Senior HR Business Analyst - P3

Sandvik AB; Kempton Park; On-site; ZAR 900,000 - 1,200,000; Full time

Job summary

Sandvik AB is seeking a Senior HR Business Analyst to lead workforce analytics, reporting, and planning for the global mining business. The role focuses on delivering actionable insights, forecasting, and strategic workforce decisions.

You will partner with People leaders to drive HR technology, governance and continuous improvement initiatives with data-driven decision making.

Qualifications

• Bachelor's degree or higher in a relevant field such as HR, Business Analytics or Information Systems.
• Qualification in Business Analysis, Data Analytics, Power BI or Process Improvement is advantageous.
• Postgraduate qualifications are advantageous for this senior role.

Responsibilities

• Lead workforce analytics projects to support strategic decisions and organisational effectiveness.
• Analyse workforce metrics and integrate data from multiple sources to provide actionable insights.
• Develop workforce forecasts, capacity plans and scenario models; support budgeting and cost forecasting.

Skills

People Analytics

Business Analysis

Data Visualization

Stakeholder Management

Advanced Excel

Education

Bachelor's degree in HR/Business/Analytics

Postgraduate qualification advantageous

Tools

Power BI

HRIS/HCM systems

Excel

Job description

Sandvik Mining is a global leading supplier in equipment and tools, parts, service and technical solutions for the mining and infrastructure industries. Applications include rock drilling, rock cutting, loading and hauling, tunnelling and quarrying. We are proud to be recognized on the Forbes Top 50 Global Employers List.

The Role:

The Senior HR Business Analyst is a senior specialist responsible for leading workforce analytics, business analysis, workforce planning, reporting, process optimisation and digital enablement initiatives. The role applies advanced analytical techniques, business insight and industry best practices to solve complex workforce and organisational challenges, influence decision-making and improve business performance. Operating with a high degree of independence and professional judgement, the incumbent serves as a trusted advisor to business and People leaders, providing strategic workforce intelligence, driving continuous improvement and automation initiatives, and building organisational capability in data-driven decision-making.

Key Performance Areas:

People Analytics, Commercial Insights and Decision Support

• Lead complex workforce analytics projects that support strategic business decisions and organisational effectiveness.
• Deliver commercially focused insights and recommendations that influence business and People decisions.
• Analyse and interpret workforce metrics, including headcount, turnover, vacancies, productivity, retention, absenteeism, recruitment and diversity.
• Integrate People, operational and financial data to provide actionable workforce intelligence.
• Apply root-cause analysis, forecasting and scenario modelling to support strategic decision-making.
• Proactively identify workforce risks, capability gaps and emerging trends, recommending appropriate interventions.
• Present workforce insights to leadership, highlighting business implications, risks and recommended actions.
• Challenge assumptions through data-driven insights, benchmarking and best practices.
• Act as a subject matter expert on workforce analytics and workforce intelligence.
• Coach stakeholders in the interpretation and application of workforce data.

Workforce Planning and Cost Management

• Develop workforce forecasts, capacity plans and scenario models.
• Analyse workforce costs, productivity and resourcing requirements.
• Identify workforce optimisation opportunities aligned to business strategy.
• Support workforce budgeting and cost forecasting processes.
• Evaluate workforce risks associated with organisational changes, growth and restructuring.

Business Performance and Benefits Analysis

• Partner with People leaders and business stakeholders to understand key business challenges and translate these into analytical requirements.
• Lead benefits-realisation and return-on-investment analysis.
• Develop business cases supporting workforce and People investments.
• Monitor delivery of planned benefits against approved business cases.
• Provide performance insights supporting strategic decisionmaking.

Management Reporting and Dashboards

• Lead Human Capital reporting for Executive, Board and Committee forums, providing strategic workforce insights, risk indicators and recommendations to support business decision-making.
• Provide accurate data and analytical support for assigned statutory and legislative reporting, including Employment Equity and BBBEE requirements.
• Lead the design, development and optimisation of workforce dashboards and reporting solutions.
• Translate complex data into meaningful visual insights and business narratives.
• Continuously improve reporting efficiency, relevance and usability.

HR Systems and Digital Enablement

• Lead identification and prioritisation of HR technology, automation and digital enablement opportunities.
• Define business requirements for HR systems and digital solutions.
• Lead continuous improvement initiatives across People processes.
• Analyse and redesign processes to improve efficiency and effectiveness.
• Lead assigned HR analytics, business analysis, reporting, systems and process improvement projects from initiation through implementation.

Process Improvement and Automation

• Identify automation opportunities and support implementation.
• Apply continuous improvement methodologies and industry best practices.
• Measure and monitor realised benefits from process improvements.
• Promote innovation and operational excellence across the People function.

Data Governance and Integrity

• Establish and maintain workforce data governance standards and controls.
• Maintain a strong focus on the accuracy, completeness and integrity of workforce data.
• Monitor data quality, completeness and integrity across People systems.
• Identify, investigate and resolve data integrity issues.
• Ensure compliance with governance, audit and privacy requirements.
• Support data audits and governance reviews.

Profile Required:

Education and Qualifications:

• Bachelor's degree or relevant tertiary qualification in Human Resources, Business, Business Analytics, Information Systems, Finance, Economics, Statistics or a related discipline.
• Qualification or certification in Business Analysis, Data Analytics, Power BI, Project Management or Process Improvement is advantageous.
• Postgraduate qualification in a relevant field is advantageous.

Experience:

• 8-10 years progressive experience in workforce analytics, business analysis, workforce planning, HR technology, business intelligence or related disciplines.
• Experience influencing senior leadership through data-driven recommendations.
• Experience delivering measurable business outcomes through analytical and operational improvements.
• Experience coaching stakeholders and developing analytical capability across team.
• Experience working with HRIS/HCM platforms and large datasets.
• Experience in process improvement, requirements gathering, system implementation and UAT would be advantageous.
• Experience preparing Executive, Board and Committee reports, presentations and governance packs.
• Excellent communication and storytelling skills to effectively communicate data insights to both technical and non-technical stakeholders.
• Demonstrated success leading complex analytics, systems or process improvement initiatives

Technical Capabilities:

• Advanced Microsoft Excel.
• Power BI or equivalent data visualisation tools.
• Data analysis and interpretation.
• HRIS/HCM systems.
• Workforce and People analytics.
• Dashboard and management-report development.

Sandvik is an equal opportunity employer, striving for practices and programs that are bias free and in which employees are treated fairly to ensure fair opportunity with the best outcome for every individual securing no discrimination on grounds including but not limited to, age, gender, gender expression, race, ethnicity, language, religion, sexual orientation, or disability. To ensure an inclusive, equitable and diverse work environment where people can develop and perform well, our focus areas are: great leadership, lifelong learning & development, career opportunities & open job market and safe & fair work environment.