HR Data Analytics

Key Responsibilities

1. HR Data Management

• Collect, consolidate, validate, and maintain HR data from various sources to ensure data accuracy, consistency, and integrity.

• Maintain HR databases and ensure employee information is updated and properly documented.

• Ensure the confidentiality and security of employee data in accordance with company policies.

2. HR Analytics and Reporting

• Prepare regular HR reports and dashboards covering key metrics, including headcount, turnover, recruitment, absenteeism, employee demographics, and workforce costs.

• Analyze HR data to identify trends, patterns, gaps, and potential workforce issues.

• Develop and maintain HR dashboards and data visualizations to support management reporting and decision-making

• Translate complex data into clear insights and actionable recommendations for HR and business stakeholders.

3. Workforce Planning and Analysis

• Support workforce planning through headcount analysis, manpower forecasting, and monitoring of workforce movements.

• Analyze manpower costs, organizational structure, and workforce productivity to identify opportunities for improvement.

• Monitor actual headcount against approved manpower plans and budgets.

• Support organizational changes, workforce optimization, and other HR strategic initiatives through data analysis.

4. Rewards Analytics and Special Projects

• Support Rewards-related projects through data collection, analysis, and reporting, including salary benchmarking, compensation analysis, and internal salary equity reviews.

• Conduct data analysis to support salary reviews, annual merit increases, bonus programs, and other compensation-related initiatives.

• Prepare compensation scenarios and cost simulations to assess the financial impact of proposed Rewards initiatives.

• Monitor and analyze compensation data to identify trends, gaps, and opportunities for improvement in line with internal policies and business needs.

• Support special projects related to Rewards and compensation, including data analysis, project coordination, and preparation of reports and presentations for management review.

5. HR Process Improvement

• Identify opportunities to improve HR reporting processes through automation, data integration, and standardization.

• Develop and maintain reporting tools to improve efficiency and reduce manual work.

• Collaborate with HR teams to understand reporting needs and improve data quality and availability.

6. Stakeholder Collaboration

• Work closely with HR, Finance, IT, and business stakeholders to gather data requirements and deliver relevant HR insights.

• Support management requests for ad hoc reports, data analysis, and presentations.

• Present HR analytics findings and recommendations to relevant stakeholders.

Qualifications:

• Bachelor’s degree in Statistics, Mathematics, Data Analytics, Information Systems, Human Resources, or a related field.

• Minimum 1–3 years of experience in HR analytics, data analytics, business intelligence, or a related analytical role.

• Strong proficiency in Microsoft Excel and data analysis.

• Experience with data visualization tools such as Power BI.

• Knowledge of HR metrics, workforce analytics, and HR processes is an advantage.

• Experience working with HRIS, ERP systems, or large employee datasets is preferred.

• Knowledge of SQL or other data management tools is an advantage.

• Exposure to compensation and benefits, Rewards analytics, or salary benchmarking is an advantage.

• Strong analytical thinking, attention to detail, and problem-solving skills.

• Good communication skills and the ability to translate data into meaningful business insights.

• Ability to handle confidential information with a high level of integrity.