HR Analytics Lead

<p><strong>JOB PURPOSE</strong></p><p>To lead the HR Analytics team and ensure that HR transactional data are interpreted, consolidated and used to create powerful data-driven insights. These insights are to be analysed for business use and decision-making processes, across all Operating Units (OUs) and management serviced by the Global Business Services (GBS), thereby providing support to the overall the HR strategy.</p><p> </p><p><u><strong>PRINCIPAL ACCOUNTABILITIES:</strong></u></p><p><strong>Team Leadership</strong></p><ul><li>Lead and mentor the team of HR analysts, providing guidance and support. </li><li>Ensure capability development through inspiring, motivating, upskilling, and providing training for the team on both functional and behavioural competencies.</li><li>Recruit, train, and retain a high-performance workforce, ensuring continuous professional development.</li><li>Driving engagement, collaboration, accountability and service excellence resulting in a high-performing workforce.</li></ul><p> </p><p><strong>HR Metrics Reporting &amp; Analytics</strong></p><ul><li>Collect, analyse data and apply measurements to determine the value and effectiveness of HR initiatives and provide insights on areas as turnoverand costs expenses per employee.</li><li>Develop actionable, proactive metrics that drive forecasting capabilities and HR strategic insights.</li><li>Generic reports based on selected HR metrics and perform analysis of relevant HR metrics and uncover trends in the data.</li><li>Proactively identify HR trends through analytics support by providing people metrics, predictive indices, reporting trends, forecasts and studying information to enable strategic HR business partnering to achieve organizational goals.</li><li>Track and report metrics in order to provide visibility to the team and stakeholders and to ensure data-driven approach to decision-making.</li><li>Manages workforce analytics to ensure that relevant metrics and trends are identified and reported to key stakeholders, HR and to continuously improve metrics reporting processes and standards and cost optimization. </li><li>Collaborate with OU &amp; Central HR teams in provision of analytics and in support of HR initiatives across the business, by consolidating data and preparing relevant reports where required.</li><li>Utilize statistical and predictive modelling techniques including benchmarking to forecast HR-related outcomes, such as turnover, performance, and workforce planning.</li><li>Create compelling data visualizations to communicate HR data insights in a clear and effective manner to senior management.</li><li>Support manpower planning and budgets for accurate &amp; optimum reporting for cost control with planners and alignment with shareholders.</li><li>Maintain and manage a model for manpower planning &amp; budgeting with planners. </li></ul><p></p><p><strong>Research &amp; Benchmarking</strong></p><ul><li>Conduct research and industry benchmarking on HR analytics to investigate new trends, risks and opportunities in the HR Analytics space and provide a report that clearly demonstrate the implications of these trends with recommendations so as to ensure HR effectiveness.</li><li>Stay current with the latest trends and technologies in HR analytics and data science.</li><li>Identify opportunities for process improvement and the adoption of new tools and methodologies.</li></ul><p> </p><p><strong>Stakeholder Management</strong></p><ul><li>Collaborate with the Central HR and OU HR teams to support the HR Analytics required within HR and for the business.</li><li>Develop and drive the relationships to effectively manage key stakeholders.</li><li>Lead and prepare the HR analytics for engagement at senior levels across the organisation. </li><li>Confidently present HR analytics to senior and executive management within the organisation, interpreting data effectively and highlighting trends. </li></ul><p> </p><p><u><strong>GENERIC ACCOUNTABILITIES:</strong></u></p><p><strong>Networking And Relationship Building</strong></p><ul><li>Foster and sustain effective working relationships and rapport with OU personnel and management, GBS personnel and Central team.</li><li>Foster and sustain effective working relationships and rapport with the external stakeholders and service providers to keep abreast with latest development to capture new business opportunities.</li></ul><p> </p><p><strong>Leadership And Capability Development</strong></p><ul><li>Drive the development of competent working team that will enhance and sustain staff capabilities in achieving high performance delivery to ensure internalisation of the right leadership and capabilities in executing their jobs.</li></ul><p> </p><p><strong>COBE, POPI and ABC Policies</strong></p><ul><li>Communicate, interpret and champion the execution of the company’s policies and provisions of the Codes of Conduct &amp; Business Ethics (COBE), Protection of Personal Information (POPI) and Anti-Bribery &amp; Corruption (ABC), and undertake appropriate mitigation and/or intervention programmes to safeguard business operations, high staff discipline and industrial harmony.</li></ul><p> </p><p><strong>Good Governance:</strong></p><ul><li>Enforce the implementation of applicable company procedures and guidelines and affect the compliance to statutory and legislative requirements to ensure conformance to the established Manual of Authorities (MoAs) to safeguard the company’s interest, image and reputation.</li><li>Enforcement of the Treasury policy.</li></ul><p> </p><p><strong>&nbsp;Mindset, Behaviour and Culture:</strong></p><ul><li>Develop and implement distinctive mindset, behavior and culture to achieve high work performance by adoption and implementing value interventions, tools and methodologies to promote and instill a high sense of commitment, ownership, integrity and loyalty that will contribute to operational excellence.</li></ul><p> </p><p></p><p> </p><p> </p>