Job Description

Position Details

School of Social Policy

Location: University of Birmingham, Edgbaston, Birmingham UK

Full time starting salary is normally in the range £36,636 to £46,049 with potential progression once in post to £48,822

Grade: 7

Full Time, Fixed Term contract up to April 2028

Closing date: 30th August 2026

Background

To create and contribute to the creation of knowledge by undertaking a specified range of activities within an established research programme and/or specific research project.

This post contributes to the creation and dissemination of knowledge through participation in the Nuffield Foundation-funded project, “Examining Gender Pension Gaps: Trajectories over Time in the UK” Led by Principal Investigator Dr Ellie Suh (University of Birmingham) and Co-Investigator Professor Debora Price (University of Manchester), the project examines how the gender pension gap (GPeG) in pension savings accumulates during individuals' working lives using large-scale longitudinal UK datasets. The aim is to generate evidence that informs fairer pension policy and practice. The Research Fellow will play a central role in delivering the quantitative research strand of the project, working closely with the Principal Investigator and Co-Investigator to undertake research activities, analyse data, and contribute to project outputs and knowledge creation.

For more information on the role please click here

The Research Fellow will contribute to the empirical (quantitative) strand of the project, examining how the gender pension gap accumulates over working life in the UK using longitudinal datasets. The post-holder will:

• Work within specified research grants and projects and contribute to writing publications
• Operate within area of specialism
• Design analytical strategies and interpret research findings and results

Main Duties

The responsibilities may include some but not all of the responsibilities outlined below.

• Develop analytical strategies and proposals for own or joint research, with assistance of a mentor if required
• Contribute to developing new data management and analytical models, techniques and methods
• Analyse and interpret findings
• Apply quantitative methodological knowledge in a way which develops new intellectual understanding
• Disseminate research findings for publication (academic and wider audience)
• Undertake management/administration arising from research
• Present research outputs, including drafting academic publications or parts thereof, for example at seminars and as posters
• Provide guidance, as required, to support staff and any students who may be assisting with the research
• Work flexibly to resolve problems that may affect the achievement of research objectives and deadlines
• Fosters a fair and equitable workplace for all staff
• Identify and respond to equality and diversity issues in line with relevant university policies and procedures
• Other relevant criteria from our equality and diversity duties document.

Person Specification

• A PhD relevant to the research area (or submitting before October 2026)
• High level analytical capability and ability to manage analytical workflows using appropriate statistical software (preferably R/Stata), documenting code and ensuring reproducibility through version control and open science practices
• Fluency in relevant analytical models, techniques or methods and ability to contribute to developing new ones
• Ability to assess resource requirements and use resources effectively
• Understanding of and ability to contribute to broader management/administration processes
• Contribute to the planning and organising of the research finding dissemination activities
• Ability to communicate complex information clearly
• Co-ordinate own work with others and work effectively in a team Ensure compliance with data management, ethics, and research governance requirements
• Knowledge of the protected characteristics and duties under the Equality Act 2010. Including fostering good relations and advancing the universities Public Sector Equality Duty (PSED)
• Other relevant criteria from our equality and diversity knowledge, skills and experience document

Informal enquiries to Ellie Suh, email: e.suh@bham.ac.uk

Use of AI in applications: We want to understand your genuine interest in the role and for the written elements of your application to accurately reflect your own communication style. Applications that rely too heavily on AI tools can appear generic and lack the detail we need to assess your skills and experience. Such applications will unlikely be progressed to interview.

We believe there is no such thing as a 'typical' member of University of Birmingham staff and that diversity in its many forms is a strength that underpins the exchange of ideas, innovation and debate at the heart of University life. We are committed to proactively addressing the barriers experienced by some groups in our community and are proud to hold Athena SWAN, Race Equality Charter and Disability Confident accreditations. We have an Equality Diversity and Inclusion Centre that focuses on continuously improving the University as a fair and inclusive place to work where everyone has the opportunity to succeed. We are also committed to sustainability, which is a key part of our strategy. You can find out more about our work to create a fairer university for everyone on our website