HR Analyst

SUMMARY:
Our client, a Global FMCG company, seeks your Organisational Effectiveness Analytics & Governance skills, to provide data analytics, trends, and insights to inform OE decision-making for the Division.

POSITION INFO:
Minimum Job Requirements:

• Bachelor's Degree in Organisational Psychology / Business/Finance).
• Min. 5 years’ experience in OE / Performance Management / L&D and Workforce Planning.
• Minimum 3 years’ experience in Business Analytics.
• Strong analytical capabilities, with a flair for working with numbers, identifying patterns and trends, and possessing the ability to transform data into meaningful insights.

• Strong database skills - Excel, Project Management Tools; some knowledge of Advanced Analytical Tools and Continuous Improvement process.
• Proven track record and skills/experience gained within a similar position(s), at a similar level.
• Sound business acumen.
• Excellent attention to detail.
• Ability to provide quality assurance of data.
• Excellent planning, organising and project management skills.
• Self-starter & finisher; ability to take initiative and drive change.
• Self-driven, with the ability to work independently, as well as be a strong team player.
• Excellent communication, interpersonal and facilitation skills.
• Willingness to travel to all operations in Africa and Europe.

• Provide diagnostic and analytic support for the development of business cases for complex organisational redesigns, division-wide L&D programs and large-scale OE or culture shift interventions.
• Develop OE, OD, L&D and PM dashboards and reports, and generate analytics and insights.
• Quantify value impact of possible and potential OE scenarios.
• Support with content and visual representation of data and information.
• Manage people analytics within large-scale OE, OD, and L&D projects.
• Track and report on value delivered vs. plan and return on investment for all OE, OD, and L&D initiatives.
• Co-ordinate the organisational design governance process and maintain database.
• Ensure cost and savings are reflected in budgets and overall integrated financial model.
• Establish and manage interfaces with HR Partners regarding organisational design changes, records, and related collateral.
• Provide guidance on minimum standards for Performance Management across the Division, including the cycle of performance management activities, and ensure alignment with Talent Management processes.
• Provide support for ensuring Executive goals align with strategic priorities and are cascaded.
• Ensure Performance Management outcomes feed into people decisions (Reward, Talent Management, Learning and Development).
• Design and manage the performance data infrastructure.
• Provide trends and insights from quantitative & qualitative data to inform high performer growth rate and performance culture.
• Design, develop and drive adoption of fit-for-purpose resources to support improvement of Performance Management systems active across the Division.