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.
Minimum 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