Responsibilities:
Data Analysis and Reporting:
· Collect, analyze, and interpret HR data from various sources such as employee surveys, performance evaluations, turnover rates, and recruitment metrics.
· Prepare and present reports, dashboards, and visualizations to summarize HR metrics (time-to-hire, cost-per-hire, candidate sourcing channels, and recruitment funnel analytics) and trends for management review and decision-making.
Trend Identification, forecasting and benchmarking:
· Identify patterns, trends, and insights within HR data to inform strategic initiatives and improve HR processes.
· Use historical data and statistical methods to forecast future HR trends, such as workforce demographics, turnover rates, and talent needs.
· Conduct benchmarking analysis to compare HR metrics and practices against industry standards and competitors.
HR Metrics Development:
· Develop and maintain key performance indicators (KPIs) and metrics to measure the effectiveness of HR programs and initiatives.
Process Improvement:
· Identify opportunities for process improvement and efficiency gains within HR operations. Recommend and implement process improvements to streamline HR and recruitment workflows, reduce time-to-fill, enhance candidate experience, and optimize resource allocation.
Change Management and Strategic Planning:
· Support HR and recruitment teams through organizational changes, system implementations, and process improvements: conducting change impact assessments, and facilitate stakeholder communication.
· Provide analytical support to HR leadership in developing strategic workforce plans, talent acquisition strategies, and succession planning initiatives.
HR Technology Management:
· Participating in the configuration of our new ATS and supporting business decisions by providing ATS reports and statistics
· Assist in the evaluation, implementation, and maintenance of HR technology systems and tools, such as HRIS (Human Resources Information Systems) and EPMS (Enterprise Performance Management System).

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