Analyst, People Analytics & Workforce Strategy | People Department

Bank Negara Malaysia; Kuala Lumpur; On-site; MYR 100,000 - 150,000; Full time

Job summary

A financial institution in Kuala Lumpur is looking for an Associate Analyst/Analyst in Workforce Strategy and Analytics. The successful candidate will contribute to the development of workforce plans and provide analytical support for workforce initiatives. Ideal applicants should possess a Bachelor's degree and 1-3 years of experience in workforce planning or data analytics, particularly within large organizations. Strong analytical skills and knowledge of data management are essential for this role, which will support strategic decision-making for the organization.

Qualifications

• Bachelor Degree or professional qualifications in HR-related programmes.
• 1-3 years experience in Workforce Planning or Data Analytics.
• Exposure to HR technology and best practices.

Responsibilities

• Develop and maintain workforce plans aligning with strategic priorities.
• Conduct data-driven analysis for actionable insights.
• Support compliance with data governance and workforce initiatives.

Skills

Analytical thinking

Data analysis

Workforce planning

Statistical analysis

Education

Bachelor Degree in HR-related programmes

Tools

Workforce analytics tools

Data visualization software

Job description

ROLE PURPOSE

Supports the Bank’s strategic workforce agenda by delivering insights, frameworks and tools to strengthen workforce planning and people‑related decision making. The role combines quantitative and qualitative analysis to forecast workforce needs, evaluate talent supply and demand, and monitor workforce trends. The role ensures alignment between organisational capabilities, evolving business priorities and the Bank’s long‑term strategic direction.

PRINCIPAL ACCOUNTABILITIES

Strategic Workforce Planning

1. Assist in the development and maintenance of workforce plans that align with the Bank’s medium‑ and long‑term priorities
2. Support workforce demand and supply modelling, including scenario planning, skills forecasting and headcount optimization
3. Track labor market developments and industry benchmarks to assess their implication on workforce requirements from time to time.
4. Provide analytical support for workforce initiatives such as reskilling programs, manpower rationalisation and organisation restructuring.

People Analytics and Insights

1. Conduct statistical and data‑driven analysis of workforce data to provide actionable insights to business leaders
2. Develop dashboards, reports and visualisations that monitor key workforce metrics, trends and risks.
3. Support predictive and prescriptive analytics initiatives (e.g., attrition modelling, skill‑gap analysis, workforce productivity measures).

Governance and Data Management

1. Maintain workforce data integrity across HR systems, ensuring accuracy, completeness and consistency.
2. Contribute to strengthening workforce governance process, including position management, job evaluation and workforce cost monitoring.
3. Ensure compliance with data governance, confidentiality and ethical use of workforce data.

Continuous Improvement and Innovation

1. Keep abreast of best practices in SWP, people analytics and HR technology to enhance the Bank’s capabilities
2. Identify opportunities to leverage digital tools, AI and advanced analytics for workforce strategy
3. Support projects and pilots that test innovative approaches to workforce planning and analytics

NATURE OF ACCOUNTABILITIES AND COMPETENCIES

Job Complexity & Problem Solving

The Associate Analyst/Analyst, Workforce Strategy and Analytics operates primarily at the tactical level with growing exposure to strategic dimensions, supporting the design, execution, and monitoring of workforce strategy and analytics frameworks that guide the Bank’s manpower planning and decision‑making. The role addresses a mix of structured and semi‑structured problems, such as conducting workforce demand‑supply analysis, developing manpower dashboards, and assessing talent risks against organisational priorities. It requires synthesising multiple sources of information, including internal workforce data, labour market trends, economic indicators, and industry benchmarks, to generate insights that inform workforce decisions. The role frequently navigates ambiguity, particularly when projecting future workforce needs in the context of shifting business priorities, technological changes, and external economic developments. It requires strong analytical thinking and the ability to connect data‑driven evidence with conceptual workforce strategies. While not primarily tasked with developing groundbreaking innovations, the role benefits from conceptual and innovative thinking to enhance methodologies, improve analytical models, and propose new ways to measure workforce effectiveness.

Leadership & Stakeholder Management

While not a formal supervisory role, the Analyst exercises professional accountability and influence through analytical expertise and subject matter contributions. The role collaborates closely with internal stakeholders, including People Business Partners, HRIS Teams, Finance, and Line Departments across the Bank, to align workforce plans with organisational priorities. Engagements include interpreting workforce insights, supporting workforce governance processes, and preparing evidence‑based recommendations for senior management and committee deliberations. The role also supports engagements with external stakeholders such as benchmarking partners, regulators, and industry counterparts, typically under the guidance of senior team members or managers. These interactions range from routine exchanges of workforce data to contributing inputs that shape the Bank’s perspective on labour market trends and policy implications. Stakeholder management requires precision, credibility, and the ability to communicate insights effectively in both routine updates and high‑stakes discussions where workforce recommendations may influence strategic decisions.

QUALIFICATIONS

Academic Qualifications

Bachelor Degree or professional qualifications in HR‑related programmes or other similar disciplines (specialisation in Human Resource Management, Organisational Psychology and/or Computer Science is an added advantage).

Experience

At least 1‑3 years working experience in Workforce Planning, Data Analytics or relevant HR areas internally or from a sizeable organisation (ideally from the Financial industry).