HR Analyst

2 weeks ago

Durban, South Africa SHARON NUROCK RECRUITMENT CC Full time
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.
Competencies:
  • 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.
Key Performance Areas:
Report to the OE Director:
  • 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.

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