People Analytics and Workforce Intelligence Analyst

Description

People analytics and workforce intelligence

• Develop and execute a structured people-analytics plan aligned with SBV’s People Strategy, People 360 priorities, business objectives and workforce risks.
• Translate strategic and operational business questions into analytical hypotheses, measures, data requirements and decision-support outputs.
• Conduct descriptive, diagnostic, predictive and scenario-based analysis across the employee lifecycle.
• Analyse workforce patterns relating to attraction, recruitment, onboarding, deployment, performance, capability, learning, mobility, succession, engagement, absenteeism, retention and separation.
• Identify underlying drivers of workforce outcomes rather than only reporting historical movements.
• Segment workforce data by relevant organisational, occupational, geographic and employee-lifecycle dimensions, subject to ethical, legal and privacy controls.
• Develop evidence-based recommendations that improve workforce effectiveness, resilience, productivity and employee experience.
• Evaluate the impact of people interventions and document analytical assumptions, methods, limitations and interpretation guidance.

Strategic workforce planning and scenario modelling

• Partner with the People Architect, Technology and key stakeholders to build workforce demand, supply, capacity and capability models to support annual and multi-year workforce planning.
• Analyse current and future headcount, labour capacity, workforce composition, skills requirements and critical-role dependencies.
• Develop scenarios for business growth, operating-model change, automation, digitisation, organisational redesign and workforce restructuring
• Identify emerging skills gaps, scarce capabilities, succession vulnerabilities and workforce continuity risks.
• Support organisational design analysis through assessment of structures, spans of control, management layers, vacancy patterns, role duplication and workforce deployment.
• Integrate people, operational and financial information to assess labour-cost drivers and workforce productivity.
• Provide analytical input into build, buy, borrow, automate, redeploy and partner workforce decisions.
• Support the Talent Marketplace by analysing skills supply, employee profiles, role requirements, mobility opportunities and capability adjacencies

Dashboard, business-intelligence and reporting product development

• Design, develop and maintain enterprise People dashboards, scorecards and analytical products for executives, governance forums, People leaders and operational users in alignment with Technology and SBV standards.
• Build governed semantic models and data relationships that enable consistent interpretation of people measures.
• Use Power BI or approved business-intelligence platforms to create accessible, interactive and decision-focused visualisations.
• Develop calculations, measures, drilldowns and exception reporting appropriate to stakeholder needs.
• Automate recurring data preparation, reconciliation, reporting and distribution activities where appropriate.
• Introduce alerts and exception indicators for priority workforce, compliance and operational risks.
• Convert complex findings into clear executive narratives, visual stories and recommended actions.
• Monitor report adoption, rationalise duplicate or low-value reports and maintain a controlled People-reporting catalogue.

People-data architecture, integration and quality

• Define and maintain the logical people-data model covering employees, positions, jobs, structures, skills, competencies, learning, performance, succession and workforce movements.
• Champion the data governance within HR in accordance with Technology and SBV standards.
• Work with Information Technology and data owners to integrate data from approved source systems.
• Map source data, transformations, definitions and dependencies required for each analytical product.
• Develop data-quality rules covering completeness, accuracy, validity, consistency, uniqueness and timeliness.
• Conduct reconciliation, exception analysis and root-cause investigation of material data-quality issues.
• Establish controlled metric definitions, reference data and reporting hierarchies.
• Maintain people-data dictionaries, calculation standards, data lineage and reporting documentation.
• Support master-data controls and contribute analytical requirements to HR-system changes, integrations and People 360 implementation.

