Legal Administrative Assistant à Grande-Bretagne

Bachelor of Business Administration(Management)

Nationality

Any Nationality

Vacancy

Job Description

Assistant Manager - HR Analytics for DUBAI

Role Purpose:

Manager - HR Analytics will be responsible for collecting, analyzing, and interpreting HR data to provide actionable insights that support strategic decision-making and workforce planning. This role plays a critical part in driving data-driven HR initiatives, enhancing employee experience, improving organizational effectiveness, and aligning HR strategies with business objectives.

Key Responsibilities

Data Management & Reporting

• Develop and maintain HR dashboards, scorecards, and standard reports (e.g., attrition, headcount, diversity, hiring, absenteeism).
• Ensure data accuracy, integrity, and timely updates across HR systems.

Analytics & Insights

• Analyze trends and patterns across HR functions (recruitment, performance, compensation, training, attrition, engagement).
• Provide predictive analytics (e.g., turnover risk, flight risk models, workforce forecasting).

Business Partnering

• Work closely with HRBPs and business leaders to translate analytics into strategic decisions and policy enhancements.

HR System Support

• Collaborate with HRIS/Tech teams for data integration, automation, and system optimization.
• Contribute to organization-wide HR transformation, digitization, and workforce planning projects.

Compliance & Confidentiality

• Ensure adherence to data governance policies and confidentiality of employee data.
• Fast-paced, matrixed organization with multiple business units or locations.
• High dependency on HRMS, Excel and BI tools.
• Requires collaboration with cross-functional teams like other entities - Finance and Business Strategy.
• Operates under tight deadlines, with high visibility of outputs to senior leadership.

Decision Making:

• Independent decision-making on data visualization, analytical models, and methodology selection.
• Advisory input on workforce decisions, KPIs, and organizational benchmarks.
• Recommend actions based on insights but execution lies with respective HR or business owners.
• Escalates issues related to data discrepancies or system limitations.

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