projects, driving delivery through others and ensuring policy-relevant analytical insights. For example, current projects in FSSR include setting up a LLM tool that extracts supervisory intelligence and setting up a dashboard of core financial stability vulnerability metrics.
- Provide senior technical leadership and advice across a range of projects in the area, including policy projects and innovation experiments.
4. As Lead Data Scientist in FSSR, support the professional development of staff.
- Provide leadership to the small but growing pool of data scientists across divisions, acting as a senior mentor and technical authority . Through a matrix management model, support practitioners' objectives and professional career development. Over time, there may also be opportunities to line manage staff including on key projects.
- Provide technical support and guidance to a broader pool of analysts, to support the development of their data science and AI skillsets. This includes coaching on applying new methodologies, tools, and delivery challenges.
- Strengthen the existing FSSR staff data science and AI networks and establish a mechanism for coordinating delivery of FSSR's strategic priorities. Embed best practices in coding, modelling and documentation across divisions in the area while fostering a supportive community.
- Drive data science and AI capability across the directorate by delivering structured training that equips both specialists and non‑specialists with the skills to use data and AI effectively in their roles.
5. Lead and deliver FSSR's Data & AI strategy as part of the broader DGFS agenda
- Lead and deliver the strategy for how data science and AI can support financial stability analysis in FSSR. For example, this year's priorities include planning cloud migration, driving automation leveraging data science/AI tools, upskilling staff, closing data gaps and streamlining data collection.
- Engage with seniors and staff to understand their needs and ensure solutions are aligned and effective.
- Act as the primary technical contact for DAT, Technology and cross‑Bank initiatives related to AI, cloud platforms, data engineering and analytical tooling. And seek to influence bank-wide strategy on these initiatives.
- Act as the senior manager representative on the DGFS Data & Analytics Group. Shape cross‑governorship and directorate alignment on cloud data tooling, model deployment and coding standards.
- Represent FSSR and DGFS in a range of cross‑Bank communities on cloud, data science tools and AI.
Role Requirements
Minimum criteria
- Advanced technical expertise in data science, machine learning or data engineering, including experience with Python and/or R.
- Strong understanding of cloud-based technologies and solutions (Azure and Databricks preferred), DevOps practices and API‑driven architectures.
- Experience of large language models (LLMs), generative AI technologies including AI agents and their practical applications.
- Proven experience leading analytical projects that leverage large and complex datasets, applying data science, machine learning and AI techniques to derive actionable insights and support policy.
Essential criteria
- Experience delivering business change and production‑ready pipelines through new data and technology systems. A strong understanding of organisational data and AI transformation.
- Ability to lead multidisciplinary technical projects and teams, with the ability to set strategy and technical direction, manage staff during a project and deliver results in ambiguous, fast‑moving environments.
- Strong communication and stakeholder engagement skills, able to translate complex technical concepts for senior non‑technical audiences, influence governance and strategic decisions, and build relationships across staff.
Desirable Criteria
- Experience of building cloud-based analytical solutions and delivering the implementation of a new data platform and analytics capabilities within a large or complex organisation.
- Experience working within central bank, financial services or complex public‑sector environments.
At the Bank of England, we want all colleagues to feel valued and respected, so we're working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that it's by drawing on different perspectives and experiences that we'll continue to make the best decisions for the public.
- Currently a non-contributory, career average pension giving you a guaranteed retirement benefit of 1/80th of your annual salary for every year worked. There is the option to increase your pension (to 1/65th) or decrease (to 1/105th) in exchange for salary through our flexible benefits programme each year. The Bank has the discretion to vary standard accrual rates and dial up and dial down rates at any time and to withdraw dial up and dial down options at any time.
- A discretionary performance award based on a current award pool.
- An 8% benefits allowance with the option to take as salary or purchase a wide range of flexible benefits.
- 26 days' annual leave with option to buy up to 12 additional days through flexible benefits.
- Private medical insurance and income protection.
The Bank of England welcomes applications from all candidates, but as a UK Visas and Immigration (UKVI) approved sponsor, we have a responsibility to comply with the Immigration Rules and guidance. As such, our ability to employ individuals who require sponsorship for immigration purposes is limited. The Bank cannot guarantee that you and / or the role you are applying for will be eligible for sponsorship and that any application made to UKVI will be successful. Eligibility will therefore be considered on a case by case basis.
The Bank of England is the central bank of the United Kingdom. Sometimes known as the “Old Lady” of Threadneedle Street, the Bank was founded in 1694 with a founding charter that stated its purpose was to “promote the public good and benefit of our people”.
The Bank of England’s purpose today reflects that vision first articulated by our founders. Our mission: to promote the good of the people of the United Kingdom by maintaining monetary and financial stability.
Workplace Initiatives
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Program for parents returning to work after Parental Leave? |
We have a returner's session they can attend and our Parent's Network also run a separate returners session. |
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Leadership development programs? |
Yes |
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Mentoring programs? |
Yes |
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Coaching programs? |
Yes |
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Employee-led diversity networks? |
Yes |
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Internal women’s networking groups? |
Yes |
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Open to discussing flexible work arrangements at interview stage? |
Yes |
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No. of weeks paid maternity leave at full salary: |
26 weeks |
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Minimum weeks tenure required to be eligible for paid maternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
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No. of weeks paid paternity leave at full salary: |
2 weeks |
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Minimum tenure required to be eligible for paid paternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
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Gender pay gap reporting information 2019 (UK): |
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Mean pay gap: |
20.20% |
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Median pay gap: |
23% |
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Mean bonus (performance award) gap: |
21% |
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Median bonus (performance award) gap: |
22% |
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Signatory of the UK Women in Finance Charter? |
Yes |
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Targets to raise the number of women in leadership? |
Yes |
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Targets to raise the number of BAME individuals in leadership? |
Yes |
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Listed in the Bloomberg Diversity & Inclusion Index? |
No |
Returner Programme
We recognise that there is a large untapped talent pool of experienced professionals on a career break, including many high-calibre women who have taken time out of their careers for a variety of different reasons. As part of our inclusion agenda, the Bank is partnering with Women Returners, a specialist return-to-work organisation, to run the Bank of England Career Returners Programme to attract and support returning professionals, with coaching and training support provided by Women Returners and the possibility of a permanent role at the end of the programme.
