EBKL- HR Business & Reporting Analyst

Key Responsibilities

HR Analytics, Insights & AI-Enabled Reporting

• Analyse workforce metrics, headcount trends, recruitment SLAs, turnover, retention and translate them into actionable insight rather than static reporting.
  

• Leverage workforce analytics and predictive modelling to forecast talent needs, identify risks, and optimise resource allocation.
  

• Automate and enhance HR reporting using tools such as Power BI, Excel VBA, Smartsheet, and incorporate emerging AI / GenAI capabilities.
  

• Build and maintain predictive HR dashboards that integrate data across HRIS, payroll, and workforce systems for a single, decision-ready view.
  

• Reframe traditional people metrics into insight-led measures e.g. predictive attrition modelling, retention-risk scoring, and productivity and capability analytics.
  

• Apply predictive analytics and statistical models to assess attrition risk, talent-pipeline effectiveness, and workforce trends ahead of demand.
  

• Establish internal controls and standards that ensure accuracy, consistency, and integrity of HR data.
  

Budgeting & OPEX Management

• Track and monitor HR budget performance against actuals, identifying variances and recommending corrective actions in advance.
  

• Support OPEX management by analysing cost drivers, forecasting spend, and identifying efficiency opportunities and discipline.
  

• Establish standardized budgeting and forecasting frameworks to promote consistency and fiscal discipline across the HR function.
  

Business Planning & Board Reporting

• Coordinate the annual HR business planning cycle with HR, Finance, and departmental stakeholders, ensuring timely, accurate inputs.
  

• Coordinate preparation of HR board papers and reporting, gathering data across HR functions and aligning commentary with all key stakeholders ahead of submission.
  

• Develop high-impact presentations and analytical materials for leadership and board audiences that are fully aligned to business priorities and required solutions
  

• Participate in strategic operational meetings to align HR analytics with business priorities.
  

• Ways of Working, Capability & Continuous Improvement
  

• Redesign HR ways of working through AI-enabled automation and process optimisation, moving teams from effort to impact.
  

• Monitor HR risk, compliance, and audit findings, ensuring timely resolution and continuous improvement.
  

• Oversee HR administrative and reporting processes, including data governance, document control, and reporting standardization.
  

Key Technical Skills & Leadership Competencies

Technical Competencies

• Advanced proficiency in Power BI, Excel (including VBA), and Smartsheet for visualization, automated reporting, and workflow automation.
  

• Working knowledge of HRIS, payroll, and workforce database systems, with the ability to integrate and reconcile data across platforms into a single source of truth.
  

• Applied use of AI and GenAI tools to accelerate analysis, automate routine reporting, and generate people insights at speed.
  

• Strong grounding in HR budgeting, OPEX management, and financial/cost analysis, including headcount cost modelling.
  

• Applied knowledge of statistical and predictive analytics methods for workforce trend, attrition, and pipeline analysis.
  

Leadership & Behavioral Competencies

• Strategic thinking and business acumen -connecting people data to commercial outcomes.
  

• Excellent communication and stakeholder engagement, with the ability to influence across HR, Finance, and business units and present with authority to senior audiences.
  

• Strong analytical and problem-solving mindset, translating complex data into clear, actionable insight and a compelling narrative.
  

• High attention to detail and an uncompromising commitment to data accuracy and integrity.
  

• Curiosity and a continuous-improvement mindset; actively seeking smarter, AI-enabled ways of working that move teams from effort to impact.
  

• Collaborative and adaptable, comfortable operating across cross-functional teams