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