EBKL- HR Business & Reporting Analyst
The Role Purpose
The HR Business and Reporting Analyst is the analytical and coordination engine behind the execution of HR strategy, translating strategic priorities into structured, data-driven delivery across all HR Centers of Expertise and Business Partnering. Reporting to the Director of Human Resources, the role generates the people data and insight that inform decision-making across HR and the business; driving budgeting, forecasting, and reporting discipline, coordinating the annual HR planning cycle and board reporting, and leveraging predictive analytics and AI-enabled capabilities to create a clear line of sight from strategic intent to measurable outcome.
Key Responsibilities
HR Analytics, Insights & AI-Enabled Reporting
- Analyse workforce metrics, headcount trends, recruitment SLAs, turnover, retention and translate them into actionable insight rather than static reporting.
- Leverage workforce analytics and predictive modelling to forecast talent needs, identify risks, and optimise resource allocation.
- Automate and enhance HR reporting using tools such as Power BI, Excel VBA, Smartsheet, and incorporate emerging AI / GenAI capabilities.
- Build and maintain predictive HR dashboards that integrate data across HRIS, payroll, and workforce systems for a single, decision-ready view.
- Reframe traditional people metrics into insight-led measures e.g. predictive attrition modelling, retention-risk scoring, and productivity and capability analytics.
- Apply predictive analytics and statistical models to assess attrition risk, talent-pipeline effectiveness, and workforce trends ahead of demand.
- Establish internal controls and standards that ensure accuracy, consistency, and integrity of HR data.
Budgeting & OPEX Management
- Track and monitor HR budget performance against actuals, identifying variances and recommending corrective actions in advance.
- Support OPEX management by analysing cost drivers, forecasting spend, and identifying efficiency opportunities and discipline.
- Establish standardized budgeting and forecasting frameworks to promote consistency and fiscal discipline across the HR function.
Business Planning & Board Reporting
- Coordinate the annual HR business planning cycle with HR, Finance, and departmental stakeholders, ensuring timely, accurate inputs.
- Coordinate preparation of HR board papers and reporting, gathering data across HR functions and aligning commentary with all key stakeholders ahead of submission.
- Develop high-impact presentations and analytical materials for leadership and board audiences that are fully aligned to business priorities and required solutions
- Participate in strategic operational meetings to align HR analytics with business priorities.
- Ways of Working, Capability & Continuous Improvement
- Redesign HR ways of working through AI-enabled automation and process optimisation, moving teams from effort to impact.
- Monitor HR risk, compliance, and audit findings, ensuring timely resolution and continuous improvement.
- Oversee HR administrative and reporting processes, including data governance, document control, and reporting standardization.
Key Technical Skills & Leadership Competencies
Technical Competencies
- Advanced proficiency in Power BI, Excel (including VBA), and Smartsheet for visualization, automated reporting, and workflow automation.
- Working knowledge of HRIS, payroll, and workforce database systems, with the ability to integrate and reconcile data across platforms into a single source of truth.
- Applied use of AI and GenAI tools to accelerate analysis, automate routine reporting, and generate people insights at speed.
- Strong grounding in HR budgeting, OPEX management, and financial/cost analysis, including headcount cost modelling.
- Applied knowledge of statistical and predictive analytics methods for workforce trend, attrition, and pipeline analysis.
Leadership & Behavioral Competencies
- Strategic thinking and business acumen -connecting people data to commercial outcomes.
- Excellent communication and stakeholder engagement, with the ability to influence across HR, Finance, and business units and present with authority to senior audiences.
- Strong analytical and problem-solving mindset, translating complex data into clear, actionable insight and a compelling narrative.
- High attention to detail and an uncompromising commitment to data accuracy and integrity.
- Curiosity and a continuous-improvement mindset; actively seeking smarter, AI-enabled ways of working that move teams from effort to impact.
- Collaborative and adaptable, comfortable operating across cross-functional teams
Qualifications
Academic Qualifications and Certifications
- Bachelor’s degree in human resources, Business Administration, Data Analytics, Finance, or a related field.
- 3–5 years' experience in data analytics, reporting, budgeting, and project management, preferably within an HR or people-analytics context.
- Professional certification in HR (e.g. CHRP, SHRM, GPHR) or in analytics/BI (e.g. Microsoft Power BI, Data Analytics) is an added advantage.
- Strong knowledge of statistical analysis and data interpretation.
- Advanced proficiency in Power BI, Excel (VLOOKUP, INDEX-MATCH, VBA), and familiarity with AI-enabled analytics tools.
Method of application
If you are interested and qualified, kindly submit your application via the link provided below,