Applicants will have to go through a short assessment process in order to gain a role. Applicants must have had a career break of two or more years to be eligible for the programme. All returners who gain a position will receive coaching support from Women Returners to help them transition back in to the workplace. The returners will be taking on real live budgeted vacancies – they are not specifically created roles. Flexible working options will be available, though we would ask that all returners attend the full induction.
Testimonials
" I had never thought about working in the public sector. I genuinely can’t remember why I decided to go to the Career Returners launch event at the Bank but it was literally life changing. I realised there was a place where I could work in financial services and still be able to care for my children. This was hugely different from when I was in investment banking. I was also very impressed by the level and quality of people in the Bank. I doubt I wouldn’t be working today if it was not for the programme – it is as simple as that."
"I’m not sure I would have come back to work in the City if I hadn’t have found something like this. Having young children and a long commute, I knew I wouldn’t find the flexibility I needed in the investment banking industry that I used to work in. Finding this scheme gave me the prospect of working part-time and flexibly without giving up on interesting and challenging work."
Working for The Bank of England
As a place of work, the Bank feels different from other organisations. The atmosphere is relaxed but professional, research-driven and connected to real events in the economy. While organisations in the private sector are focused primarily on profits, our objectives are the quality of our thinking and analysis.
Whichever area you join, it’s likely you’ll work on high-impact projects. The issues we deal with on a daily basis are often in the news, and affect everyone in the country. For many of our people, contributing to the public good is one of the most rewarding aspects of working here.
Our historic building is located in the heart of the City and combines rich tradition with up-to-date facilities. Just as important, a strong culture of support exists in the organisation.
The Bank is a member of the Disability Confident scheme. This means that applicants who declare a disability and who meet the minimum requirements of the job description are fast-tracked to the first stage of assessment.
The Bank also encourages Diversity of Thought, which inspires colleagues in every area to share different ways of thinking, working and achieving success. The aim of this is to promote creativity and encourage diverse approaches by inviting people with different backgrounds, skills or talents to present their thoughts and ideas.
In order to promote and support diversity in all its forms, we also have a number of Employee Networks:
LGBT+ AND ALLIES NETWORK
The LGBT+ and Allies Network is fully inclusive and open to every member of staff. This includes people who may not identify as LGBT+ themselves, but who actively support their LGBT+ colleagues, and promote a working environment where everyone – regardless of sexual orientation or gender identity – feels safe and confident to be themselves.
We are a Stonewall Diversity Champion and participate in the Workplace Equality Index most years. In 2018, we moved up 101 places in the index – a huge improvement in one year. Working with Stonewall, we are committed to improving LGBT+ diversity and inclusion even further.
DISABILITY NETWORK
The key objective of the Disability Network is to identify and remove barriers so that people with disabilities can achieve their full potential at the Bank. As well as supporting individuals with specific employment issues, the network organises events for all employees to raise awareness of the full range of disabilities and the challenges facing those who live with them.
MENTAL HEALTH NETWORK
This network is focused on improving people’s understanding of mental health issues. As well as highlighting the support available to colleagues, it organises and sponsors events to combat the stigma around mental health. In doing so, it aims to ensure that anyone affected by mental health issues – either directly or indirectly – feels more inclined to open up and seek help earlier.
WOMEN IN THE BANK NETWORK
The Women in the Bank Network aims to ensure that all women can flourish in the workplace. It’s open to everyone, regardless of gender, focusing on identifying and tackling issues that can hold women back in their professional development and job satisfaction.
Although we still have a way to go, our efforts to address the imbalance between male and female employees have already achieved considerable success. Of around 1300 staff here, 43% are women with 33% at Governor level.
BEEM NETWORK
BEEM was established to inform, inspire, advocate and promote Black, Asian and Minority Ethnic (BAME) related matters in the Bank. As well as ensuring BAME staff experience the same performance reviews, rates of pay and development opportunities as non-BAME colleagues, BEEM is committed to addressing the imbalance of BAME representation at a senior management level.
MUSLIM NETWORK
The Muslim Network connects and supports Muslim colleagues throughout the Bank, ensuring no one ever has to compromise their religious obligations or spiritual needs in order to excel in their professional role. As part of this, the network also organises events and activities to mark important Islamic celebrations and bring people together throughout the year.
JEWISH NETWORK
The Jewish Network is here to support all Jewish colleagues across the Bank, and help them celebrate and raise awareness of their shared faith. The network is proud of its inclusivity and welcomes members from all denominations and beliefs, including Orthodox, Conservative, Progressive, Cultural and Atheist Jews, as well as those who are not affiliated.
CHRISTIAN UNION
The Christian Union is open to Christians of any (or no) denominational background, as well as colleagues who don’t consider themselves Christians but are interested in finding out more about the Christian faith. Its members regularly come together to study the Bible, pray, talk and socialise, with a focus on their faith and how it influences their work and everyday lives.
CARERS NETWORK
Whether it involves looking after someone with chronic illness, disability or mental health issues, an elderly relative or young children as part of a family, being a carer can be tremendously rewarding. But it’s also extremely demanding. The Carers Network provides the information, advice and support colleagues need to balance that responsibility with a successful career.