Workforce Reporting Head

Job Description

• Partners closely with Business Lines and People & Culture stakeholders to understand workforce priorities, translate business challenges into analytical opportunities, and deliver insights that inform strategic and operational decision-making.
• The role will drive the transition from traditional workforce reporting and descriptive analytics towards proactive, integrated and decision-oriented workforce intelligence, leveraging enterprise data, analytics platforms and emerging AI capabilities.

Qualifications

• Relevant tertiary qualification

Experience required

• 8–10 years' relevant experience in workforce analytics, people analytics, HR intelligence, business intelligence or a related analytical discipline, with demonstrated experience delivering insights that support strategic and operational decision-making.
• Proven experience partnering with senior Business and People & Culture stakeholders, translating complex business challenges into analytical requirements, actionable insights and recommendations.
• Experience working in a matrixed or cross-functional environment, collaborating with business stakeholders, P&C specialists, data teams and technology functions to deliver integrated analytical solutions.
• Demonstrated experience improving or transforming analytical capabilities, including enhancing analytical methodologies, introducing new ways of working and shifting reporting functions towards proactive, decision-oriented insights.
• Ability to drive the evolution from reactive reporting and information provision towards proactive, insight-led workforce decision support.
• Track record of establishing consistent approaches, methodologies and quality standards for workforce analysis, insight generation and storytelling.
• Must be able to identify opportunities to enhance the strategic value, reach and impact of workforce insights across the organisation.
• Build trusted relationships with business and People & Culture leaders to understand strategic priorities, workforce challenges and emerging organisational needs.
• Translate complex business and workforce questions into structured analytical requirements and actionable insights.
• Provide evidence-based perspectives on workforce composition, movement, skills, capability, talent, succession and other critical people priorities.
• Proactively identify workforce trends, risks and opportunities, challenging assumptions and supporting better-informed decisions.
• Establish mechanisms to assess stakeholder value, adoption and the impact of workforce insights on decision-making.
• Continuously improve analytical processes, ways of working and opportunities for automation and self-service insights.

Behavioural Competencies:

• Articulating Information
• Challenging Ideas
• Checking Things
• Convincing People
• Developing Strategies
• Examining Information
• Interpreting Data
• Providing Insights
• Resolving Conflict
• Showing Composure
• Team Working
• Upholding Standards

Technical Competencies:

• Business Acumen (P&C)
• Data Analysis
• Data Integrity
• Knowledge of P&C Policies & Procedures
• Organisational Awareness
• Workforce Planning