HR Systems and Business Analyst

Site; Greater London; Hybrid; GBP 57.000 - 69.000; Vollzeit

Benefits dieser Stelle

Civil Service pension 28.9%

Zusammenfassung

The National Audit Office is seeking an HR Systems and Business Analyst to help shape the future of HR operations in London. You will join a small HRIS team and work with HR and Digital Services to translate business needs into effective process, data, and system solutions.

You will lead analytics and reporting using Power BI and Excel, ensuring data quality, governance, and insightful dashboards that inform workforce planning and AI-related strategies.

Qualifikationen

• Bachelor's degree or equivalent experience in HR, Business Administration, Data Analytics, Industrial/Organisational Psychology, Statistics, or related field.
• Relevant experience in HR analytics, business analysis, or related analytical role.
• Demonstrated experience with business process mapping, analysis, and improvement.
• An understanding of the employee lifecycle and HR functions.
• Proven track record of performing data analysis and creating impactful visualisations and reports.
• Experience working with HRIS platforms and knowledge of key vendors.
• Power BI: Proficiency in building dashboards, data modelling and creating interactive visualisations.
• Microsoft Excel: Expert-level skills including advanced formulas, pivot tables, data analysis, and statistical functions.
• Strong analytical mindset with ability to identify patterns, draw insights, and make data-driven recommendations.
• Critical thinking skills to diagnose business problems and develop creative solutions.
• Ability to connect people data to business outcomes and strategic objectives.
• Ability to translate complex data into clear, compelling narratives.
• Strong presentation skills with ability to tailor messages for different audiences.
• Familiarity with data privacy regulations and ethical use of People data.

Aufgaben

• Business Analysis and Process Optimisation: Consult with HR business partners and stakeholders to understand business needs and translate them into clear, actionable requirements.
• Map, document, and analyse current-state HR processes across the employee lifecycle, including talent acquisition, onboarding, performance management, learning and development, and employee experience.
• Identify process inefficiencies, bottlenecks, and gaps through data analysis and stakeholder consultation.
• Proactively identify high value use cases and co-create action plans and practical solutions based on analysis, data and relationships.
• Design, recommend and implement future-state processes that align with business goals and enhance operational efficiency.
• Develop workflow diagrams, standard operating procedures and other documentation required to embed agreed processes.
• Collaborate with cross-functional teams including IT, Finance, and business leaders to ensure alignment and integration of HR processes with broader organisational systems.
• People Analytics and Reporting: Use people analytics to answer strategic business questions, improve business outcomes and inform strategic workforce and organisational decisions, drawing on Power BI, Excel and HRIS data to identify workforce trends, risks and drivers.
• Extract, integrate, manipulate and analyse data from the HRIS and other sources, assessing analytics technology to enable deeper insight and inform investments.
• Translate and present complex findings as clear, compelling narratives and practical recommendations linking insights to action.
• Expand access to high-quality workforce data and insights, including dashboards and visualisations, enabling HR and leaders to explore relationships between workforce factors and performance.
• Build people analytics capability within HR, strengthening partnership, consulting and insight-generation skills and fostering a data-driven culture.
• Identify opportunities to leverage HRIS functionality to strengthen data collection and quality, automate HR processes and improve user experience.

Kenntnisse

HR analytics

Business analysis

Process mapping

Data storytelling

Power BI

Excel

Data governance

Stakeholder engagement

Data privacy

Dashboard design

Ausbildung

Bachelor's degree

Equivalent experience

Tools

Power BI

Excel

Jobbeschreibung

Job description Job Title: HR Systems and Business Analyst

Location: London office, with a minimum of 2 days per week in the office.

Contract: Permanent

Salary: c£63,000 plus civil service employer pension contribution of 28.9%. A higher base salary may be considered for an exceptional candidate.

