{"id":4032735,"url":"https://alion.io/job/sbv-services-people-analytics-and-workforce-intelligence-analyst","title":"People Analytics and Workforce Intelligence Analyst","company":{"id":3894773,"name":"SBV Services","domain":"sbv.co.za","url":"https://alion.io/company/sbv-services","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"MCI DirectHire","truth_index":{"grade":"B","score":80,"open_postings":6,"ghost_share":0,"stale_share":1,"repost_share":0,"time_to_fill_p50_days":11,"computed_at":"2026-11-10T06:52:35Z"}},"role":"HR","role_family":"HR","seniority":"middle","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Johannesburg, South Africa"],"countries":["ZA"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":4,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Power BI","optional":false}],"status":"live","first_seen_at":"2026-11-10T12:00:00Z","employer_posted_date":"2026-11-10","last_verified_at":"2026-11-10T19:06:31Z","board_verified":true,"closed_at":null,"days_open":0,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":0},"description":"Description\nPeople analytics and workforce intelligence\nDevelop and execute a structured people-analytics plan aligned with SBV’s People Strategy, People 360 priorities, business objectives and workforce risks.\nTranslate strategic and operational business questions into analytical hypotheses, measures, data requirements and decision-support outputs.\nConduct descriptive, diagnostic, predictive and scenario-based analysis across the employee lifecycle.\nAnalyse workforce patterns relating to attraction, recruitment, onboarding, deployment, performance, capability, learning, mobility, succession, engagement, absenteeism, retention and separation.\nIdentify underlying drivers of workforce outcomes rather than only reporting historical movements.\nSegment workforce data by relevant organisational, occupational, geographic and employee-lifecycle dimensions, subject to ethical, legal and privacy controls.\nDevelop evidence-based recommendations that improve workforce effectiveness, resilience, productivity and employee experience.\nEvaluate the impact of people interventions and document analytical assumptions, methods, limitations and interpretation guidance.\nStrategic workforce planning and scenario modelling\nPartner 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.\nAnalyse current and future headcount, labour capacity, workforce composition, skills requirements and critical-role dependencies.\nDevelop scenarios for business growth, operating-model change, automation, digitisation, organisational redesign and workforce restructuring\nIdentify emerging skills gaps, scarce capabilities, succession vulnerabilities and workforce continuity risks.\nSupport organisational design analysis through assessment of structures, spans of control, management layers, vacancy patterns, role duplication and workforce deployment.\nIntegrate people, operational and financial information to assess labour-cost drivers and workforce productivity.\nProvide analytical input into build, buy, borrow, automate, redeploy and partner workforce decisions.\nSupport the Talent Marketplace by analysing skills supply, employee profiles, role requirements, mobility opportunities and capability adjacencies\nDashboard, business-intelligence and reporting product development\nDesign, 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.\nBuild governed semantic models and data relationships that enable consistent interpretation of people measures.\nUse Power BI or approved business-intelligence platforms to create accessible, interactive and decision-focused visualisations.\nDevelop calculations, measures, drilldowns and exception reporting appropriate to stakeholder needs.\nAutomate recurring data preparation, reconciliation, reporting and distribution activities where appropriate.\nIntroduce alerts and exception indicators for priority workforce, compliance and operational risks.\nConvert complex findings into clear executive narratives, visual stories and recommended actions.\nMonitor report adoption, rationalise duplicate or low-value reports and maintain a controlled People-reporting catalogue.\nPeople-data architecture, integration and quality\nDefine and maintain the logical people-data model covering employees, positions, jobs, structures, skills, competencies, learning, performance, succession and workforce movements.\nChampion the data governance within HR in accordance with Technology and SBV standards.\nWork with Information Technology and data owners to integrate data from approved source systems.\nMap source data, transformations, definitions and dependencies required for each analytical product.\nDevelop data-quality rules covering completeness, accuracy, validity, consistency, uniqueness and timeliness.\nConduct reconciliation, exception analysis and root-cause investigation of material data-quality issues.\nEstablish controlled metric definitions, reference data and reporting hierarchies.\nMaintain people-data dictionaries, calculation standards, data lineage and reporting documentation.\nSupport master-data controls and contribute analytical requirements to HR-system changes, integrations and People 360 implementation.