Must have technical / professional qualifications:

• Degree in HR, Business Administration, Finance, Data Analytics or related field.
  
• Advanced MS Office skills (Excel, PowerPoint) and experience with dash visualization tools (e.g., Qlik Sense).
  
• 5–7 years’ experience in HR analytics and/or business management roles.
  
• Prior experience in financial planning and project coordination preferred.
  
• Exposure to workforce modelling, organizational design principles, and people metrics.
  
• Experience in budgeting, forecasting, governance, and project delivery.
  
• Experience in a large corporate environment performing moderately complex to very complex employee analysis and research, using qualitative and quantitative measurement and data collection design principles in HR, Finance or Marketing.
  
• Prior project leadership experience is a strong preference.
  

Qualifications

Core competencies, knowledge and experience:

• Strong analytical and financial acumen with ability to interpret complex data.
  
• Excellent organizational and project management skills.
  
• Ability to manage multiple priorities and work under pressure.
  
• Strong stakeholder management and communication skills.
  
• Experience in budgeting, forecasting, and governance processes.
  

HR Reporting & Analytics

• Lead the design, delivery and maintain HR dashboards, reports, data visualization, and analytics to support strategic decision-making aligned to Employee Experience principles.
  
• Conduct advanced trend analysis to identify risks, opportunities, and workforce insights (across HR, Business or Functional Leaders) that will aid in decision making; highlight risks and actionable data to make recommendations for process changes and action plans.
  
• Ensure timely and accurate month-end HR reporting and ad hoc analysis and reporting.
  
• Support internal and external survey activities.
  
• Design and develop HR KPI reporting tools linked to business strategy.
  
• Lead detailed analysis of the impact, efficiency & effectiveness of major HR activities as measured by key performance indicators.
  
• Contribute to HR budgeting cycles through data-driven workforce cost.
  

Decision Support

• Partner with the HR Director and Leadership team to coordinate HR strategic priorities, forums and leadership decision making.
  
• Drive monthly budgeting and forecasting and variance review sessions, ensuring alignment with financial targets.
  
• Track HR strategic initiative progress and prepare high quality executive reports and presentations.
  
• Coordinate leadership meetings and ensure timely follow-up on action items.
  
• Provide scenario planning, risk identification, and business case support to leadership.
  

Workforce and Headcount Management

• Develop and maintain workforce plans, headcount dashboards and forecasting tools.
  
• Support in scoping, sourcing, implementation of a workforce management system in partnership with Technology teams.
  
• Advise HR and line leaders on optimal staffing models, productivity measures, and organisational cost structures.
  
• Maintain a comprehensive, accurate and up to date staff and headcount database/dashboard.
  
• Monitor and report on all employee and contractor movements and role changes across the organization.
  

Other HR initiatives

• Support roll-out and implementation of MPA with employee engagement programs and Health Wellness & Safety (HSW) programs.
  
• Maintain up-to-date HR policies, ensuring alignment with relevant stakeholders.
  
• Lead or support special projects that enhance HR operational excellence and strategic impact.