HR Reporting & Data Analyst

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Job Description:

The HR Reporting & Data Analyst will be responsible to develop, enhance, implement and maintain reporting capabilities across the different HR systems by using a wide range of reporting tools and techniques.The analyst will provide value adding analysis and commentary derived from key metrics, to highlight what is happening with our people to inform future people strategies.?

Reporting to the Reward & HRIS Manager, the jobholder will interact with other system administrators, internal data integrity partners and will closely collaborate with stakeholders across the HR team and the wider business.

We are looking for an enthusiastic and hard-working person to join us as HR Reporting & Data Analyst and help our organization optimize their People Analytics in order to have the best in class analytical solutions. This role is for someone who has a very good knowledge of Workday reporting and a working experience in other analytical tools, ideally in a fast-paced environment, has a passion for data and analysis as well as for innovative technical solutions. This is an opportunity to expand your knowledge across the Workday Suite.

Main Responsilibities

• Collaborate to the People Analytics strategy
• Work collaboratively with stakeholders across the HR team and the wider business to understand their reporting needs. Suggest best in class analytical practices and provide them potential new insights and trend analysis based on their requirements.
• Understand, manipulate, and present numerical data in formats that are easily understood by the stakeholders. Develop and maintain complex HR reports & metrics using data from multiple HR data sources.
• Interprete, analyse and monitor trends in data, as directed by the HRIS Manager or by the business.
• Own the Data Architecture in Workday and in other HR systems to ensure consistency amongst the different systems.
• Responsible for Data Management in Workday and in other HR systems: ensure appropriate configuration documentation, end-users guidelines and trainings are in place for the different stakeholders.
• Responsible for Data Audit in Workday and in other HR systems: ensure appropriate monthly controls are in place and coordinate different stakeholders for any corrections to be performed.

HCM Workday Reporting

• Develop, enhance, implement and maintain Workday reporting capabilities, using the full suite of Workday Reporting tools (standard & advanced reports, composite reports, dashboards, worksheets and Discovery Boards).
• Ensure data governance standards are implemented consistently, granting access to Workday reports in compliance with the existing security matrix and with relevant data protection regulations such as GDPR.
• Provide training and support for Workday reporting functionalities, facilitating training sessions for HR professionals and other stakeholders.
• Monitor and maintain data accuracy within Workday by building relevant reports and conducting regular audits of key information
• Troubleshoote any issues.
• Document report/dashboard requirements, their configuration and the relevant end-users guides.
• Staying up to date on Workday new releases and changes related to reporting, analysing the changes impact on existing reporting, identifying improvement opportunities and promoting new releases to stakeholders and users.

Reporting

• Develop, enhance and maintain HR reports & metrics in different tools (Excel, Power BI, …) using data from multiple HR data sources.
• Ensure data governance standards are respected.
• Produce BAU reporting and analytics for the HR professionals and the wider business.
• Produce ad hoc regional and global reports and analytics as requested by stakeholders and business need, e.g producing data for local management meetings, board meetings, external surveys, audits, …
• Strong presentation skills in line with firm branding, including presenting information through PowerBI, Excel and PowerPoint.
• Ad hoc administrative tasks in relation to data and analytics (maintenance of reports catalogue, data policy and guidance, …).
• Be involved in data modelling for compensation campaigns.
• Contribute to HR Projects through discussion of how HR technology can be leveraged to deliver the outcome, gathering requirements for future use.
• Performs other duties as required.

If you think the open position you see is right for you, we encourage you to apply!

Our people make all the difference in our success.