Strategic Workforce Analytics Lead (12-Month Contract)

aramco

Den Haag

On-site

EUR 90,000 - 140,000

Full time

3 days ago

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Job summary

Aramco Europe is seeking a Senior Strategic Workforce Planning and Data Analyst to drive workforce planning and reporting processes, ensuring the right size, shape, talent, and capabilities to meet current and future business needs.

The role demands strong analytical and advisory skills, deep Excel automation and Power BI expertise, and the ability to bring external labour market insights into workforce strategy, organisational design, and compensation benchmarking.

Qualifications

Bachelor’s Degree in HR, Business Administration, Data Analytics, or related field.
8+ years of relevant experience in strategic workforce planning, workforce analytics, or HR strategy roles within a mid to large-sized organization.
Strong expertise in workforce reporting, headcount budgeting, and predictive analytics.
Expert proficiency in Excel (including automation/macros) and Power BI.
Experience with SAP SuccessFactors, particularly in reporting and analytics.
Knowledge of job evaluation methodologies (Korn Ferry or Hays preferred; certification is an advantage).
Familiarity with organizational design principles and job architecture development.
Ability to translate data insights into actionable workforce strategies.
Strong stakeholder management, consulting, and advisory skills.
Previous broader HR experience is preferable.

Responsibilities

Strategic Workforce Planning, Reporting and Dashboards.
Own and evolve the workforce planning processes, integrating internal workforce data with external labour market insights and future skill needs.
Develop, automate, and maintain workforce planning reports using Excel, Excel Automations, Power BI, and SuccessFactors reporting tools.
Build Dashboards for all levels, present the story behind the data in a compelling and insightful manner.
Forecast workforce demand, considering factors such as business growth, retirements, emerging skill needs, and market trends.
Collaborate with Corporate Planning, Finance and Business Leaders to align workforce planning with labor budgeting processes.
Apply predictive analytics to workforce data to anticipate risks (e.g., turnover, skill gaps) and create proactive talent plans.
Bring external perspective on talent and skills to improve workforce plans and talent supply strategies.
Partner Business Leaders to advise on organisational structures, span of control analysis, and job architecture development.
Support development of job scopes and ensure role clarity in alignment with strategic workforce plans.
Ensure job evaluations are aligned with Korn Ferry or Hays methodology.
Contribute to organisational development initiatives, identifying capability gaps and aligning learning and development initiatives with workforce planning outcomes.