Research Assistants across Money Credit Group and Data Services Group Teams
- Bank of England
- Leeds, West Yorkshire
- Aug 17, 2026
Job Description
Department Overview
The Data and Statistics Division (DSD), part of the Data and Analytics Transformation Directorate (DAT), is the central data division. Our responsibilities range from production and management of some of the Bank's core datasets, to aspects of data management and data culture that reach into the working lives of almost all Bank staff. This is a time of significant change as the way we collect and handle data and compile statistics evolves in the light of the use of new technology, with DSD at the forefront. There are four roles available through this vacancy, three in the Money and Credit Group and one in the Data Services Group. Candidates may indicate a preference as part of the application process, although final placement will be based on business need and skills fit.
Job Description
This role will sit within one of the Bank's data-focused groups. Examples of these groups are below.
Money and Credit Group (MCG):
The research assistant role will help the MCG ensure the quality and timeliness of data. This data relates to monetary financial institutions' balance sheets and their deposits from and lending to UK businesses and households. In this role, you will manually investigate unusual data points. You will check for possible data quality issues and communicate with reporting institutions to fix them. You will act as a key point of contact. You will also ensure business processes run timely and liaise with internal support areas when issues arise. This will entail building a network of contacts within DSD and beyond, and effective collaborator management, as you will need to find solutions while keeping collaborators, including senior managers informed of progress. Additionally, you'll play a key role in implementing lessons learned across the Research Assistant team.
Alongside the core data assurance element, this role also offers the opportunity to undertake a range of projects. These include (but are not limited to): implementing process improvements - which may call on basic coding and data manipulation skills; undertaking broader analytical pieces of work to understand stories that have emerged from our data sets; and carrying out analyses into the data sets we are responsible for to help further our understanding of any potentially anomalous reporting.
Data Services Group (DSG):
The research assistant role will support DSG by ensuring timely and accurate collection of data. This includes statistical and regulatory data from reporting institutions. Reporting institutions include financial entities such as monetary financial institutions (MFIs). This is an operational role where you will help supervise data submissions, investigate collection and submission issues, and support queries from internal collaborators and external reporters. You will also support the publication of data on the Bank's website, including the flagship publication Bankstats (Monetary and Financial Statistics).
The role will provide opportunities to support operational change and continuous improvement activity, including STRATUS integrations, the replacement of BEEDS, process documentation, testing and improvements to how data collection services are delivered. BEEDS is one of the Bank's current data collection portals used by firms to submit data, MIDAS is one of the systems used to support data validation and processing, and STRATUS forms part of the Bank's future approach to modernising data collection. The role will involve working closely with colleagues across DSG, Technology and business areas, and will offer opportunities to develop skills in process improvement, automation, data analysis and digital tools. To support key operational, publication and data collection deadlines, there may occasionally be a need for an early or late start, with flexibility handled in line with business need and team arrangements.
The role also offers an excellent opportunity to participate in high profile work contributing to the calculation of the benchmark SONIA rate, published daily at 9am. This may include some early morning starts and provides exposure to collaborator management across the Bank and with external financial firms, the key task here is to plausibility check SONIA-eligible, unsecured and secured trades.
Role Requirements
Minimum Criteria
- Demonstrate strong numerical skills and an ability to investigate and draw stories from datasets.
- Demonstrate proficiency manipulating data using Excel and R or Python (or demonstrate evidence of being in the process of learning).
- Interest in understanding broader economic developments and how they translate into statistical reporting.
Essential Criteria
- Proven professional experience in a context that requires being organised and managing deadlines with competing priorities.
- Demonstrate good interpersonal skills and an ability to build networks and work as part of a team.
- Demonstrated ability to work autonomously and to self-direct learning.
- Interest in understanding broader economic developments and how they translate into statistical reporting.
Desirable Criteria
- Ability to use programming techniques using R or Python to automate and improve data workflow processes.
- A keen interest to explain developments in the data by applying macroeconomic principles.
- Familiarity with data visualisation tools (e.g. Power BI) and an interest in developing effective data storytelling skills.
Leeds - £25,760 - £29,980
London - £28,640 - £32,220
- 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.