Governance, compliance and people-risk analytics

• Develop and maintain an integrated People governance, compliance and risk measurement framework.
• Analyse indicators relating to applicable labour legislation, Employment Equity, B-BBEE, POPIA, ISO 9001, ESG and approved internal People policies and controls.
• Monitor trends in audit findings, control failures, repeat findings, overdue corrective actions and emerging people risks.
• Develop leading and lagging indicators for material people-related risks.
• Provide analytical assurance over information submitted to management, governance committees, auditors and relevant external stakeholders.
• Test the completeness, consistency and traceability of material People reports before publication.
• Support internal and external audit activity through data extraction, analysis, reconciliation and evidence preparation
• Identify control weaknesses, recommend evidence-based improvements and maintain appropriate audit trails.
• Subscribe and align to SBV Services' ISO 9001:2015 Quality Management Standards, ensuring the department’s processes and quality management system is at all times in compliance with the standard.
• Support SBVs ESG journey, reporting on and managing the ESG requirements to ensure a positive reflection and outcome.

Responsible analytics, privacy and ethical data use

• Ensure people analytics complies with POPIA, SBV privacy requirements, information-security standards and approved records-management practices.
• Apply privacy-by-design principles and ensure access to sensitive information is role-based, justified and controlled.
• Assess whether data use is proportionate to the business question and document the intended purpose.
• Identify and escalate risks of inappropriate interpretation, unfair bias, excessive monitoring or unintended employee impact.
• Apply appropriate aggregation, de-identification and suppression rules to protect employee confidentiality.
• Support governance over analytical models, artificial intelligence and automated decision-support tools used in the People function.
• Monitor analytical models and rules for accuracy, relevance, drift and potentially unfair outcomes.
• Communicate limitations and conditions for using analytical findings and promote responsible, transparent use of people data.

HR Leadership advisory and stakeholder partnering

• Act as an analytical adviser to People leaders, governance stakeholders and designated business leaders.
• Partner with stakeholders to define the business problem before developing reports or analytical solutions.
• Challenge unclear measures, unsupported assumptions and inconsistent interpretations of workforce information.
• Translate technical findings into concise, commercially relevant recommendations.
• Present findings to management and governance forums and respond authoritatively to questions regarding data integrity and interpretation.
• Facilitate insight sessions that move stakeholders from observation to decision and action.
• Build effective relationships across People, Finance, Risk, Compliance, Technology and Operations.
• Coach HR employees on metric definitions, dashboard interpretation and evidence-based decision-making.

Analytics innovation and continuous improvement

• Maintain awareness of developments in people analytics, workforce planning, business intelligence, artificial intelligence and HR technology.
• Identify opportunities to improve analytical efficiency, insight quality and stakeholder self-service.
• Develop prototypes and proofs of concept for priority analytical use cases.
• Introduce repeatable analytical methods, templates and quality-assurance practices.
• Evaluate new data sources, tools and methodologies against business value, security, privacy and governance requirements.
• Partner with Technology on appropriate automation and integration opportunities.
• Build analytics capability within the People function through toolkits, guidance and knowledge sharing.
• Contribute to continuous improvement of People processes through evidence and measurement.

Lead as an Ambassador and executor of Change

• Act as a change management architect in periods of change to ensure business continuity.
• Manage the integration of HR risk & Governance into a seamless end to end solution for customers.
• Effectively communicate and embed new processes and procedures as they occur, addressing or escalating matters/ concerns to the SME’s (subject matter experts) when required.
• Facilitate the necessary presentations, workshops, or forums to ensure consistent and accurate communication is given across one’s portfolio

Requirements

Work Experience

• 4 years’ relevant experience in people analytics, workforce analytics, HR reporting, business intelligence, workforce planning or a closely related analytical role.
• Demonstrated experience developing management dashboards and executive-level analytical reports.
• Experience working with HRIS, payroll, time and attendance, talent or workforce-management datasets.
• Experience integrating and reconciling data from multiple sources.
• Practical experience translating business questions into analytical outputs and recommendations.
• Experience working with sensitive employee information and applying privacy and governance controls.
• Experience in a regulated, operationally complex, labour-intensive or unionised environment: Advantageous

Education

• Bachelor’s degree or equivalent qualification in Data Analytics, Statistics, Business Analytics, Information Systems, Industrial or Organisational Psychology, Human Resource Management with a substantial analytics component, Economics, quantitative social science or a related discipline.