Job Description

Key Responsibilities

1. People Analytics & Insights

Collect, analyze, and interpret HR data to provide actionable insights that support strategic decision-making. Support the development and maintenance of HR dashboards and regular analytics reports. Deliver reports covering key metrics such as headcount, employee engagement surveys, turnover, recruitment, diversity, and performance. Utilize analytics tools (e.g., Power BI, Excel, HRIS) to identify trends and provide data-driven recommendations to address gaps or capitalize on opportunities. Ensure data integrity, consistency, and reliability across all HR systems and reporting platforms. Streamline data collection and reporting processes through automation, reducing manual effort and improving turnaround times. Partner with business leaders to define and monitor KPIs related to people performance, engagement, and productivity.

2. HR Projects & Transformation

Lead and manage end-to-end HR projects, including policy rollouts, organizational design, and change management initiatives. Coordinate cross-functional project teams, ensuring timely delivery within scope, budget, and quality standards. Develop and maintain project plans, milestones, and risk registers, providing regular progress updates. Partner with BU and Regional HR leadership to drive continuous improvement initiatives and implement best practices across HR processes. Track progress against key performance indicators (KPIs) and regularly assess program effectiveness, adjusting plans as needed to achieve strategic goals. Coordinate with Business Units, regional and global HR teams, and other departments (e.g., Finance, IT) to ensure alignment and knowledge sharing. Introduce lightweight Agile methods (e.g., Kanban boards, short feedback loops) to enhance collaboration, transparency, and adaptability in HR projects. Encourage teams to experiment, learn quickly, and refine processes through incremental improvements rather than large-scale overhauls. Implement feedback mechanisms (e.g., surveys, debrief sessions) to gather insights following key project phases or major initiatives. Promote a culture of continuous learning by conducting retrospectives and sharing lessons learned across the People function. Support the embedding of organizational values such as flexibility, customer-centricity, and empowerment, ensuring HR practices evolve in line with business needs.

3. Agile Practices & Continuous Improvement

Success Measures

Data Accuracy & Timeliness:

Leadership consistently relies on dashboards and analytics for informed decision-making.

Project Delivery:

High on-time and on-budget completion rates for People projects under management.

Continuous Improvement Adoption:

Noticeable uptake of Agile mindsets and iterative enhancements within HR teams, leading to faster feedback loops and improved outcomes.

4. Requirements

Academic Qualifications

Bachelor's degree in Human Resources, Business Administration, Data Analytics, or a related field. A Master's degree in HR, Business, or Organizational Development is an advantage. Relevant certifications in HR Analytics, Project Management (PMP/Prince2), or Agile/Scrum are desirable.

Professional Experience

Minimum 5 years of experience in HR project management, analytics, or transformation within a corporate or multinational environment. Proven track record in managing HR projects such as system implementations, process improvements, or organizational change. Strong experience in data reporting and analytics, including preparing HR dashboards and workforce reports. * Familiarity with HR systems and reporting tools (e.g., SAP SuccessFactors, Oracle, or Workday) and data visualization platforms (e.g., Power BI, Tableau).