Overview

We are seeking a skilled HR Systems and Business Analyst to play a pivotal role in shaping the future of HR at the National Audit Office. The role will support delivery of the NAO Strategy and the NAO AI Strategy by strengthening digital and data literacy across HR and ensuring our processes, documentation, data quality and governance are robust, consistent and ready for the responsible adoption of AI, with appropriate human oversight and professional judgement. You will be part of the three person HRIS team, reporting directly to the Director of HR Operations. You will work closely with colleagues across HR and Digital Services, translating organisational needs into practical process, systems and data solutions, informed by an understanding of the wider HR technology market and the relative strengths of different HR systems for the NAO’s needs. You will use people analytics, process design and HR systems to improve efficiency and the employee experience, enable automation and provide actionable insights for strategic workforce planning, which take into account the current and potential impact of AI on skills, roles and the external labour market. This is an exciting opportunity for someone who thrives on solving complex problems and influencing change that delivers measurable impact.

Business Analysis and Process Optimisation

• Consult with HR business partners and stakeholders to understand business needs and translate them into clear, actionable requirements.
• Map, document, and analyse current-state HR business processes across the employee lifecycle, including talent acquisition, onboarding, performance management, learning and development, and employee experience.
• Identify process inefficiencies, bottlenecks, and gaps through data analysis and stakeholder consultation.
• Proactively identify high value use cases and co-create action plans and practical solutions based on analysis, data and relationships.
• Design, recommend and implement future-state processes that align with business goals and enhance operational efficiency.
• Develop workflow diagrams, standard operating procedures and other documentation required to embed agreed processes.
• Collaborate with cross‑functional teams including IT, Finance, and business leaders to ensure alignment and integration of HR processes with broader organisational systems.

People Analytics and Reporting

• Use people analytics to answer strategic business questions, improve business outcomes and inform strategic workforce and organisational decisions, drawing on Power BI, Excel and HRIS data to identify the workforce trends, risks and drivers—such as employee engagement, turnover, retention, diversity and productivity that most affect organisational performance and the delivery of the NAO’s objectives.
• Extract, integrate, manipulate and analyse data from the HRIS and other relevant sources, assessing and making effective use of analytics technology to enable deeper insight and inform future investment.
• Translate and present complex findings as clear, compelling narratives and practical recommendations, linking insights to specific business problems and articulating the implications for action.
• Expand access to high‑quality workforce and business performance data and insights, including through dashboards and visualisations, enabling HR and leaders to explore the relationship between workforce factors and organisational performance.
• Build people analytics capability within HR, strengthening partnership, consulting and insight‑generation skills and fostering a data‑driven culture.
• Identify opportunities to leverage HRIS functionality to strengthen data collection and quality, automate HR processes and improve the user experience.

Qualifications & Experience

• Bachelor's degree or equivalent experience in Human Resources, Business Administration, Data Analytics, Industrial/Organisational Psychology, Statistics, or related field.
• Relevant experience in HR analytics, business analysis, or related analytical role.
• Demonstrated experience with business process mapping, analysis, and improvement.
• An understanding of the employee lifecycle and HR functions.
• Proven track record of performing data analysis and creating impactful visualisations and reports.
• Experience working with HRIS platforms and knowledge of key vendors.
• Power BI: Proficiency in building dashboards, data modelling and creating interactive visualisations.
• Microsoft Excel: Expert‑level skills including advanced formulas, pivot tables, data analysis, and statistical functions.
• Strong analytical mindset with ability to identify patterns, draw insights, and make data‑driven recommendations.
• Critical thinking skills to diagnose business problems and develop creative solutions.
• Ability to connect people data to business outcomes and strategic objectives.
• Ability to translate complex data into clear, compelling narratives.
• Strong presentation skills with ability to tailor messages for different audiences.
• Familiarity with data privacy regulations and ethical use of People data.

Equal Opportunities and Diversity

We are committed to creating an inclusive working environment. Applicants will not be discriminated against on the grounds of any protected characteristic or any other extraneous factor.

Disability and Reasonable Adjustments

Applicants with a disability who wish their application to be considered under the Disability Confident scheme should confirm this when submitting their application. Under this scheme, we guarantee an interview to an applicant with a disability who meets the minimum requirements for the role.