Specialist - HR Performance and Analytics

Role Purpose:

The HR Performance and Analytics Specialist will oversee the development and implementation of performance management systems, manage workload analysis, execute advanced HR analytics, and facilitate succession planning. This role is crucial in promoting a performance-based culture, optimizing workload distribution, leveraging data to support decision-making, and ensuring leadership continuity across BEEAH.

Accountabilities:

Performance Management

• Design and develop a fair and transparent Performance Management System based on leading practices.
• Manage the annual appraisal process, including the creation and updating of guidelines, and oversee the entire performance management cycle.
• Work on the automation of the Performance Management System in collaboration with IT.
• Collaborate with internal stakeholders to foster a culture of continuous feedback and support line managers in implementing the system effectively.
• Develop tools and materials to aid in the appraisal process, collect and analyze appraisal results, and manage the appraisal calendar and communications.
• Address and resolve appraisal-related issues in a fair and equitable manner.

Succession Planning Management

• Develop and implement a comprehensive succession planning strategy to ensure leadership continuity.
• Work closely with senior management to identify and assess leadership potential within the organization.
• Create development plans for high-potential employees to prepare them for future leadership roles.
• Facilitate the transfer of critical knowledge and skills before leadership transitions occur.
• Monitor and evaluate the effectiveness of the succession planning process and make adjustments as necessary.
• Ensure that succession planning efforts align with the overall strategic goals of the organization.

Workload Analysis

• Conduct detailed analyses of workload and task assignments to ensure optimal distribution across departments.
• Identify training needs and skill gaps and develop programs to address these gaps.
• Create detailed job profiles to aid in precise hiring and training.
• Analyze staffing levels to manage workforce shortages or surpluses effectively.
• Prepare reports on findings and recommend changes to improve operational efficiency and employee satisfaction.
• Collaborate with HR and department heads to align workforce strategies with organizational objectives.

Data Analysis and Analytics

• Manage HR data collection, analysis, and interpretation to provide actionable insights.
• Develop and maintain dynamic dashboards using tools like Power BI to monitor HR metrics.
• Generate regular and ad-hoc reports on demographics, performance, and recruitment.
• Utilize HR ERP systems like SAP or SuccessFactors for data extraction and ensure their integration with other data sources.
• Support workforce planning by providing data-driven insights for strategic decisions.
• Collaborate with stakeholders to understand and meet their data needs, and continuously improve HR data practices.

Health & Safety

• Adhere to the company's HSE policy and work collaboratively to achieve the set objectives.
• Ensure compliance with relevant laws and safeguard their own safety and health, as well as that of anyone who may be affected by their actions or omissions at work.
• Refrain from being under the influence of any intoxicating substances to the point where they pose a risk to themselves or others while on the job.
• Cooperate with their employer concerning safety, health, and welfare in the workplace.
• Refrain from engaging in any improper behavior that could jeopardize their own or anyone else's safety or health.
• Participate in safety and health training provided by their employer.
• Make appropriate use of all machinery, tools, substances, etc., as well as any Personal Protective Equipment supplied for use at work.
• Report any flaws in the workplace, equipment, etc., that could pose a safety or health risk.

Job Requirements

Experience & Qualification

• Bachelor degree in human resources, Business Administration, Data Science, or a related field is required.
• A minimum of 5 years of experience in human resources focusing on performance management, HR analytics, and/or succession planning.
• Previous experience in developing and implementing HR systems and strategies in a corporate setting.
• HR certification SHRM/CIPD & PMP

Knowledge & Skills

• Familiarity with HR ERP systems such as SAP or SuccessFactors.
• Advanced proficiency in data visualization tools like Power BI.
• Strong analytical and problem-solving skills with the ability to manage large sets of data.
• Excellent organizational and project management skills to handle complex projects and multiple tasks simultaneously.
• Superior communication and interpersonal skills to effectively engage with all levels of staff and management within the organization.
• Knowledge of current HR trends and best practices in performance management, workload analysis, and succession planning.
• Ability to work independently and as part of a team in a dynamic and fast-paced environment.
• Learning management systems, solutions and tools
• Building reports