Main Purpose:
The HR Data Analyst will play a pivotal role in building a data-driven foundation for strategic HR decision-making across the organisation. Working within the Office of the CHRO, this role demands an equal blend of HR process expertise and an engineering mindset for data architecture to deliver predictive and strategic insights that directly enhance business performance and people programs.
This is not a traditional reporting role. The successful candidate will treat data as infrastructure developing and architecting models, scalable systems, and deep-dive insights that enable responsible internal and external reporting, and support key people initiatives such as performance management, recruitment, learning, and attrition analysis. We seek a proactive researcher who goes above and beyond to source, integrate, and validate data to solve complex HR challenges.
Designed for a high-potential early-career professional (0–3 years), this role offers a rare opportunity to grow into a strategic HR analytics partner—someone who can seamlessly blend HR strategy, data architecture, and organisational insight.
Knowledge Skills and Abilities, Key Responsibilities:
Key Responsibilities
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Architect, develop and maintain best-in-class HR dashboards, metrics and analytical models that deliver actionable insights for leaders and HR partners.
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Drive Primary and Secondary Research into complex people challenges (e.g., retention drivers, capability gaps), leveraging both internal data and external market intelligence to uncover non-obvious truths and inform strategic recommendations.
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Design and implement robust data models and analytical frameworks that strengthen HR’s data infrastructure and integrate seamlessly with HR systems and processes.
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Ensure HR data integrity supports responsible reporting internally and externally, enabling high-impact initiatives across performance management, workforce planning, recruitment, compensation and attrition.
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Partner with HR Program Managers and local HR teams to translate complex data architecture and findings into strategic recommendations and practical, commercially-focused business solutions.
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Champion automation and process optimisation initiatives, ensuring accuracy, scalability, and efficiency in all data collection, transformation, and reporting activities.
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Master the use of HR systems and analytics tools (e.g., Workday, SQL, Power BI, Tableau), proactively exploring new functionalities to engineer superior reporting capabilities.
Knowledge, Skills and Education
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Master’s degree in Human Resources, Business, Economics, Statistics, Data Science, or a related quantitative field from a recognised institution.
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0–3 years of experience in HR analytics, HR operations, or related data-driven roles (internship or full-time).
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Strong, demonstrated proficiency in SQL (or similar database languages) for data extraction, manipulation, and modeling.
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Proven ability to go above and beyond standard reporting to conduct deep-dive primary and secondary research to solve ambiguous problems.
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Experience in building data infrastructure/pipelines or working with structured/unstructured datasets (not just Excel reporting).
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Advanced proficiency in Power BI or Tableau for developing robust, scalable data visualizations.
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Demonstrated curiosity and passion for applying data engineering principles to human capital challenges.
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Exceptional analytical, problem-solving (engineering mindset), and storytelling abilities, with a relentless focus on accuracy and detail.
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Strong written and verbal communication skills with the ability to translate complex data architecture and findings into clear, commercial business insights.
Key Relationships and Department Overview:
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HR Program Manager
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Local HR Teams
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Head of HR
