Senior Data Engineer
Hoare Lea
fabric management
ingestion pipelines
pipeline optimization
data modelling
orchestration workflows
ci/cd practices
Own and manage the Microsoft Fabric environment (OneLake, Pipelines, Dataflows, Notebooks).
Provide guidance and standards for data engineering best practice within the digital team.
Deliver high-quality datasets optimised for Power BI consumption.
We are looking for a Senior Data Engineer to take ownership of our Microsoft Fabric platform and make it a reliable foundation for analytics across the business. You will be responsible for building and maintaining data pipelines, modelling data for anaIytics, and ensuring the platform is governed and scalable.
Build automated ingestion pipelines for flat files and APIs (batch-oriented).
Monitor and optimise pipelines for performance, cost, and reliability.
Collaborate with the central DevOps and IT teams to ensure compliance with security and governance policies.
Develop and maintain data models and medallion architecture (Bronze → Silver → Gold).
Apply best practices in CI/CD, testing, and version control.
Design and manage orchestration workflows (e.g. Data Factory, Fabric Pipelines).
snowflake/databricks
microsoft fabric
sql/python
ci/cd
spark
communication
Exposure to Snowflake or Databricks.
Excellent communication skills, able to collaborate with IT stakeholders as well as data scientists, analysts and business stakeholders.
Nationwide (Bristol preferred)
Exposure to Microsoft Fabric specifically.
Familiarity with equivalent cloud platforms (AWS, GCP).
Proficiency in SQL and Python for data transformation, ETL/ELT and automation.
Experience designing and implementing layered data models.
Strong experience in data engineering with the Azure data stack (Fabric, Data Factory, Synapse).
Ability to work independently as the first data engineer and set standards from the ground up.
Solid understanding of CI/CD, Git, and DevOps practices for data workflows.
Experience with distributed data processing (e.g. Spark).
BenefitsIf there are adjustments or accommodations that we can put in place to help you participate and give your best at any stage of the recruitment process (whether relating to disability, neurodivergence or anything else) please let us know.
We are committed to providing an environment where everyone can realise their unique potential. So, in joining Hoare Lea, you will experience a business that enriches your knowledge, supports your wellbeing, and welcomes your individuality. You’ll have the opportunity to participate in our 9-day fortnight scheme, thriving community groups, varied social and networking events, and extensive professional and technical development schemes. We also offer an extensive benefits package, including private medical cover, electric vehicle salary sacrifice scheme, stock options, and up to 30 days of annual leave.
Training + Development- submit application with cv
- introductory call with recruitment team
- panel interview (microsoft teams or in person)
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Founded in 1862
Year Established
The company was established in 1862 by Henry Lea, marking the beginning of its pioneering work in mechanical and electrical engineering.
£121 million
Annual Revenues
The firm generates over £121 million annually, reflecting its strong financial performance and market presence.
2021
Joining Tetra Tech
The company became part of Tetra Tech’s High Performance Buildings Group in 2021, expanding its global reach.
Cabot Circus 2001
Iconic Project Year
The firm delivered the iconic Cabot Circus project in Bristol, marking a significant milestone in its history.
- The firm pioneered mechanical and electrical engineering and introduced one of the first electrical lighting systems in public buildings.
- In 1939, it merged with Edwin S. Hoare & Partners, becoming the modern form of the business and evolving into the UK’s largest MEP consultancy.
- Over its long history, the firm has delivered iconic projects like One New Change in London and the Royal Victoria Hospital in Belfast.
- Specialist services span acoustics, fire engineering, lighting design, public health, utilities, and sustainable building systems.
- The firm's project portfolio ranges from historic conversions and civic buildings to cutting-edge research centres and transport hubs.
- Unusually for its sector, the original founder’s vision still resonates: early adoption of air-conditioning and electrical lighting set a tone of innovation that endures today.
- Great people in engineering and specialists.
- Relaxed working environment
- Good culture and values
- The work life balance is good
- Great team and morale
- Structured career paths enabling talent growth and career progression
- Encouragement of collaboration, creativity, innovation and technical excellence
- Empowerment through autonomy, ownership and professional development support
12 offices
Office Emissions Baseline
A baseline for operational emissions was established across 12 offices during the 2021-2022 period.
147 kWh/m²/year
Energy Intensity
The average energy intensity of offices in the 2022-2023 period, measured in kilowatt-hours per square meter per year.
300 tCO₂e
Building-Related Emissions
Total building-related emissions in the 2022-2023 period, measured in metric tons of carbon dioxide equivalent.
- Signatory to the World Green Building Council’s Net Zero Buildings Commitment
- Target to achieve net zero carbon in all offices by 2030
- Remaining emissions offset via approved international carbon standard and UK community project investment
- All office energy purchased from renewable sources or offset to operate at net zero
- Offset fleet vehicle emissions beyond core requirement
- Annual third‑party verified carbon reporting with public disclosure
- Member of UN Race to Zero and committed to science‑based targets for business travel and supply chain
- Activities include reducing energy demand, decarbonising energy sources, phasing out natural gas and improving renewable supply
3.9/5 Rating
Diversity & Inclusion
Anonymous employee reviews have rated the company's diversity and inclusion efforts at 3.9 out of 5, reflecting a strong commitment to inclusion.
- Initiatives include positive action to welcome women, global ethnic majority, neurodiverse and disabled candidates.
- Employees report 'diverse projects, great people… recognition of diversity change, and proactively working to address this.'
- Equal opportunities and reasonable adjustments policies in recruitment and career development.
- Structured Career Paths framework supports progression irrespective of background.
