As the Principal or Senior Analyst for People, Performance Analytics, Reporting & Governance, you will play a pivotal role in driving data-informed decisions across the People function, ensuring compliance, and enhancing workforce planning across the organization. Reporting to the Chief People Officer, the primary focus of this role is HR analytics and reporting, with additional responsibilities spanning governance, compliance, and HR audits.

CORE RESPONSIBILITIES:

People Analytics:

• Design and maintain People dashboards that track key workforce trends.
• Utilise advanced data analytics tools to analyse reports from our primary HRIS, payroll system, and performance management systems and extract meaningful insights related to workforce trends, performance, compensation, and efficiency.
• Provide data-driven insights to support talent acquisition, retention, performance management, and workforce planning.
• Regularly analyse workforce data to identify patterns and areas for improvement.
• Evaluate the impact and effectiveness of learning programs, recommending improvements based on analytics.
• Work closely with the Senior Principal Business Partner for Performance to track and interpret performance management analytics, ensuring data-driven insights inform talent development.
• Evaluate the impact of learning programs using analytics and recommend improvements to enhance effectiveness.
• Partner with the Rewards team to support the design and implementation of sustainable and competitive benefits.

Reporting and Compliance:

• Provide expertise in the interpretation and analysis of People data.
• Generate regular and ad-hoc reports for stakeholders ensuring data accuracy and actionable insights.
• Ensure compliance with data protection regulations and ethical standards.
• Conduct periodic audits to verify data accuracy and compliance.

HR Governance & Compliance

• Lead HR audits and compliance reviews, ensuring adherence to policies, regulatory requirements, and ethical HR practices.
• Own the risk control register by identifying, assessing, and mitigating HR-related risks, ensuring compliance with labor laws and company policies, and regularly updating leadership on potential vulnerabilities and corrective actions.
• Develop and refine governance frameworks for rewards, talent management, and workforce policies.
• Act as a subject matter expert on HR risk management, advising leadership on compliance and regulatory best practices.
• Support HR policy development by providing insights from audits, compliance findings, and regulatory trends.

Continuous Improvement:

• Identify opportunities for process improvement in the analytics functions, leveraging new technologies and automation.
• Stay informed on best practices in HR governance, compliance, and analytics, and actively participate in ongoing training and development to keep up with emerging trends.
• Collaborate with IT teams to implement and optimise HR technology solutions.
• Implement process improvements that enhance HR data accuracy, reporting efficiency, and overall compliance effectiveness.

Job Enrichment and Continuous Development:

• All members of the HR team are expected to perform multiple roles, functioning as both generalists and specialists. For this specific position, candidates who possess prior knowledge and experience in payroll, compensation, and benefits management will be expected to shadow the payroll benefits and rewards team. There is also the potential for these individuals to serve as long-term understudies for business continuity management in this area.

QUALIFICATIONS & EXPERIENCE:

• Bachelor's degree in Finance, HR, or a related field.
• 5+ years of experience in people analytics.
• Strong analytical skills and proficiency in data visualisation tools.
• Effective communication and collaboration skills.

SKILLS & KEY COMPETENCIES:

• People Analytics: Strong analytical skills and proficiency in data visualisation tools. Ability to extract meaningful insights from workforce data.
• Reporting and Communication: Proven ability to generate and deliver regular and ad-hoc reports on people analytics. Effective communication and collaboration skills.
• Continuous Improvement: Identify opportunities for process improvement in the analytics and governance functions. Contribute to the enhancement analytics capabilities.
• Regulatory Compliance: Deep knowledge of HR governance, labor laws, and risk mitigation.