\nGovernance, compliance and people-risk analytics\nDevelop and maintain an integrated People governance, compliance and risk measurement framework.\nAnalyse indicators relating to applicable labour legislation, Employment Equity, B-BBEE, POPIA, ISO 9001, ESG and approved internal People policies and controls.\nMonitor trends in audit findings, control failures, repeat findings, overdue corrective actions and emerging people risks.\nDevelop leading and lagging indicators for material people-related risks.\nProvide analytical assurance over information submitted to management, governance committees, auditors and relevant external stakeholders.\nTest the completeness, consistency and traceability of material People reports before publication.\nSupport internal and external audit activity through data extraction, analysis, reconciliation and evidence preparation\nIdentify control weaknesses, recommend evidence-based improvements and maintain appropriate audit trails.\nSubscribe 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.\nSupport SBVs ESG journey, reporting on and managing the ESG requirements to ensure a positive reflection and outcome.\nResponsible analytics, privacy and ethical data use\nEnsure people analytics complies with POPIA, SBV privacy requirements, information-security standards and approved records-management practices.\nApply privacy-by-design principles and ensure access to sensitive information is role-based, justified and controlled.\nAssess whether data use is proportionate to the business question and document the intended purpose.\nIdentify and escalate risks of inappropriate interpretation, unfair bias, excessive monitoring or unintended employee impact.\nApply appropriate aggregation, de-identification and suppression rules to protect employee confidentiality.\nSupport governance over analytical models, artificial intelligence and automated decision-support tools used in the People function.\nMonitor analytical models and rules for accuracy, relevance, drift and potentially unfair outcomes.\nCommunicate limitations and conditions for using analytical findings and promote responsible, transparent use of people data.\nHR Leadership advisory and stakeholder partnering\nAct as an analytical adviser to People leaders, governance stakeholders and designated business leaders.\nPartner with stakeholders to define the business problem before developing reports or analytical solutions.\nChallenge unclear measures, unsupported assumptions and inconsistent interpretations of workforce information.\nTranslate technical findings into concise, commercially relevant recommendations.\nPresent findings to management and governance forums and respond authoritatively to questions regarding data integrity and interpretation.\nFacilitate insight sessions that move stakeholders from observation to decision and action.\nBuild effective relationships across People, Finance, Risk, Compliance, Technology and Operations.\nCoach HR employees on metric definitions, dashboard interpretation and evidence-based decision-making.\nAnalytics innovation and continuous improvement\nMaintain awareness of developments in people analytics, workforce planning, business intelligence, artificial intelligence and HR technology.\nIdentify opportunities to improve analytical efficiency, insight quality and stakeholder self-service.\nDevelop prototypes and proofs of concept for priority analytical use cases.\nIntroduce repeatable analytical methods, templates and quality-assurance practices.\nEvaluate new data sources, tools and methodologies against business value, security, privacy and governance requirements.\nPartner with Technology on appropriate automation and integration opportunities.\nBuild analytics capability within the People function through toolkits, guidance and knowledge sharing.\nContribute to continuous improvement of People processes through evidence and measurement.\nLead as an Ambassador and executor of Change\nAct as a change management architect in periods of change to ensure business continuity.\nManage the integration of HR risk & Governance into a seamless end to end solution for customers.\nEffectively communicate and embed new processes and procedures as they occur, addressing or escalating matters/ concerns to the SME’s (subject matter experts) when required.\nFacilitate the necessary presentations, workshops, or forums to ensure consistent and accurate communication is given across one’s portfolio\nRequirements\nWork Experience\n4 years’ relevant experience in people analytics, workforce analytics, HR reporting, business intelligence, workforce planning or a closely related analytical role.\nDemonstrated experience developing management dashboards and executive-level analytical reports.\nExperience working with HRIS, payroll, time and attendance, talent or workforce-management datasets.\nExperience integrating and reconciling data from multiple sources.\nPractical experience translating business questions into analytical outputs and recommendations.\nExperience working with sensitive employee information and applying privacy and governance controls.\nExperience in a regulated, operationally complex, labour-intensive or unionised environment: Advantageous\nEducation\nBachelor’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 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